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제1장 서론 2
1. 차별시정제도의 도입 2
2. 차별시정제도의 운영 현황 3
3. 본 연구의 목적 6
제2장 차별판단의 단계별 주요 쟁점 검토 8
I. 차별시정신청의 당사자 적격 8
1. 신청인 적격 9
2. 피신청인 당사자 적격 30
II. 차별적 처우가 금지되는 영역-신청대상 적격의 문제 36
1. 기간제법상 차별시정의 시간적 적용 범위 36
2. 기간제법상 차별시정의 물적 적용 범위 39
III. 비교대상 근로자의 존재 51
1. 비교대상 근로자의 결정 51
2. 비교대상 근로자의 판단기준 및 그 쟁점 54
3. 비교대상 근로자와 관련된 구체적인 판례 66
IV. 불리한 처우의 합리적 이유 유무 77
1. 차별적 처우의 비교 방법 77
2. 합리적 이유의 판단기준 78
V. 차별시정명령의 대상기간 83
1. 시정명령의 대상기간의 의의 83
2. 임금차별의 계속되는 차별적 처우 해당 여부 84
VI. 시정 명령의내용 92
1. 시정명령의 내용 92
2. 취업 규칙 등 개정 명령의 가능성 여부 92
제3장 결론 95
참고문헌 99
ABSTRACT 101
초록보기 더보기
Correcting Discrimination against short-term workers, part-time workers, temporary agency workers (hereinafter, "non-fulltime workers") has been effective since July 1, 2007 and has celebrated its fifth anniversary of implementation.
So far, since the introduction of Correcting Discrimination, many researchers have focused on the Regional Labor Relations Commission's and the National Labor Relations Board's decisions rather than analyzing specific cases. Presently, five years after the introduction of Correcting Discrimination, many discrimination cases filed with the National Labor Relations Commission have been raised in court and have already received the court's final judgment or are awaiting the judgment of a higher tribunal or Supreme Court. As some cases with major issues discussed in those decisions have been confirmed in the Supreme Court, specific examples and standards of judgment have been established and have become settled into law.
This paper will organize and examine the major issues and events based on such cases, as well as compartmentalize and analyze the Regional Labor Relations Commission's and the National Labor Relations Commission's legal interpretation as to questions of ① standing to sue, ② the object of application for correction, ③ selection of workers to be compared with, and ④ reasonable discrimination.
First, this paper will look at the matter of eligibility upon application for correction. To begin with, we must determine when workers should be deemed "non-fulltime Workers". In addition, whether lecturers from national universities in Korea are eligible parties; whether non-fulltime workers are treated as regular workers because their labor contract repeated or has come up for regular renewal; whether those kinds of workers are eligible parties; whether national or central government agencies are eligible as respondents and whether users of in-house contractors are eligible as respondents.
Second, another question is what is the object of application for correction? This paper will research the scope of time and scope of material for the application of correction.
Third, who are the workers to be compared with? Do we need the worker to be compared? If so, who is that worker and how do we find out the kinds of workers to be compare with? After reviewing the criteria in each individual case, we can figure out how to decide that specific case.
Fourth, whether there are rational reasons for discriminative treatment? We will figure out and analyze, case by case, what cases constitute reasonable discrimination or not.
Finally, this paper will conclude with the present day problem of duration and "continuous discrimination", which is the subject of the correction of discrimination, not the payment of wages.
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