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In recent years, as diversity in employment type proliferates, demands for amendment to labor law provisions which define the concept of employer and employee are being bought up. To study the validity of this argument, this paper begins with dividing the conditions where the concept of employer and employee matters in labor law into four categories. These are; first, the conditions where the question of so-called economically dependent contractor, who works in situations of which some of typical characteristics of traditional employer-employee relation (e.g. employer's direct control and command over the employee) are dropped out, is an employee or not arises; second, the conditions where user company or principal company formally has direct control or direction over third party company's employee while avoiding all or some of responsibilities in labor law, legally or illegally, like in dispatched or temporary agency employee, or in-site subcontracting employee of the subcontractor; third, the conditions where the parent company determines indirectly terms and conditions of employment of the subsidiary company in business groups but abdicates responsibilities of labor law by taking advantage of the difference in formal legal entity; fourth, the conditions where in the event of business changes, the prospect acquisition company has de facto influence on the terms and conditions of employment of employee in target company while taking absolutely no responsibility in labor law.This paper argues that it is impossible to solve legal problems that occur in these four conditions by amending the definition provisions of employer and employee in the Labor Standards Act and the Trade Unions and Labor Relations Adjustment Act. It is because when approaching the problems in this way, contradiction of other provisions in the Labor Standards Act and the Trade Unions and Labor Relations Adjustment Act occurs, which would result in inconsistency in other laws.To settle these problems reasonably, instead of amending employer and employee definition provisions of the Labor Standards Act and the Trade Unions and Labor Relations Adjustment Act, it is necessary to clearly distinguish between special issues of each category, and to seek separate solutions in accordance with each condition.

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& & Paradigm to determine the changes in labor law should at least be considered as appropriate research results and the formation of a common paradigm. The established and old paradigm in the labor law, due to new problems and new elements produce the expected crisis that led to the old values, theory and methodology, etc. And it can not answer to new problems and new elements to make a reasonable explanation, the need for reform, to better adaptation to social realities, which entered to the paradigm shift of labor law.& & Research of industrial relations is mainly based on the observation of actors and evolving contexts. Industrial relations scholars select a subject of their interest and carry out their research activities. This choice is greatly influenced by the social concerns or policy orientation of the time in which scholars work. If we construe the main themes of research activities as a paradigm, we may expect that predominant paradigms change with the passage of time, as the power balance of actors such as labor unions or economic and technological contexts alter. By the same token, we could expect that paradigms and social concerns are naturally different from one country to another.& & The sphere of industrial relations has so enlarged that it now covers social protection, work and family. This may be a consequence of changes in the composition of the labor force. In most countries, women, elderly workers or migrant workers occupy a large proportion of the labor force. It is no wonder that industrial relations scholars are increasingly interested in equal opportunity or work-life balance.& & So work itself should be regulated, and a true right to work should be guaranteed. All the workers, employed, delegated or contractors to provide labor, and who are employed or not, they should work for a reasonable amount of time, and in proper working conditions laid down for human life. The labor should have an opportunity to be provided with creativity, beauty, sense of belonging, diversity, and good health. In other words, labor should be the primary mean for self-realization.

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본 연구는 일본 기업조직의 변동을 ‘기업조직의 내부와 외부의 경계를 획정하는 조직범위의 변동’과 “그 내부를 구성하는 성원구성의 변동”이라 는 두 가지 측면에서 분석하고, ‘조직범위’와 ‘성원구성’의 변동에서 나타난 노동법의 과제를 노동법의 과거ㆍ현재ㆍ미래의 관계에서 검토하였다. 즉 노동법의 역사적 검토를 통하여 첫째, 기업조직의 범위 측면에서는 전략적 조직재편의 진행으로 형식적인 법인격을 넘는 기업의 범위가 창출되고, 이것이 동일한 법인격을 조직범위로 하는 전통적인 노동법의 모델을 흔들고 있다는 점, 둘째, 기업조직의 성원구성 측면에서는 도급이나 위임 등 고용계약에 의하지 않는 계약형식으로 기업과 연결되는 자가 증대하고 있고, 이것이 고용계약관계에 있는 정규직근로자를 기업조직의 성원으로 하여 그 보호를 중심으로 만들어진 전통적인 노동법의 모델은 그 한계를 보이고 있다는 점을 밝혔다. 그리고 기업변동과 노동법의 과제를 ① 법인격을 넘는 고용책임, ② 모회사의 단체교섭의무, ③ 노무공급계약의 새로운 평가(‘고용=종속노동=노동법의 보호대상’과 ‘청부ㆍ위임=비종속노동=노동법의 보호대상 밖’이라는 2분법적 생각을 극복할 법리), ④ 자영업자 등의 새로운 평가(고용과 자영의 구분)로 제시한 다음 이에 대한 해결방향을 모색하였다.

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Since the 1. semester 2009, 25 graduate schools of law(law schools) have opened with 2,000 students out of the various major fields of study. At this stage no one can be sure if this law school system for 3 years, which invests the graduates with the right for the examination for the bar, could eradicate the social ills caused by the judicial examination. The introduction of the law school had a serious influence on the education of the remained faculties of law. The faculties of law are now divided into 2 types; the large faculties with the aim of law school entry and the small faculties without the one. The large faculties, which have increased the number of professors for the purpose of the application for law school, have the problems with the curriculum on the grounds of the mismatch between the teaching persons and the subjects. The small faculties are suffering from shortage of students due to the falling birthrate. Therefore their foremost interest is to recruit new students for the time being. The curriculum of labor law, as well as other subjects, is affected by the pending issues of each faculty. The large faculties have the labor law curriculum each semester which is comprised of labor law 1(for example individual labor law system) and labor law 2(for example collective labor law system). While labor law 1 is crowded with students, the labor law 2 falls short of the minimum number of students for the course. In several faculties labor law is composed of the theory(1. semester) and practice(2. semester) which opened separately. In such cases the problem of the half-track class is solved partially. However, one semester is too short to deal with the whole labor law issues. Because of the above mentioned problems, labor law curriculums are consist of largely the principles of Labor Standard Act and the Trade Union Act. The specific problems, which take an increasing interest in the practices, are hard to deal with.

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There is a lot of discussion on the teaching method at law under the Korean law school system. This discussion is resulted from the reflective consideration on the teaching methods conducted widely at undergraduate law lecture level. The main critique on the classical method is that it inclines to theory education too much, not solving the real legal problems relevantly. Not a few scholars have been suggesting case method teaching and problem based lecture, answering this challenge. This article deals with the case method of teaching which optimizes lecture process and efficiency. By the way, when one adopts case method to law lectures, there may be various specific ways of adoption as many as the number of lecturers. Though the manner this article is introducing is only one type of them, the researcher of this article carried out an actual lecture with new case method of teaching, which helped strengthen the credibility of the research outcome. The actual lecture was done in first semester(2008) and 24 students took this class. The lecture process has 5 steps to organize the class systematically and communicate the legal points to the students, using judicial precedents. To evaluate the scholastic achievements and satisfaction of students objectively, the researcher conducted three surveys composed of a few questions, requiring students to give grade on a scale from 1 to 10 and compared the scores of the intermediate examination and those of the final examination. This research suggests following 6 recommendations about the case method of teaching at labor law. First, before lecturing a main legal theory, cast a question connected with the theory on the students. Second, sum up the correspondence hand out by 2 pages. Third, when explain the judicial precedents to the students, stressing out the important points clearly. Fourth, motivate the students to be active in the quiz at the end of lecture. Fifth, be confident of special effect of this teaching method. Finally, develope the various types of examination questions to evaluate the students objectively.

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This article is an analysis of the characteristics of labor relations and labor law regime in Taiwan, so as to provide a broad and comprehensive observation of the Taiwan labor law regime. First, small and medium enterprises (SME) are the main driving forces of the Taiwanese industries. Approximately 70% of the laborers are employed by SME. Since the industries in Taiwan are mostly SME based, it is disadvantageous for the organization of labor unions. Moreover, as the enterprise-wide unions organized by SME are relatively small in size, they have less power and therefore rarely enter into collective bargaining. Most enterprises regulate and decide the labor conditions within the enterprises through the establishment of employment manuals. Such has become one of the main features of the labor relations in Taiwan The key characteristics of the current Labor Union Act in Taiwan are: (1) Mandatory organization of labor union: Where the number of laborers working in the same industry or the same area with the same position is more than 30, an industry-wide union or occupational union shall be organized in accordance with the law (Art. 6); (2) Mandatory participation in labor union: Laborers of the age of 16 and over are obliged to join the labor union (Art. 12 of the Labor Union Act); (3) Enterprise-wise union: The organization of industry-wide union are limited to laborers employed by the same enterprise or factories (Art. 6 of the Labor Union Act); and, (4) Single labor union: Every enterprise or factory shall only be allowed to have one labor union (one labor union per enterprise) and each administrative area shall only be allowed to have one federations of union (Art. 8 of the Labor Union Act). Thus, according to the law, there can only be one union for enterprise-wide union, occupation union, county or city federation of unions, or national union. It should be noted, however, in respect to the aforementioned characteristics of the Labor Union Act, except for the enterprise-wide union, the other three features have not been strictly enforced. In order to solve the issue regarding the inefficiency of collective bargaining, the Taiwanese government has amended the Collective Agreement Act in January 2008, which is expected to come into force together with the promulgation of the amendments of the Labor Union Act and the Labor Dispute Resolution Act in 2009. Article 6 of the Collective Agreement Act introduces the following concepts: (1) the duty to bargain in good faith, and (2) mandatory bargaining obligation. In other words, when the labor union requests the employer to enter into collective bargaining, the employer cannot refuse to proceed with the collective bargaining with the labor union without proper cause. Moreover, during the bargaining process, the parties shall comply with the principle of honest good faith. In the event where the employer breaches its duty to bargain in good faith or its mandatory bargaining obligation, such breach shall constitute improper labor behavior. According to the provisions under the draft amendment of the Labor Union Act, the competent authority may impose consecutive administrative fines on the employer until the employer rectifies its breach. In addition, the draft amendment of the Labor Union Act plans to establish a new relief regime, referring to the relieve regime for improper labor behavior under the Labor Union Act of Japan. In the future, a review committee will be established, which will be in charge for reviewing applications for relief submitted by laborers suffered from the improper labor behavior of the employer. However, until the end of 2007, there were only 71 cases in Taiwan involving collective agreement. It can thus show the weak power of the labor union in collective bargaining. Furthermore, collective agreements can hardly serve as a tool to regulate employment conditions. As such, the Collective Agreem..

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Ⅰ. 연구의 시작: 쿤(kuhn)의 패러다임 이론으로 본 노동법의 패러다임 노동법 패러다임이란 학계에서 노동법 연구 시 흔히 따르는 가치관, 이론, 방법론을 말한다. 중국의 노동법 패러다임 변화의 의미를 살펴보면 전환기 중국 사회에서 사회의 변화에 기존 제도가 적응하지 못하면서 노동법 역시 이념, 이론, 조정 방식, 제어 모델 등의 변화가 일어나기 시작했음을 알 수 있다. Ⅱ. 역사적 관점에서 살펴본 노동법의 발전: 정책조정에서 법률적 조정으로의 변화 개혁개방 이전 오랜 계획경제 체제하에서 행정명령은 법을 대신하여 이루어졌던 주요 조정 방식이었다. 사회주의 시장경제의 확립으로 노동법 조정의 패러다임은 변화의 계기를 맞이하게 되었다. [노동법]을 위시한 노동법 기본 체계가 과거 행정조정 모델과 기업 소유제 형식에 따라 노동관계를 관리하던 시스템에 변화를 가져왔고 시장경제 노동관계 시스템이 구축되기 시작했다. 최근 사회법의 제정이 강화되면서 [취업촉진법], [노동 계약법], [노동쟁의 조정 중재법]의 3대 법이 시행되면서 [노동법]의 규정들은 세분화되었고 시스템 자체도 개선되어 노동법의 법률적 패러다임의 변화를 가져오게 되었다. Ⅲ. 노동법 가치관의 변화: 노동자 보호와 노동자 기본 권익 보호 원칙 확립 사회법적 속성으로 인해 노동법은 노동관계 당사자를 대함에 있어 노동자 측에 편향되었다. 이에 대해 [노동계약법]의 초안 작성 과정에서 노동자 일방보호냐 노동자, 사용자 평등 보호냐를 놓고 많은 논쟁이 있어 왔다. 최종적으로 [노동계약법]은 노동자의 합법적 권익을 보호한다는 원칙을 확립하였다. 이 외에 [취업촉진법]은 인권 보호를 위해 차별에 대한 규정을 만들었다. Ⅳ. 노동법의 위상 변화: 국가 본위에서 사회본위체제로 계속적인 수정, 개선과정을 통해 노동법은 국가 본위체제에서 사회본위 체제로의 변화를 실현하였다. 사회본위 체제는 개인의 이익과 사회의 이익을 강조하고 있다. Ⅴ. 노동법 조정 모델의 변화: 단일 모델에서 [개인 자치, 단체 자치, 국가 강제] 3가지 형식의 공유로 전환 노동법은 노동계약, 집단계약, 노동기준의 3대 제도를 통해 노동관계를 조정한다. 노동관계는 시장경제체제하에서 노동자와 사용자간의 자유선택의 결과이며 노동계약제도는 미시적 측면에서 당사자의 자치의지를 존중하고 평등 협상을 통해 노동관계를 정립하도록 하고 있다. 노동법의 사회법적 특성에 의하면 노동법 제정은 노동계약 당사자 합의의 공평성뿐만 아니라 계약내용의 객관적 타당성도 강조하고 있다. 이를 통해 양측이 지위의 불평등으로 인해 협상이 부정적인 결과를 낳거나 노동자의 권익이 침해되는 것을 방지하며 집단 계약제도와 노동기준법 제도를 통해 이러한 보호기능을 발휘한다. 미시와 거시의 중간 단계에서의 집단계약제도는 다수의 역량을 통해 노동자가 더욱 유리한 노동 노건을 쟁취하고 노동자와 사용자간 이익의 균형점을 모색한다. 한편 노동기준제도는 거시적 측면의 규범으로 국가 공권력이 노동계약의 자율성에 관여하여 최저 노동조건을 설정하고 사용자가 이 기준에 미달하는 노동조건을 제시하여 노동자의 권익을 침해하는 것을 방지한다.

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The wage is important element to employee. because employee choose the enterprise where to work based on the it and is motivated to work continuously by it. Specially under capitalism wage is the source of income to determine the level of life. Therefore it is the element which realize the employee"s dignity of labor. Nevertheless the importance of wage, on the constitutional act and labor standard act, general principle to determine wage is not found except minimum wage and appropriate wage. So we need study what the appropriate wage means in view of constitution. The right to work as fundamental right is regulated in the constitutional act and the appropriate wage is on the article of right to work. So, first, the essence of right to work should be studied and on the base of it, appropriate wage should be translated. The essence of right to work is to guarantee the value of labor which is different according to enterprise and keep the condition of labor above to realize the employee"s dignity. The other side, for capitalism is regulated on the constitution act, we will find the meaning of appropriate wage on the base of consideration of capitalism when translation of appropriate wage is studied. Therefore, the appropriate wage is translated into the fare wage. the fare wage is to be paid according to different value of labor which is differentiated by the enterprise. But bad point of fare wage has no principle to determine it. so I propose the contract as method to determine fare wage.

[국내논문]

[국내논문]

경제 글로벌화가 본격화됨에 따라 노동보호의 탈관제화, 개별 노동관계 탄력화, 노동의 탈형식화, 집단적 노동관계의 탈중심화 및 개인화 현상이 두드러지는데다 양안 발전의 수렴화 양상과 국제사회로 복귀하고자 하는 대만의 노력까지 더해져 현행 대만 노동법의 근간이 점차 와해되고 있다. 대만은 이러한 현실을 직시하고 서둘러 노동법 개혁에 박차를 가해야 한다. 향후 대만 노동법 개혁 작업은 낡은 틀을 깨고 새로운 방향을 정립한다는 원칙으로 다음과 같은 내용에 주력해야 할 것이다. 1. 개별적 노동법 측면 (1) 탄력화 수요와 관련해서는 안전을 전제로 한 유연성을 추구해야 한다. 즉 탄력화는 안전을 기반으로 하되 안전 측면에서는 근로권을 보장하는 항목이 포함되어야 한다. 일례로 계약 종결 절차에 대한 요구기준 강화, 실업 및 퇴직 후 보장 등이 이에 속한다. 탄력화는 노동조건이나 노동 종결 사유 완화 등 입법상의 강제성을 완화하고 고용주가 노동조건과 인사조정 조치를 상황에 맞게 적절히 변경하는 것이다. (2) 기존 노사관계의 틀이 깨지고 근로자의 양상이 다변화되면서 장기고용 계약 관계는 더 이상 대세가 아니다. 계약직, 파견직, 시간제 등 고용형태의 질적 변화에 따라 법제 시스템도 보다 현실적인 개선이 시급하다. (3) 근로계약 법제의 명확성, 통일성, 예측 가능성, 안정성을 확보해야 한다. 개별 노동법은 명분이나 인지도 면에서 한계가 있으므로 근로계약의 법제화를 위해서는 당사자의 행동규범과 법원의 판결 근거로 삼을 수 있는 근로계약법을 제정해야 한다. (4) 자본 유동성 증대와 경영조직의 변화에 따라 과거와는 차별적인 노동관계를 정립해야 한다. 2. 집단적 노동법 측면 개인 노동관계가 다양화, 다원화 추세로 변모함에 따라 단체 역량의 재편이 요구된다. 노조의 와해와 근로자의 개인화, 노사관계의 회사 소관으로의 축소 편입 등 현상에 주목해야 한다. 여기서 국가는 현행법의 굴레를 과감히 벗어나 당사자들이 자체 해결할 수 있는 가능성을 열어주는 새로운 역할에 주력해야 한다. 3. 노사분쟁 해결 메커니즘의 강화와 혁신 행정, 사법, 자체 해결 메커니즘을 재구축함으로써 당사자 스스로 규범 제정과 쟁의 해결을 전담할 수 있는 시스템을 강화하는데 역점을 두어야 한다. 이 같은 노동법 개혁 과정에서 노동법 연구에 종사하는 전문가들은 보다 많은 사실과 이론 모델을 통해 지속적인 토론과 논증을 전개함으로써 새로운 노동법 모델을 구축하는데 일조해야 한다.

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

During the last fifty years in America, legal principles have been developed requiring certain types of bargaining behavior from parties negotiating in good faith. These principles, established through the legal system under American federal labor law, fit within the theoretical structure of negotiation as developed by social scientists. Labor law requires conduct of good faith bargaining, fundamental for all negotiation. Attachment to these procedural guidelines has been proven not only a theoretically sound practice for effective bargaining, but also a practically effective means for negotiation. Labor and management negotiations work within these structures, arriving at mutually agreeable collective bargaining contracts. There is no evidence to suggest that the utilization of these procedural guidelines by negotiators involved in other types of bargaining would not similarly lead to desirable results. Communication, trust, and information are essential elements of any negotiation. The procedures developed under the American National Labor Relations Act enhance communication through requiring in-person meetings of sufficient length with negotiators of sufficient authority to discuss and agree, create trust by requiring good faith, open-mindedness, and compliance with commitments, and facilitate the exchange of information. Observance of the procedural rules by all negotiators will promote effective and efficient negotiation. Therefore Korean labor law should develop such procedural guidelines for effective and desirable negotiation.

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]