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The "Act on Foreign Workers' Employment, etc.", enacted in and on 17 August 2004. However, this Act contains abuse of human rights, and has been a lot of controversy again: 'permission for change of business or workplace'(Act on Foreign Workers' Employment, etc. Art.25.), "term of labor contract((3)The term of the labor contract shall not exceed one year. (Article 9)), etc. However, October 9, 2009 to meet the needs of the workers and to hire reliably foreign workers, the revisions of provision protecting the rights of foreign workers were made. However, the current employment permit system is still enforced in many legal issues still remain. In this paper, which mainly measures to review and improve the institutional and legal issues were to review. For example, the revision of "Act on Workers Employment, etc." actually extended the period of employment and removed the compulsory leave as mandatory requirements for reemployment by law, satisfying and meeting the interests of between the employers and the foreign workers. Because the Act does not allow family-accompany but unaccompanied, all alone for work, the current system are likely to provoke criticism from international community. Regulations of "permission for change of business or workplace" to 'protect the domestic labor market' for some is inevitable. Employment for overseas Koreans visiting of foreign nationality are allowed freedom of employment. The results occurred in the labor markets are as follow: substitution effects on employment between domestic worker and foreign worker effects. And employment for overseas Koreans visiting of foreign nationality will be breached a complementary principle of the current "Employment Permit System" in the labor market. In the future, the revisions of "Employment Permit System" have to establish on the basis of the objective review on the impact and effect of its revision in domestic labor markets.

In this research, I have found the fact of the undocumented foreign workers, then I tried to find indirect solution for looking the problem they faced and this violations. I have classified that problem they faced by abusing in problem and solution for the undocumented foreign worker. Typical issues are that working condition, wages, medical problem, violence and human right issue, and industrial accident. And I can divide legal plans and policy proposals in the solution. At first the plan of legal relations regardless of their stay qualification and labor’s three primary right guaranteed by the National Labor Relations (NLR) have to be applied in working field. In the social security law on social insurance for foreign worker, the related regulations of following mutualism rule should be checked. In the provision on protection of “emigration and the immigration control system”, compulsory arrest of undocumented foreign was criticized to severely. Also, compulsory deportation order should not be done until the procedure on formal objection against deportation order is done. As regulations of excessive politic activity are factor that violate freedom of expression, we need to compensate. In supporting details of immigration control law, the professional accreditation system about emigration and immigration administration should be enforced. As the employment policy for foreign worker, a short term cycle system should be switched to a long cycle. A short system cannot be an effective method to prohibit foreign worker’s domicile according to the case of Germany. In Germany, there is an over five year stay or limitless stay because of the unnecessary training expenses and incidental costs for foreign workers. In addition, the employment license system should be changed to labor license system which can be guaranteed freedom of transferring establishments. The undocumented foreign workers need remission system and legal social position. Foreign worker policy was changed gradually in the passage of time. If this kind of policy timely to accept, it is possible to solve unregistered problem gradually.

There are several policies that constitute the Employment Permit System related to foreign workers. First of all, we can raise the anti-discrimination principle that prohibits discrimination on the basis of religion, sex, race, and nationality. And among other policies are limit access by migrant workers to remunerated jobs, which is the result of granting priority to the nationals of the State of employment. This paper examines the relations between two conflicting policies. In relation to the labor contracts of migrant workers, we can think of a question, whether it may be applied or not, the provision fixed-term contract can be converted to infinite-term contract after the worker be employed over two years. To this question, this paper says that 'The Act on the Employment of Foreign Workers, etc' have different employment term and contract system, and above conversion provision cannot be applied to the labor contract of migrant workers. In the labor contract relation of migrant workers there is more critical issue, which is related to the laws about the protection of fixed-term employees and part-timers. That is whether they are applied to or not, the provision of prohibiting discrimination on account of irregularity and the provision of filing a charge of discrimination with the Labor Relation Commission.

Approximately 213 million individuals or 3.1% of the world's population currently reside in a country other than where they were born. According to ILO statistics, about 40 million persons are working as migrant workers. In addition, ILO estimates that a 50 million are members of a migrant worker's family. This means that one in every forty or fifty persons is a migrant. In case of Korea, there are about 550,000 migrant workers, which occupy 2% of economically active population. Most of these migrant workers are working under the labor condition of lower wage and longer working hours compared with the domestic workers. This differences cause serious discrimination problems concerning the human rights of migrants connected to the national migrant workers policy. This article approaches these problems from the human rights' (in employment) point of view. This view point can analyze the human rights of migrants with the aspects below - individual rights, collective rights, social security rights, and rights to migrant worker's family. This study suggests a few reforms on the legal system affecting migrant workers. First, host state must provide migrant workers with enough information on the jobs they will take charge of. Second, host state has to guarantee the initial period of one working year which is provided for in the law concerned as a basic employment contract term. Third, migrant worker should have the rights to unemployment insurance, which is linked to the period of stable residency. Fourth, to secure migrant workers' right to equal pay for the equal value work, systemic and careful job evaluation should be set up. Fifth, there should be strict restriction on the employers who conduct human rights abuse repeatedly. Sixth, migrant workers in irregular condition have the collective rights to assemble, so that state should get rid of any obstacles to it. Last, careful access is needed when dealing with the accompanying family members who require much more social consideration and support.

本稿は､2010年1月1日改正された労働組合及び労働関係調整法上､複数労組許容にともなう交渉窓口単一化方案に関して論じたものである｡ 複数労組許容は集団的労使関係のパラダイムを一挙に変えられるほどの影響力を持つ制度に間違いない｡ したがって制度の施行を前にして今時点は労使関係が正しい方向に進行されるように問題になる点があるならば修正して改善していくべきだろう｡ しかし交渉窓口単一化方案の導入は違憲という議論は避けず､具体的内容でも果たしてこの制度が労働組合の団体交渉権を保障する目的で導入されたものであろうか､あるいはひたすら1社1交渉原則下に使用者の交渉負担を減らすための手続きを用意したものであろうかがという本質的な疑問を感じる｡ 特に団体交渉において少数組合の法的地位は保障されるべきであって,またこれを具体化する過程で多数組合を優待する方案を用意したとしても少数組合がこれに対抗できる方案が最小限保障されるべきであるのに､,むしろ少数労組の団結権さえも形骸化する結果が予想されるなど制度の正当性さえも認められない程度といえる｡ このような疑問の前に複雑な彼ら手続きが果たして正しく機能できるか,労働委員会が彼ら手続きを管掌できるかという疑問はむしろ素朴な疑問になれる｡

Korea introduced the 40-hour workweek system on July, 2004 to reduce working hours of employees and to improve their value of life. In this respect, in order to make corporations more competitive and to provide employees with convenient opinions, Korea started various working systems, such as flexible working hour system, selective working hour system, special provisions for computation of working hours, etc. This author has examined problems of current working hour systems, which have been done for last five years. In addition this author has studied its improvement of the working hour systems and has finally attempted to provide basic guidelines to solve the working hour problems. First of all, this author has analyzed various flexible work-hour arrangement systems and its previous history of the European countries. Secondly, this author has examined a variety of working hour legislations and its international perspectives. In this part, this article mainly focuses on the EU Working Time Directive, discussions of Germany, France concerning revision discussions. In addition, this author has showed legally fixed working hours, harmonization between family and work, work sharing. Thirdly, this author has probed problems of current working hour systems in Korea, and then has provided guidelines to solve them as follows: the most important thing is improvement of long-term works. If working hours should be shortened, and various working hours are to be managed, family life and work life of employees could be harmonized. In this respect, firm attitude of the current Fair Labor Standards Act must be fixed as flexible according to types of works. In addition, the hardened working hour systems have been criticized for prohibiting different wage systems. Thus special provisions for computation of working hours must be widened.

Vor der Beurteilung der haftungsbegründenden Kausalit ist zunächst zu prüfen, ob das schadensbringende Ereignis mit der geschützten Tätigkeit in einem inneren Zusammenhang steht. Nach dieser Finalitätsprüfung, falls Ursachen und Mitursachen bei dem Eintritt des Unfallereignisses wesentlich sind, ist bei der haftungsbegründenden Kausalität zu bewerten, ob die versicherte Tätigkeit als Ursache für das Unfallereignis gelten kann. Die haftungsausfüllende Kausalität dient im Vergleich dazu der Abgrenzung zwischen der betrieblichen und der persönlichen Risikosphäre hinsichtlich des Schadens in seiner Beziehung zum Unfallereignis. Unter der haftungsausfüllenden Kausaltätsprüfung sind Erstschäden grundlegend von Folgeschäden systematisch abzugrenzen. Die Folgeschäden können sich aus einem, bei einem Arbeitsunfall eingetreten Erstschaden entwickeln und und werden in unmittelbare Folgeschäden und mittelbare Folgeschäden unterschieden. Unfallversicherungsrechtliche Probleme in der haftungsausfüllenden Kausalität treten insbesondere dann auf, wenn es um die Beurteilung eines Suizid(oder Suizidversuch) als mittelbare Folgeschäden geht. Ein Selbstmord schliesst auf der andern Seite typischerweise einen Unfall aus, weil das Ereignis, das von außen auf den Körper einwirkt, nicht auf Freiwilligkeit beruhen darf. Hieraus folgt, dass bei einer Selbsttötung kein Unfall gegeben ist und dass deshalb auch in diesem Fall schon begrifflich grundsätzlich kein Arbeitsunfall vorliegen kann. Damit fehlt grundsätzlich an der haftungsbegründenden Kausalität zwischen der versicherten Tätigkeit und dem Unfall. Aber die Rechtsprechung hat als Ausnahmen die sog. mittelbare Schadensfolge eines Arbeitsunfalls anerkannt, wenn der Versicherte durch betriebsbedingte Umstände ein psychisches Trauma erleidet, dadurch in den Zustand wesentlich beeinträchtigter Willensbestimmung gerät und eine Selbsttötung begeht (sog. Verzweiflungsselbstmord). Kein Arbeitsunfall liegt dagegen vor, wenn eine krankhaft depressive Veranlagung von überragender Bedeutung für die Selbsttötung war. Diese psychische Beeinträchtigung muss in Betracht ziehen, dass der Selbstmordversuch bzw. Selbstmord rechtlich wesentliche Folge (Ursache) eines Arbeitsunfalls und Berufskrankheit sein. Eine Selbsttötung kann auch dann rechtlich wesentlich durch einen Arbeitsunfall verursacht sein, wenn, bei fehlender Willensbeeinträchtigung, die Folgen des Arbeitsunfalls alleiniger Beweggrund für die Selbsttötung gewesen sind(sog. Bilanzselbstmord)(BSG 5a-Senat). Im Vergleich dazu vertritt das BSG 8 Senat die positive Auffassung, dass die Selbsttötung die alleinige Ursache für diesen Entschluß gewesen sind. Damit hat das BSG die Selbsttötung anerkannt, wenn sie eine rechtlich wesentliche Teilursache für den Entschluss bilden.

1)1990年代後半からは､公共部門の民営化の流れに乗って､空港､港湾､軍部隊などの重要国家施設の警備も民間警備業体が担当するようになった｡特殊警備業務の制度を通じて､請願警察と同等以上の資格と警備力量を整えた専門の警備業体が国家の重要施設の警備を担うことができるよう､国家保安施設の警備体系を改善したのである｡｢特殊警備員｣に限られた義務事項を警備業法に明文化している｡とりわけ､ストライキ・怠業､その他の警備業務の正常的な運営を阻害する一切の争議行為をしてはいけない上(第15条第3項)､これを違反し争議行為をした特殊警備員は1年以下の懲役､または1千万ウォン以下の罰金に処する(第28条第4項)という規定をしている｡ 2)このような警備員法の第15条第3項は､憲法第37条第2項("国民の全ての自由と権利は国家安全保障､秩序維持または公共の福利のため必要な場合に限って法律として制限することができるが､制限を行う場合も自由と権利の本質的な内容を侵害することはできない")の過剰禁止原則に違反した違憲可否が問題となる｡まず､公益実現のため基本権を制限する場合にも､立法目的を実現するに適した諸手段の中で､可能な限り国民の基本権を最も尊重し､基本権を最少に侵害する手段を選ばなければならない｡ところで､特殊警備員に争議行為権を禁止することは､その職務範囲と関連し､侵害の最少性が適切であると見られる｡また､争議行為権を保障することで保護される特殊警備員の権益に対し､それを制限することによって保護される国家安全保障及び秩序維持の利益が遥かに大きいと言えることから､特殊警備員の争議行為権の制限は公益的な必要と利益衡量による必要最小限の制限として見ることができ､過剰禁止の原則に違背しない｡従って､特殊警備員の争議行為は､国家安全保障と秩序､または公共の福利のため制限しなければならない上､憲法第37条第2項の旨に反すると見ることができない｡

Safety and health in work places has been considered an important problem in enterprise organization due to changing enterprise organization forms in developing industrial society. Accordingly, mandatory regulations were established for workers to be able to work in a safe and comfortable environment. These regulations were established under the employer's responsibility in the Occupational Safety and Health Act. Results that compared punishment system of the Korean Occupational Safety and Health Act with foreign punishment systems showed a significant difference in punishment outcomes. In Korea, penalty for fatal accidents does not exceed 20,000,000 won, but in Britain, penalty for small violation results in fine exceeding 20,000 pounds. Recently, the Corporate Manslaughter and Corporate Homicide Act that punishes an enterprise's highest executive for a serious accident according to the Occupational Safety and Health Act has been established in Britain. So, in this paper, some measures to improve the Korean Occupational Safety and Health Act punishment system have been suggested. We presented some measures that require amendment in the punishment regulation through positivism of punishment regulation of Occupational Safety and Health Act, solutions for overlapping duties in the Occupational Safety and Health Act, establishment of publication system, and employer's education on accessory penalty and extension of fines. Although it is a political issue, strengthening of labor supervisor's investigation can improve the efficiency of the law enforcement. Therefore, Strengthening of employer's punishment regulation according to the violation of Occupational Safety and Health Act contributes to safe working environment and is one of the measures for preventing occupational accidents through changing the recognition of occupational safety.