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3 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 ) 27 2, pp.1~31 1).,,,.,,. /.,,,....,.., : , : , : (HY-0677). ** ( ), slim@hanyang.ac.kr ** ( ), wadrgon@naver.com

4 産業關係硏究제 27 권제 2 호...,,,, (Dufresne & Mermet, 2002)..., (, 1998;, 2006a, b) (, 2000;, 2006) , 2006.

5 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 )..,,,,.,.,,,.,,,,....,..,. /. 6.,,,. (triangulation) ,.

6 産業關係硏究제 27 권제 2 호... (coordination) (information exchange), (consultation), (negotiation), (making decision) (Sako, 1997;, 2002) Aidt and Tzannatos(2005). OECD(1997) (degree of consensus), Sako(1997). Sisson and Marginson(2002)... Traxler et al.(2001)., Korcsynski(1997).,,.,,,., (, 2013). Hall and Soskice(2001). (Liberal Market Economies: LME) (Coordinated Market Economies: CME)...

7 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 )..,,. Hall and Soskice(2001),,,,.,..,.... IT. Hall and Soskice(2001).,,,. Hall and Soskice(2001). Streeck and Thelen(2005) Hall and Soskice(2001).,. (path dependency). Streeck and Thelen(2005).. Hall and Soskice(2001) Swidler(1986)

8 産業關係硏究제 27 권제 2 호 Katznelson(2003). Streeck and Thelen(2005) (displacement), (layering), (drift), (conversion), (exhaustion). 1) Streeck and Thelen(2005)., (replacement).,,,.,. (layering).. (conversion).,,,., (drift)..,.,. (exhaustion)..,,. Streeck and Thelen(2005). Streeck and Thelen(2005).. 1) 5., (2014) replacement, layering, drift, conversion. layering,,.

9 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 ). (displacement), (layering), (drift), (conversion), (exhaustion). Streeck and Thelen(2005)... (dyad) (Thibaut & Kelly, 1959). - (power-dependence theory) (Emerson, 1962). - (power).. (magnitude) (asymmetry) (Kumar et al., 1998).. A A (Lawler et al., 1988). (Cook & Emerson, 1978; Frazier & Summers, 1986). - -, -, -. Deutsch(1949) (positive interdependence) (negative interdependence). (+). (cooperative),,,. (-). (competitive),,,, (Johnson & Johnson, 1999). (Beersma et al., 2003). -..,

10 産業關係硏究제 27 권제 2 호.. (Thomas, 1957) (Thompson, 1967; Daft, 2013). (Kumar et al., 1998). ( ).. (2015), (2006), (2016),,,,. (, 2006).., (2006),, (strategic choice). ( ).,. Aidt and Tzannatos(2005), OECD(1997), Sako(1997), Sisson and Marginson (2002),.,,.,.. 2) 2) (2014).

11 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 ).. /....,. /.. /..., Streeck and Thelen(2005). 3).,,,,..,. 65%... 3),,,,,,, (, 2006;, 2010).

12 産業關係硏究제 27 권제 2 호.,., 1/ %, 36%, 33%.. 80%.. (, 2006).,.., % , %.,..,,.,,.

13 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 ) 고용제도 도급제도 훈련제도 교섭제도 결과 / 성과 영국건설산업 - 직접고용 37% - 자영근로자 36% - 임시근로자 33% - 직접고용비중이낮음. - 하청계약매출액대비 65% 차지 - 인력만하청계약하는것이합법화 - 직종별훈련 - 사용자중심 - 초보기술, 현장기술중심 - 직종별및사업장별교섭혼재 - 협약적용률매우낮음. ( 임시, 자영근로자제외 ) - 임시 자영근로자일당제 - 직접고용근로자시간당임금및보너스제 - 임금과숙련연계미흡 - 높은직종별 지위별임금격차 - 저숙련, 고비용, 고갈등, 저생산성 - 파편적노사관계 독일건설산업 - 자영근로자 12% - 임시근로자약 10% - 직접고용비중이 80% 로매우높음. - 하청계약매출액대비 50% 미만 - 인력만하청계약하는것은불법 - 95~105% 낙찰률 - 산업별훈련 - 노사정파트너십 - 고급기술, 이론과실습 현장기술연계 - 산별교섭 - 협약적용률높음 ( 협약적용확대제도운영 ) - 교섭에따라산업수준에서임금결정 - 동계수당 연금 직업훈련수당지급 - 임금은근로시간, 기술, 자격기준 (8 등급 ) - 고숙련, 고비용, 저갈등, 고생산성, - 조정 통합적노사관계 < 1> ,., - -.,,. [ 1],,., (, SK )- (, SK )- -..,..,

14 産業關係硏究제 27 권제 2 호. ( ) OJT... [ 1]., % - (, 2010). 4) 5). 4). ( ) 5) ( )

15 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 ),. [ 2] %, 60 70% - -, 70%, 35 45% % (, 2006).,.. -, :.

16 産業關係硏究제 27 권제 2 호, (patronclient ties)., - (work team) (fellowship, fellow ties). (, 2008)...,. 6) IMF. (2012) %., %.,..,.,.. 6)

17 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 ).... (, 2014). (, )., , (, ).,,,..,...,,,..,...,.. (2013)

18 産業關係硏究제 27 권제 2 호 (41.2%), (22.7%), (21.3%), (9.3%).,,, 94.5% ,, 4 : 4 : 2 2 : 2 : 6 (, 2007) , 1,150,387 26, %. (, 2013)..,.....,..,. 1987

19 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 ) (, 1995). 1990,. ( ), ,,,,,. 2004, ) 2007, (16%) ),,, ( ). 9) GS-Caltex, LG., 40.,,,. 7) % (, ). 8),,... (, 2014) 9). (, 2014).

20 産業關係硏究제 27 권제 2 호 활동지역 포항 주요발주처 포스코 주요시공사 ( 원청 ) 포스코건설, 포스코플렌텍 지부 노동조합 활동조합원수 포항 1,000 울산 SK 에너지등 SK 건설울산 3,000 광양 여수 서산 당진 포스코 GS 칼텍스등 34개업체 현대오일, 삼성토탈, 엘지등 현대제철, 하이스코 포스코건설포스코플렌텍 GS 건설대림산업등 사용자협의회 ( 전문건설업체 ) 사용자단체 - 포항철강단지기계협의회, 포항철강단지전기통신협의회 업체협의회없고교섭시대표단구성 전동경서 2,000 광양제철산업단지전문건설인협의회 회원수 여수 6,000 여수산단협의회 140 현대건설등충남 1,000 서산시전문건설협회 40 현대건설등충남 500 군산 OCI 이테크건설등전북 150 :. : (2014). 업체협의회없고교섭시대표단구성 업체협의회없고교섭시대표단구성 ,..

21 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 )..,,,..,..,,,..,,,. Streeck and Thelen 5 (conversion), (layering)., (conversion). 3..., 3 /.,.. ( ) 1 ( ) ( ). - (, 2006;

22 産業關係硏究제 27 권제 2 호, 2006a;, 2000)...,. (Loh & Ofori, 2000)., (28.0%) (24.0%) (, 2006).,.. (, 2009) ,100 (24.4%),,, (, ). 10), , (conversion) (layering). 10) ( ).,,., 5 10 (, ).

23 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 ) 3 ( ).,,. 80% ,..., ) 1 (, 2013).. /., (layering). 12)., 11) ) (2014 )... (SK ).,, ( ).

24 産業關係硏究제 27 권제 2 호.... (, )....,,,. (, 2014).., ).,.,... (conversion).. 13)

25 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 ) (, 2013;, 2002) , (, 2016). 14)..,... Sector Council (, 2013;, 2015). Sector Council.. (, )., (collective good) (, 2007;, 2014).,,,.,... 14) (ISC: Industry Skills Council) 2015., 17.

26 産業關係硏究제 27 권제 2 호 ,.,., -....,..., 1..,.....

27 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 )....,. 4..,,,,. 4.,... DB (2016),., ). 16) 15) A..,.. 16) 2016.

28 産業關係硏究제 27 권제 2 호.,. 4. OECD (2016),. 2. (2016),,,. 3. (2007),,, 15 2, pp (2016), :,, 4 1, pp (2002), :,, ( 53 ), pp (1998),,. 7. (2006),,, pp (2002),,. 9. (2006),,. 10. (2008),,. 11. (2014), :,, 24 2, pp (2014),,. 13. (2015), :,, 25 4, pp

29 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 ) 14. (2000),,. 15. (2014), :,, 48 4, pp (2010), :,, 13 1, pp (2010),,. 18. (2015), : POUM,, 49 4, pp (2009),,, 57 3, pp (2006), :,,. 21. (2006a),, ( ) 22. (2006b), 2006 :,. 23. (2013), :,, 21 4, pp (2013),,. 25. (1995),,. 26. (2006), :,, 30, pp (2013),,. 28. Aidt, T. and Tzannatos Z.(2005), The Cost and Benefit of Collective Bargaining, Working Paper. 29. Beersma, B., Hollenbeck, J. R., Humphreym, S. E. and Conlon, D. E.(2003), Cooperation, Competition, and Team Performance: Toward a Contingency Approach, The Academy of Management Journal, Vol.46, No.5, pp Cook, K. S. and Emerson, R. M.(1978), Power, Equity and Commitment in Exchange Network, American Sociological Review, Vol.43(October), pp Daft, R.(2013)(, ), Understanding the Theory and Design of Organizations ( ),. 32. Deutsch, M.(1949), A Theory of Cooperation and Competition, Human Relations, Vol. 2, pp

30 産業關係硏究제 27 권제 2 호 33. Dufresne, A. and Mermet, E.(2002), Trends in the Coordination of Collective Bargaining in Europe, DWP. 34. Emerson, Richard M. (1962), Power-Dependence Relations, American Sociological Review, Vol.27(February), pp Frazier, G., and Summers, J.(1986), Interfirm Power and Its Use Within a Franchise Channel of Distribution, Journal of Marketing Research, Vol.23(May), pp Hall, P. and Soskice, D.(2001), Varieties of Capitalism, Oxford: Oxford University Press. 37. Johnson, D. W. and Johnson, R. T.(1999), Social Interdependence and Motor Performance: A Mete-analysis, Pshchological Bulletin, Vol.125, pp Katznelson, I.(2003), Periodization and Preferences: Reflections on Purposive Action in Comparative Historical Social Science, In Comparative Historical Analysis in the Social Sciences, ed. by J. Mahoney & D. Rueschemeyer, Cambridge University Press. 39. Korczynski, M.(1997), Centralization of Collective Bargaining in a Decade of Decentralisation: The Case of the Engineering Construction Industry. Industrial Relations Journal, Vol.28, No.1, pp Kumar, N., Scheer, L. K., and Steenkamp, E. M.(1998). Interdependence, Punitive Capability, and the Reciprocation of Punitive Actions in Channel Relationships, Journal of Marketing Research, Vol.35, No.2, pp Lawler, E. J., Rebecca S. F, and Blegen. M. A.(1988), Coercive Capability in Conflict: A Test of Bilateral Deterrence Versus Conflict Spiral Theory, Social Psychology Quarterly, Vol.51, No.2, pp Loh, W. H. and Ofori, G.(2000), Effect of Registration on Performance of Construction Subcontractors in Singapore, Engineering Construction and Architectural Management, Vol.7, No.1, pp OECD(1997), OECD Employment Outlook. 44. Sako, M.(1997), Shunto: The Role of Employer and Union Coordination at the Industry and Inter-Sectoral Levels, In Japanese Labor and Management in Transition: Diversity, Flexibility and Participation, ed. M. Sako & H. Sato. London: Routledge. 45. Sisson, K. and Marginson, P.(2002), Co-ordinated Bargaining: A Process for Our Times? British Journal of Industrial Relations, Vol.40, pp Streeck, W. and Thelen, K.(eds)(2005), Beyond Continuity, Oxford: Oxford University Press.

31 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 ) 47. Swidler, A.(1986), Culture in Action: Symbols and Strategies, American Sociological Review, Vol.51, No.2, pp Thibaut, J. W. and Kelley, H. H.(1959), The Social Psychology of Groups, New York : Wiley 49. Thomas, E. J.(1957), Effects of Facilitative Role Interdependence on Group Functioning, Human Relations, Vol.19, pp Thompson, J. D.(1967), Organizations in Action, McGraw-Hill. 51. Traxler, F. Blaschke, S. and Kittel, B.(2001), National Labour Relations in Internationalized Markets: a Comparative Study of Institutions, Change, and Performance, Oxford: Oxford University Press. 52. ( 53. ( 54. ( 55. ( 56. ( net) 57. ( 58. (

32 産業關係硏究제 27 권제 2 호 abstract Coordinated System Building of Industrial Relations of Plant Construction Industry: Inter-Dependence of the Weak The purpose of this research is to search for plan to change from the fragmented and uncoordinated industrial relations system to coordinated one. Through plant construction industry case, we investigate the attributes and operating principles of the four sub-systems which are the major components of the industrial relationship of Korea s construction industry such as subcontract system, employment system, bargaining system, and training system. Also, we estimate the actors of change, the source of change and the direction of change in industrial relations systems. In the plant construction industry, ordering organization and main contract are in a dominant position, compared to the weak positions of the speciality constructors and temporary worker/trade union. Additionally, subcontract system, employment system, bargaining system, and training system change the industry into fragmented and uncoordinated industrial relations system. Under the industrial relations system of plant construction industry, the weak of the industry are unable to satisfy their interests. Finally, they recognize inter-dependence between them and desperately need public goods like support of the government. First, trade unions need employer s cooperation and government s support to stabilize worker s employment and collective bargaining through enhancing worker s skills, and to operate trade union well. Second, employer associations need the cooperation of trade unions and government s help to secure a consistent pool of skilled workers, to meet the construction deadlines, and to increase quality. Especially, speciality constructors need the aid between government and trade unions because they have to carry out duties of ordering organization and the main contract since the abolition of lowest cost bid and qualification system. Third, the government recognizes cooperation of trade unions and employer

33 플랜트건설업의노사관계조정시스템구축방안 - 약자들의상호의존성을중심으로 -( 임상훈 우상범 ) associations to reduce social cost and build a competitive plant construction industry by minimizing massive and long-term strikes to arise from conflicts between employer and trade union and aid of public goods to support them. By changing the industrial relation system through inter-dependence between trade union and employer and public goods from government, a coordinated system can be constructed. System change should be actively promoted because it can lead to outcomes such as strengthening the plant industry s competitiveness and stability of the industrial relations system. This paper gives two implications. First it expands subject of research of industrial relations because this paper deals with non-regular worker, sub contract, trade unions and collective bargaining above enterprise level through plant construct industry, compared to Korea s industrial relations system that regular worker, main contract, and trade union and collective bargaining of enterprise level are developed. Second this research suggests a practical plan to change the system. Keywords : plant construction industry, coordinated industrial relations system, inter-dependence, system change, the weak

34

35 제 4 차산업혁명과사회보장법의과제 ( 노상헌 ) 27 2, pp.33~55 17) 4,.. 4.,.,. 4..,.,,. 4. : , : , : *, shroh@uos.ac.kr

36 産業關係硏究제 27 권제 2 호 4 (The Fourth Industrial Revolution) 2016 (WEF; World Economic Forum). 1) (Industry 4.0) (CPS)... 2). 1 (1760~1840 ), 2 (19 ~20 ) (AI), (IoT), 4. 3) 4, 4) 1~3. 1) (Klaus Schwab ), 4,, 2016;, -,, 2016;, -, ) (Arnold Toynbee) Lectures on the Industrial Revolution of the Eighteenth Century in England(London, Rivingtons, 1884),. 3) ,,,,,,,,,,, AI 12. 4) (IoT), (ICT),, (Hyper-Connected), (AI) (Hyper-Intelligent). (Alphago).

37 제 4 차산업혁명과사회보장법의과제 ( 노상헌 ),,, 3D,,,,. 4.,,., (social risk).,.. 5) 4,.. 4 (platform). (On-demand economy) 6).,, , 5), 사회정책과사회보장법,, 1 1 ( ), p.40. 6). (mobile on-demand service)..

38 産業關係硏究제 27 권제 2 호. (Uber), (facebook). (Alibaba), (Airbnb). 4 ( )., ,.,.., 1 (Micro-Entrepreneurs).. ( ) 7),,. 8) 4 ( ).,.. 9) 7). 8) ( ) 1. 9),,,, 2016, p.154 ;, (sharing economy) --,, 42 ( ), p.404.

39 제 4 차산업혁명과사회보장법의과제 ( 노상헌 ),. 4.,.. 10) 4,,.,. 10 IMF World Economic Outlook(2007).,, (skill-biased technological change). 11) 4., 4..,.,,, ( ). 4. 4,. 10) WEF , (475 ) (The Future of Jobs(WEF, 2016)). 11), :,,, 27, p.14.

40 産業關係硏究제 27 권제 2 호, , (super-aged society: 65 20% ).,,. ( ).. 12) 1,. ( ), ( - ), ( - ).,,. 13), 4.., 12), , p ), (social security), (,,, 1 1 ( ), p.54).

41 제 4 차산업혁명과사회보장법의과제 ( 노상헌 )..,, ,,. ( ),,,, ( ). 4 (decent work),. 4 ( ),.. 4,. ( ). 14). 4..,. 15) ( ) 14), ( ), (,,, ). 15) %,

42 産業關係硏究제 27 권제 2 호 16).,,. 17).. 18) 4. (2016 ) 4, ,,,, , 9%. 19).. 4,.., ( ). 16), (OECD, Informal Employment and Promoting the Transition to a Salaried Economy, OECD Employment Outlook, 2004).,,, ),, , p ), ( ) -,, ) OECD OECD(2009), 50% %, OECD %., (18 65 ), OECD 7.25% 8.21% (,,, 79, p.252).

43 제 4 차산업혁명과사회보장법의과제 ( 노상헌 ) (2 1).. ( ). 4, ( - ).,,. 21) 4., 65, ( 15 ),, ( )., 4. 22) 20),,, 43 (2009). 21) 1993,,,. 22),,, ( :,, 2014.).

44 産業關係硏究제 27 권제 2 호 4...,,, ( ). 4..,,.,,..,. ( ) 90~240., ,,,. (employability). 51.

45 제 4 차산업혁명과사회보장법의과제 ( 노상헌 ),, % OECD 13% ,, 24).. ( ),,...,.. 23),,, 2 1 ( ). 24) (Social solidarity),. ( ) ( ),., -,, 3 2 ( ).

46 産業關係硏究제 27 권제 2 호, ),. ( ). ( ). 26) 2015 (3,151,349 ) 2,161,115, 990, ).,, 28),.,..,.,, 25),,, 41 ( ), p ), -,, 2012,. 27),, p ) ,683, 10,416, (49.7%) (73.1%) 23.4%p.

47 제 4 차산업혁명과사회보장법의과제 ( 노상헌 ). 29) ,000 (20 872,000 ) ,280.,... ( ).,. 30) 4,. 4. ( ) ( ) , 3, (1 1 )., 29) ( ), ( ( ),,, 15 ). 30),. (,,, 27, p.24).

48 産業關係硏究제 27 권제 2 호,. 2, 2.,.. ( ) ( ),. 2, ( 5 ).. 31),.,.,. 32) 31) 3 (,,, p.11). 32) ( ),

49 제 4 차산업혁명과사회보장법의과제 ( 노상헌 ),,.. 33) 42, ,..,. ( ) ,. 34) ( ). 33),, 3 ( ) (,,, 1 1 ( ), p.142). 34) ( , ( )), ( 2 ).

50 産業關係硏究제 27 권제 2 호. 4, ( ),...,,.,.. ( 72 ). ( ),, 100%,. 35) 4..,,.,. 35) 4.

51 제 4 차산업혁명과사회보장법의과제 ( 노상헌 )..., ) ( 1 ). 4. (,,,, ) AI. (care). 15%, 20%., 50%. 11.5% ,,. 36) ( 11 ).

52 産業關係硏究제 27 권제 2 호....,...,.. IMF, 4.,,,. 37),,. 38) ( ) ( ),.. ( )... 39) 37),,, , p ) (mini job).,.. 39), OECD -,, , p.88.

53 제 4 차산업혁명과사회보장법의과제 ( 노상헌 )... 40)... 41). 4. (Thomas Piketty) 21 1% %. 17% %, %, 17% 7~8%. 42). 4.,. ( ), 40) ( ), -, 2013,. 41),,, ( ), ( ).,,, ( ). 42), 21,,, (

54 産業關係硏究제 27 권제 2 호 ( 10 ). 4..,.,,.. 43) 1. (2012),,, (2015), 21,,. 3. (2009),, ( ) (2013),,, (2014), :,. 6. (2012),,, (2005),,, (2008), :,,, (2017), (sharing economy) -,, (2012), -,. 11. (2016),,, (2012),,. 13. (2012),,, ),, ( ) (, 4 1 ( ), p.49).

55 제 4 차산업혁명과사회보장법의과제 ( 노상헌 ) 14. (2012),, KLI, (2014), -,, (2004),,, (2012),,, (2015),, (2016),,,. 20. (2010),,, (2012), 2011,, (2010), -, ( ) (2016), ( ). 24. (2008),,, 111,. 25. (2016), -,.

56 産業關係硏究제 27 권제 2 호 abstract The Fourth Industrial Revolution and Problem of the Social Security Law The 4th Industrial Revolution can be expected to have a positive effect of increasing income and improving the quality of life by enhancing productivity through information technology and high technology convergence, lowering production and transaction costs. However, as production and distribution have been replaced by artificial intelligence and robots, the gap between high technology high wages and low technology low wages has widened. In addition, the scope of the middle class has narrowed due to the polarization of jobs. This implies a negative factor that can cause employment collapse in the labor market. For this reason, there are many predictions that the Fourth Industrial Revolution will deepen the problem of low fertility, aging and income inequality. The social security system plays a pivotal role in guaranteeing the National livelihoods, and the importance will be even greater in the future. If it is expressed normatively, it should be guaranteed through 'social security system' that all people shall have the right to maintain the minimum standards of wholesome and cultured living. This does not change the future of the Fourth Industrial Revolution. The basic principle of the social security system is the distribution of social risks and income redistribution based on social solidarity. Social risk diversification is the principle of insurance, and redistribution of income is a burden on the economy. In order to secure increased social security resources and to maintain the fairness of redistribution of income, it is effective to unify the social insurance premiums with a method of withholding them according to the total wages and to directly cover the insufficient resources. In particular, clarifying the purpose of taxation for social security, together with efforts to reduce the public's rejection of taxes and distrust, can be a successful social security system in preparation for the Fourth Industrial Revolution.

57 제 4 차산업혁명과사회보장법의과제 ( 노상헌 ) Keywords : Fourth Industrial Revolution, Social Security Law, Social Insurance, social solidarity principle, expansion of the inequity, Health Insurance Law, social safety net, social insurance premium, tax

58

59 일본비정규고용의임금격차해소를위한 동일노동동일임금 지침의개요와과제 ( 조상균 ) 27 2, pp.57~81 44) ( ). ( ),..,.. ( ),,.,. : , : , : ** **, skcho@jnu.ac.kr

60 産業關係硏究제 27 권제 2 호 ) ( ). ( ) 2) 11 ( ). ( ),.,.,. ( ). 1) < 2) <

61 일본비정규고용의임금격차해소를위한 동일노동동일임금 지침의개요와과제 ( 조상균 ) 연도 4) 정규직원 종업원 ( 수 ) 비정규직원 종업원 ( 수 ) 정규직원 종업원 ( 비율 ) ( :, %) 비정규직원 종업원 ( 비율 ) 1989 년 년 년 년 년 년 년 년 년 년 년 년 년 년 년 년 년 년 년 년 년 년 년 년 년 년 년 년 ) < 4) 2001, 2002

62 産業關係硏究제 27 권제 2 호 비정규의직원 종업원 ( 수 ) 단시간 아르바이트 근로자파견사업의파견사원 ( : ) 계약사원촉탁기타 2,007 1, < 1>, 1997 (3812 ), 5) ,000 20, , %, %. < 2> 2016, 2,007 (1,395 ), (132 ), (288 ), (116 ), (75 ). 연도정사원 정직원정사원 정직원이외 고용형태별임금격차 ( 정사원 정직원 =100) 2015 년 년 년 년 년 년 년 년 년 , , ~3. 5),,,,. 6) 2. <

63 일본비정규고용의임금격차해소를위한 동일노동동일임금 지침의개요와과제 ( 조상균 ) 2,, , 3 2. < 4> 100,. 56.6, 70~90. < 4>,,, 8). 국가 full time = 100 비교 일본 56.6(2014 년 ) 비농 임 어계, 기업규모 10 인이상, 시간당임금 ( 소정내급여 ) 미국 30.3(2014 년 ) 산업계, 16 세이상풀타임근로자의시간당임금의중간치 영국 71.4(2014 년 ) 독일 79.3(2010 년 ) 프랑스 89.1(2010 년 ) 이탈리아 70.8(2010 년 ) 네덜란드 78.8(2010 년 ) 덴마크 70.0(2010 년 ) 스웨덴 83.1(2010 년 ) 산업계 전직종 ( 자영업제외 ) 의 1% 를대상으로하는표본조사, 시간당임금 ( 잔업수당제외 ) 산업계 ( 행정, 방위, 의무적사회보장분야는선택제 ), 기업규모 10 인이상, 시간당임금 ( 잔업수당제외 ) 7) (2016),, ), 2 ( ).

64 産業關係硏究제 27 권제 2 호 ( ) 3 ( ) 9). 3 ( ).,, 10) 11). ( ), 12) ( ). 13) 9) 3,,. 4. ( 119 ) ),,, p ), ( ),, p.138; (2003), ( ),, p ) 7(1995) : ( ),, ( ), (28 ), 33.7%, 4. 13) 40(1965) ; 21(2009) : 3..

65 일본비정규고용의임금격차해소를위한 동일노동동일임금 지침의개요와과제 ( 조상균 ) 3 3 2, 20 ( ),,. 14),, 15),, ( ). 16) ( ) 9 ( ),,,,, 17), 14) ,,, 1853, p.6 ;,,, 1868, p ),,, 1787, p ), - -,, 381, p.32 17)

66 産業關係硏究제 27 권제 2 호.,,,,,,. 18),, ( ) , ,, ( )., 10 ( ),,, 8. ( ) 8, 9 20, 2015., ( ), ( ).,, 3, %, (,,, 246, pp ), pp

67 일본비정규고용의임금격차해소를위한 동일노동동일임금 지침의개요와과제 ( 조상균 ), ( 40 2 ) ( 40 3 ), ( 40 5 ). 19),, 2015 (,. 20) ) ( 6 1 ), 3 ( 6 2 ). 21). 22) ,, 19) 40 4,. 20),. 21) 3, 6, 1 3 (, -,, 1851, p.5. 22),, p.201.

68 産業關係硏究제 27 권제 2 호., 23),, 3, 3, , 9, 10. ( ) ( ), ( ) ( ) 24). 20 8,. 25) ).. 23), - -,, pp ). 25),,,, pp.15-16;, ( 14 ), pp ) <

69 일본비정규고용의임금격차해소를위한 동일노동동일임금 지침의개요와과제 ( 조상균 ) ( ) ( ( ).) 27) (,, ),,. ( ), ( ),, ( ) ( ),,,, 28),, ( ),,. ( ). ( ), ( ), ( ),,,,,.,. 27). 28).

70 産業關係硏究제 27 권제 2 호 가. 원칙에적합한예 - X Y Y, X. - 50% X, 50% 50%. 나. 원칙에반하는예 - X Y, X Y, X X. - X,,. 다. 기타,,,,,.,,,.,,.

71 일본비정규고용의임금격차해소를위한 동일노동동일임금 지침의개요와과제 ( 조상균 ),.,. 가. 원칙에적합한예 - X Y X. 나. 원칙에반하는예 -,.,,.,. 가. 원칙에적합한예 -, X ( : ) Y. 나. 원칙에반하는예 -, X ( : ) Y X.

72 産業關係硏究제 27 권제 2 호.. < 원칙에적합한예 > -, ( ) ( ),.. < 원칙에적합한예 > -, X, Y..

73 일본비정규고용의임금격차해소를위한 동일노동동일임금 지침의개요와과제 ( 조상균 ). 가. 원칙에적합한예 - X, Y. 나. 원칙에반하는예 - X, Y.. < 원칙에적합한예 > - ( 4 ),, ( 3 ),.. 가. 원칙에적합한예 - X 2 5 Y. 나. 원칙에반하는예 - X, Y

74 産業關係硏究제 27 권제 2 호... 가. 원칙에적합한예 - X,, Y Z,,. 나. 원칙에반하는예 - X Y Y.. (,,, ).

75 일본비정규고용의임금격차해소를위한 동일노동동일임금 지침의개요와과제 ( 조상균 ). < 원칙에적합한예 > - X Y, 2 Z,.,.. < 원칙에적합한예 > - 1 X,.,.,. < 원칙에적합한예 > -,, X 10 3, 20 5, 30 7, Y.

76 産業關係硏究제 27 권제 2 호,.,,..,,,,,.,,,,,. ( ),, 3.,.,,.,,,,.

77 일본비정규고용의임금격차해소를위한 동일노동동일임금 지침의개요와과제 ( 조상균 ),.,. ( ), ( ) 20 8,. ( ), 29) ( ),.,, ( ),., ( ) ( ). ( ) ( )., 6,, 30). 31)., 29) (, 14, p.1. 30) )

78 産業關係硏究제 27 권제 2 호.,,,. 32), 33) 20, ( ) ILO 100. ( ) ) ( ) 35) ( ),,. 36) ( ) 32) ( ; ; ). 33) 17). 34), 4. 35) 7, ),,, p.313.

79 일본비정규고용의임금격차해소를위한 동일노동동일임금 지침의개요와과제 ( 조상균 ). (,, ). 37),, ( ),., ( ), ( ) (, ) 38). ( ). ( ) 39) ( ) ( ) 40) ( )., 37).,, pp.200~201.,,. 38), -,, , p ) ),, p.3.

80 産業關係硏究제 27 권제 2 호, ( ). 41).,,, %, %. 42), ( ) 43). ( =100) %, %. 44) 2008, ( ), 45) 41),,, ), 2016 KLI, p.5. 43) ( ) %, ( ) 12.6% (,, p.5. 44),, p ) ( )

81 일본비정규고용의임금격차해소를위한 동일노동동일임금 지침의개요와과제 ( 조상균 ), 46) ( ). 1. (2016), 2016 KLI, p (2016),,, p (2016), - -,, pp.247~ (2016),,, pp (2016),. 6. (2010),,, p (2008), ( ),, p (2016),, p (2003), ( ),, p (2016),, 1868, p (2016), - -,, 381, p ,,, (2015), -,, 1851, p (2015),,, 1853, p (2014),,, 246, pp (2013),,,. 46), ( (2016), pp.3 ).

82 産業關係硏究제 27 권제 2 호, 1787, p (2011), -,, , p.151.

83 일본비정규고용의임금격차해소를위한 동일노동동일임금 지침의개요와과제 ( 조상균 ) abstract An Overview of the Japanese Equal Pay for Equal Work Guidelines to Reduce the Pay Gap for Irregular Employees and the Challenges Thereto On December 20, 2016, the Japanese government announced draft guidelines for Equal Pay for Equal Work with the stated goal to reduce the pay gap between permanent regular employees and irregular employees. This paper introduces these guidelines, and examines some important provisions in them. These guidelines prohibit the discrimination based on the type of employment if there are common elements in salaries and other employment conditions. Especially for incentive payments, the guidelines expressly state that same amounts shall be paid despite the differences in employment types, if the contributions to the businesses are the same. In addition to salaries, the guidelines also discuss fringe benefits for the employees, and require that same befits shall be provided to the irregular employees. The Japanese government plans to take steps to amend existing statutes such short-term labor law, labor contract law, and the labor dispatch law to effectuate these guidelines. Korea also faces some problems due to the ever-increasing pay gap between regular employees and irregular employees. As such, we need to pay close attention to the legislative efforts by Japan in resolving these problems. it will help Korea secure the effectiveness of its anti-discrimination system. Keywords : equal pay for equal work, part-timers, contract workers, dispatched workers, pay gap

84

85 경제적이유에의한집단해고와재취업운용제도국제비교 ( 강현주 ) 27 2, pp.83~111 47).,,,,,.,., ( ). : , : , : *, khjdy89@naver.com

86 産業關係硏究제 27 권제 2 호 ( ) (mass redundancies), (retrenchment), (downsizing), (layoffs) 1) (collective dismissals for economic reasons) 2). (ILO), OECD (indicators of employment protection). (regional trends). (Employment Protection Legislation: EPL)..,,,,,,.. 1) layoffs..,, :,, 47,, ).,.

87 경제적이유에의한집단해고와재취업운용제도국제비교 ( 강현주 ) , Global Jobs Pact, ILO. ILO (ILO Committee of Experts on the Application of Conventions and Recommendations: CEACR) (operational requirements) EPLex. 3).,, (worker s resentatives),,,,. OECD, World Bank. 3)

88 産業關係硏究제 27 권제 2 호 OECD.,. (individual dismissals of workers with regular contracts), (regulation of temporary employment), (specific requirements for collective dismissals). 4), OECD 0 6. [ 1] ( ). OECD 2 4.,,.,., ILO, OECD 2011 OECD (OECD Guideliens for Multinational Enterprises). 4)

89 경제적이유에의한집단해고와재취업운용제도국제비교 ( 강현주 ).., 2003 World Bank (Doing Business) (Employing Workers Indicator, EWI). World Bank Group 2(Permance Standard 2 on Labour and Working Conditions ) : (Good Practice Note: managing Retrenchment). ILO ILO 5) World Bank.,,, World Bank ILO., ILO., International Finance Corporation(IFC). 5) Lee, Sangheon, McCann, Deirdre and Torm, Nina, The World Bank s Employing Workers, index: Findings and critices, International Labor Review, Vol.147, No.4, 2008.

90 産業關係硏究제 27 권제 2 호.,,, (good practice). ILO 158,,, (economic, technological, structural, or similar nature)... ILO 158.,,,, EU,, 125, 51% (64 ). 30% (38 ). 18%(23 ) (Muller, 2012)., [ 2]. /., 16,,.,,,., (Tripartite Guidelines on Managing

91 경제적이유에의한집단해고와재취업운용제도국제비교 ( 강현주 ) Excess Manpower) (Tripartite Upturn Strategy Teams: TRUST Teams)., (retrenchment). 6), 35 EU (, )..., 2010, 2010 ( ) ( ) (negative economic situation)., (Comonwealth of Independent States: CIS) (decree) ) %20final.pdf.

92 産業關係硏究제 27 권제 2 호 % 51% World Bank., 21, , 19 ( ).,,,,, Embraer.., 2010., 7., ,,, (downsizing) (chapter, 6 )., ( ( ),, 2013), ( ), ( ), ( ), ( ) < 1>.

93 경제적이유에의한집단해고와재취업운용제도국제비교 ( 강현주 ) (, ). 허용되는 경영상이유 독일프랑스일본영국 < 근로자의계속고용과배치되는긴박한경영상의사유 > ( 해고제한법 ) ( 독일연방법원해석 ) 사용자가경영상의결정을하더라도인력수요에대한변경이초래되지않는다면해고를해야할정도의긴박한경영상의필요성은존재하지않는다. 다만경영상이유에의한해고에대하여법원이사법심사를해야하는경우에는그정당성여부를검토하는경우경영상결정그자체에관해서는그것의필요성이나합목적성을검토하는것이아니라단지경영상결정이명백하게객관성이없거나비이성적이거나자의적인것인지여부에대해서만검토한다. 즉사용자의경영상결정과그에따른해고가남용적으로행해진것인지여부를검토하여야하고남용으로인정된다면결국긴박한경영상의필요성은존재하지않는것으로판단되어문제된경영해고는무효가된다. < 경제적곤란또는기술의변화등에따라업무가폐지되거나업무의전환이있거나또는근로계약의본질적요소의변경을근로자가거부함으로인해서사용자가근로자개인과는무관한이유로행하는해고 > ( 노동법전 ) ( 법원해석 ) 경제적곤란은 기업의재정상황이파국에이를정도로요구하는것은아니다 라거나 기업의존속이문제될경우혹은경제적곤란이극복할수없을정도로제한하는것은아니다 즉 영업부진으로인한재정적손실, 재무적곤란, 사실상의지급중단상태등이발생하면족하다 ( 단 단순한이윤의저하, 영업실적이나이윤만이저하되는일시적인사업부진, 도급이나위탁계약의해지만으로는부족하다 ) 기술의변화는대표적으로 신기술도입이고용에영향을미칠경우에는기업의경영상황과관계없이경영해고의이유로인정돨수있다 경쟁력보호를위한사업재편도가능 < 인원삭감의필요성 > ( 판례, 단입장대립 ) 도산회피설, 경영부진타개설, 생산성향상설의입장대립 ( 대표적으로필요성이부정되는사유 ) 재무상황에대한견적이부정확한것으로인정되거나인원삭감조치결정이내려진후얼마지나지않아대폭적인임금인상, 다수의신규채용또는고율의주식배당등의모순된경영행위가취해지는경우 < 정원감축형해고 : 완전히혹은주로근로자를고용한목적이었던영업의종료 ( 예정 ) 혹은근로자를고용했던장소에서행해진영업의종료 ( 예정 ) 사유를이유로하거나, 특정업무를수행하던근로자혹은근로자를고용했던장소에서행하던특정업무를수행하던그근로자에대한영업적수요가종료 ( 예정 ), 감소 ( 예정 ) 인것을이유로한근로자의해고 > ( 고용권법 ) : 필자 ( 전형배 ) 는우리보다넓게허용되는경영상필요라고해석 ILO 158,,,,., 158

94 産業關係硏究제 27 권제 2 호., 158,,. ILO ILO , 2006 World Bank.. (,,,,,,,,, ) EC 98/59/EC, ILO , (Confederation of British Industrty: CBI) , (,,,,,,,,, ) (,,,,,

95 경제적이유에의한집단해고와재취업운용제도국제비교 ( 강현주 ) ) , ILO 166,,.,,,,,,. [ 3], 109, 59 ( 50 )., EU ( developed economies ) (, )., 2/3.,.

96 産業關係硏究제 27 권제 2 호,.,,,,. World Bank., 2009 (Fair Work Act) 2010 (National Employment Standards) , 2011., ( ( ),, 2013), ( ), ( ), ( ), ( ) < 2>. 해고회피노력 독일 ( 해고제한법상의요건 ) ( 법원판례 ) 동일또는기업의다른사업내다른일자리에계속고용가능성, 교육 재교육조치이후계속고용가능성, 변경된근로조건하에서계속고용가능성, 조업단축 ( 논쟁적 ) 프랑스 ( 노동법전 ) 사전적응교육의무, 사전재배치의무, 고용보호계획수립 일본 ( 판례 ) 배전, 전출, 일수휴업, 희망퇴직자모집등단경영위기상황하의긴급피난형정리해고와적극적인사업구조조정의일환으로서의경영전략형정리해고중후자에게더욱무거운해고회피노력의무가부과된다는입장도존재 영국 신규채용제한, 시간외근로의제한, 일자리나누기, 부분휴업, 기업내다른일자리제공 ( 법적의무인지여부는논쟁적 )

97 경제적이유에의한집단해고와재취업운용제도국제비교 ( 강현주 ) ILO 166,. [ 4] ( 51 )., developed economies EU,,,.., ,,,.,,,,,,,,,. (retrenchment).

98 産業關係硏究제 27 권제 2 호... (seniority) , ,,,. World Bank,.. ILO [ 5] (104 ) , 2011

99 경제적이유에의한집단해고와재취업운용제도국제비교 ( 강현주 ) ( ) ( ) - 6 (,,, ) - 8 ( ) - 9 (, ) - 1 (,,,,,,,,,,,, ) - 2 (,,,,, ) - 3 ( ). ( = layoffs).,,,,.

100 産業關係硏究제 27 권제 2 호. (severance payment),, (social plan).. [ 6], OECD. OECD ( ).. ( ). (human resource management: HRM),,,

101 경제적이유에의한집단해고와재취업운용제도국제비교 ( 강현주 ) ( ) (JILPT) 8.6% 5 (2007~2012, 2008 ).,, 68.7%. 19.9%..,....,, %

102 産業關係硏究제 27 권제 2 호 Mitsui Miike Coal Mine., Sohyo(General Council of Trade Union in Japan) (,,,,, 6 7) ).,., 6 60%, 1974 (transfers to related firms),, % ( )., < 3>. 24.7%. < 4>. 7) 6 (temporary layoffs). (days off).

103 경제적이유에의한집단해고와재취업운용제도국제비교 ( 강현주 ) 추가적인해고수당 (severance pay) 특별휴가구직에따른조정서비스파견업체등에의소개 ( 무지급 ) * : (2012),. 비율 (24.7) ( : %) 6 개월이하약 6 개월약 1 년 2-3 년 3 년이상 근로자수 ( : %) 전체 100 인미만 300 인이상 * : (2012), : 8) (1) ; (2) ; (3) ; (4) , ,. 9) %., 8) Toyo-Sanso, Tokyo High Court, Oct. 29, ) National Westminster Bank, Tokyo District Court, Jan. 21, 2000.

104 産業關係硏究제 27 권제 2 호 7.7%. [ 7] 23.1%. [ 7]. (53.8%). 2011, 40%,.. [ 7] 5.8%., (21.2%) (23.1%).. < 5> (55.8%) 5.8%. * : (2012),.

105 경제적이유에의한집단해고와재취업운용제도국제비교 ( 강현주 ) 금전적보상고용종료의사유변경복직내지복귀 (reinstatement) ( 조치없음 ) * : (2012),. 경제적집단해고 ( : %). < 6>,. < 7>..... ( : %) 행정적방법 노동위원회 복직내지복귀금전보상 * : Kobetsu Rodo Kankei Funso Shori Jian no Naiyo Bunseki, JILPT Reserch Report no. 123 (2010); Rodo Shinpan Seido ni tsuite no Ishikichosa(2011). 중간최저최고 ( : ) 행정적방법노동위원회 175,000 1,000,000 10,000 30,000 10,000,000 이상 14,680,000 * : Kazuo Sugeno and others, eds., Rodo Shinpan Seido no Riyosha Chosa(2013); HILPT Research report no. 123(2010); Institute of Social Science, University of Tokyo(2011).

106 産業關係硏究제 27 권제 2 호.. 6,730,000 ( 14.8%) 2012., 10,,, ,910,000 9,890,000,,, 4,690,000 7,040, [ 8].,,. < 8> 46.3%, 7.9%,,... * : MHLW, Survey on Employment Trends(2013 )

107 경제적이유에의한집단해고와재취업운용제도국제비교 ( 강현주 ) 이전 산업 전체건설제조 정보통신 운송우편 도소매 음식숙박 의료건강복지 서비스기타 현재산업전체건설제조정보통신운송우편도소매음식숙박의료건강복지서비스기타 11, , , ,731 1, , , , , * : MIC, Employment Status Survey(2012) ,680, % ( ). 4.0%,, 4.9%.. [ 9] %..

108 産業關係硏究제 27 권제 2 호 * : MHLW, Survey on Employment Trends(2013 ) ( ).., ILO 158,,,..., ILO 158 (meaningful information) ( ), (81%)..,

109 경제적이유에의한집단해고와재취업운용제도국제비교 ( 강현주 ).,., 2009., ILO %. 10)., ,,,.., ( )...,..,,,. 10),.

110 産業關係硏究제 27 권제 2 호.,, (mediation),. (79.4%). (53.8%)., (23.1%), (55.8). (21.2%) (94.8%)..., ( ). (46.3%). < 8>.

111 경제적이유에의한집단해고와재취업운용제도국제비교 ( 강현주 ) 1. (2013), :,, 47,. 2. ( ) (2013), ( ). 3. (2002), ILO. 4. (2012), OECD,. 5. Kazuo, Sugeno and Keiichi, Yamakoshi(2014), Dismissals in Japan, The Japan Institute for Labour Policy and Training. 6. Bertola, Giuseppe; Boeri, Tito and Vazes, Sandrine(2000), Employment Protection in Industrialised Countries: The case for new indicators, International Labour Review, Vol.139, No ILO(2011), Termination of Employment Instruments, Background Paper for the Tripartite meeting of Experts on Convention 158 and Recommendation 166, Geneva. 8. Lee, Sangheon; McCann, Deirdre; Torm, Nina(2008), The World Bank s Employing Workers index: Findings and critices, International Labor Review, Vol.147, No Muller, Angelika(2011), Employment Protection Legislation Tested by the Economic Crisis: A global review of the regulation of collective dismissals for economic reasons, Dialogue in Brief No.3, ILO, Geneva. 10. Muller, Angelika(2012), Labour Law Reforms at the Crossroads of ILO Standards and OECD and World Bank s Indexes: A Global Review of Regulation on Collective Redundancies, ILO, Geneva. 11. Muravyevm, Alexander(2010), Evolution of Employment Protection Legislation in the USSR, CIS and Baltic States, IZA Discussion Paper No Bonn, Institute for the Study of Labour(IZA). 12. OECD(2011), Guidelines for Multinational Enterprises, OECD Ministerial Meeting, Paris. 13. Uchitelle, Louis(2006), The Disposable American: Layoffs and Their Consequences, Knopf.

112 産業關係硏究제 27 권제 2 호 14. Benn, Danielle(2009), Legislation, Collective Bargaining and Enforcement: Updating the OECD employment protection indicators, OECD Social, Employment and Migration Working Paper 89, Paris.

113 경제적이유에의한집단해고와재취업운용제도국제비교 ( 강현주 ) abstract Collective Dismissals for Economic Reasons and Recall System The paper identifies the requirements of collective dismissal and trends of their systems based on major international data. However, in case of Japan, where collective dismissal is highly limited, we have found that it is not directly related to legal and institutional supports such as definition of collective dismissal and requirements of collective dismissal, but rather, other factors including practices such as frequency of dismissal, human resource management, labor relations, case laws, and alternative dispute resolution procedures are more likely to affect in protection against dismissal. Japan does not give negative impacts on the labor market minimizing disputes on collective dismissal. The paper is designed to improve understanding of the overall system as well as legal comparison. Keywords : collective dismissal for economic reasons, Employment Protection Index

114

115 간접차별금지실효성강화를위한구제방법과절차 - 독일판례분석을중심으로 -( 황수옥 ) 27 2, pp.113~140 11)., : , : , : ** 2017 ( ). ** ( ), suok.hwang97@gmail.com

116 産業關係硏究제 27 권제 2 호...., ,,,.,...

117 간접차별금지실효성강화를위한구제방법과절차 - 독일판례분석을중심으로 -( 황수옥 ) (Jenkins). 10% (Bilka) ). (Grundgesetz) 3 3,,,,,,,., (Betriebsverfassungsgesetz) 75 1,,,,, 1),,, 26 4,

118 産業關係硏究제 27 권제 2 호,, (Allgemeine Gleichbehandlungsgesetz).,,,, , 2, ,,,,,. 1..,,. 3,,,,,,,, ) 4,,,.,, 2) Adomeit/Mohr, AGG 3 Rn. 219.

119 간접차별금지실효성강화를위한구제방법과절차 - 독일판례분석을중심으로 -( 황수옥 ). 3) ,. 4),,,,, ) 8 1,,,,,,..,, 6) 7).,. 8). 8 9, ) BT-Drucks. 16/1780, S ) Wendeling-Schröder/Stein, AGG 3 Rn. 9; Schiek, NZA S ) BT-Drucks. 16/1780, S ) Rust/Falke, AGG 8 Rn ) Adomeit/Mohr, AGG 8 Rn ) Adomeit/Mohr, AGG 3 Rn. 18.

120 産業關係硏究제 27 권제 2 호,,. 10.,. 3 2,,,,,... 9). (Grundgesetz) (Bilka) 10) ) Meinel/Heyn/Herms, AGG, 3 Rn. 13; Thüsing, NZA 2004, Sonderbeilage zu Heft 22, S ) EuGH v Rs. 170/84, Slg 1986, S

121 간접차별금지실효성강화를위한구제방법과절차 - 독일판례분석을중심으로 -( 황수옥 ). 11) (Richtlinie 2000/43/EG) 2 2 b,., 12) (Antidiskriminierungsrichtlinie). 13) ,. 14). 15) 8, ) 11) BVerfGE 97, 35, ) Worzalla, AGG, S ) Bomeke/Danko, AGG in Arbeitsrecht, 3 Rn. 13; Meinel/Heyn/Herms, AGG, 3 Rn. 13; Wendeling-Schröder, AGG 3 Rn ) Annuß, BB 2006, S ) BT-Drucks. 16/1789, S ) Schiek, AGG, 3 Rn. 4.

122 産業關係硏究제 27 권제 2 호. 17).,. 18) ).,..,.,.,,,,.,. 20). 21).. 22).. 17) Degener/Dern/Dieball u.a., Antidiskriminierungsrecht, S ) Schiek, AGG, 3 Rn. 47ff. 19) Meinel/Heyn/Herms, AGG, 3 Rn ) Boemke/Danko, AGG im Arbeitsrecht, Rn. 14; Wozalla, AGG, S. 56 f. 21) BT-Drucks. 16/1780, S. 32 f. 22) Boemke/Danko, AGG im Arbeitsrecht, Rn. 16.

123 간접차별금지실효성강화를위한구제방법과절차 - 독일판례분석을중심으로 -( 황수옥 ).. 23).,.....,. 7,,,,, ) 1, ) Sackofsky, Mittelbare Diskriminierung und das Allgemeine Gleichbehandlungsgesetz (2010), S ) BT-Drucks. 16/1780, S. 38.

124 産業關係硏究제 27 권제 2 호. 25) (Aktiengesetz), ) , ( 15 5 ) ) ) ). 30) 25) Bauer/Göpfert/Krieger, AGG 15, Rn ) BT-Drucks. 16/1780, S ) 252 [ ].,. 28) 823 [ ] 1,,,, ) 1004 [ ]

125 간접차별금지실효성강화를위한구제방법과절차 - 독일판례분석을중심으로 -( 황수옥 ), 15 6, , ). 32) ). 34) ) BT-Drucks. 16/1780, S ) Bauer/Göpfert/Krieger, AGG 15, Rn ) Meinel/Heyn/Herms, AGG 15. Rn ) Meinel/Heyn/Herms, AGG 15. Rn ) Düwell, BB 2006, S

126 産業關係硏究제 27 권제 2 호. 35).. 36) 15 2 (BGB) ). 249.,., ) ). 35) Simon/Greßlin, BB 2007, S ) Richtlinie 2002/73/EG Art. 6 Abs ) BT-Drucks. 16/1780, S ) Bauer/Göpfert/Krieger, AGG 15 Rn ) Adomeit/Mohr, 15 Rn. 23; Däubler, AGG 15 Rn. 39; Stoffels, RdA 2009, S. 212; Thüsing, Rn. 538; Meinel/Heyn/Herms, AGG 15 Rn. 27.

127 간접차별금지실효성강화를위한구제방법과절차 - 독일판례분석을중심으로 -( 황수옥 ).. 40). 41) ,,. 42). 43) a 3. 44) 1980,. 40) Richtlinie 2000/43/EG Art ) Däubler, AGG 15 Rn. 33; Thüsing, Rn. 539 ff.; Widenkoff in Palandt, AGG 15 Rn ) BT-Drucks. 16/1780, S ) BAG v AZR 906/07, NZA 2009, S ) BT-Drucks. 16/1780, S. 38.

128 産業關係硏究제 27 권제 2 호..,. 45) a. 611 a 2 1 3, 3.., 3. 46) ,., 61 b (Antidiskriminierungsgesetz) 47) 6 45) EuGH v Rs C 14/83, Slg 1984, S ) BAG v AP BGB 611a Nr. 5, 6. 47) / (Antidiskriminierungsgesetz) ( /, ). 16 / (EU-Kommission) 2006 (Das allgemeine Gleichbehandlungsgesetz - AGG)

129 간접차별금지실효성강화를위한구제방법과절차 - 독일판례분석을중심으로 -( 황수옥 ) ,. 611 a 2. 48) ), 50). 51). 52) ) BT-Drucks. 16/1780, S ) LAG Hamm v Sa 923/09; Diller/Kern, FA 2007, S ) Bauer/Göpfert/Krieger, AGG 15 Rn ) Däubler, AGG 15 Rn ) MHH/Herms, 4 TzBfG Rn. 58ff.

130 産業關係硏究제 27 권제 2 호 LFT. LFT 161.5cm 165cm. LFT. 165cm 198cm., 160cm. LFT.. 163cm ).., ) Bauer/Göpfert/Krieger, AGG 3 S. 98.

131 간접차별금지실효성강화를위한구제방법과절차 - 독일판례분석을중심으로 -( 황수옥 ) cm, 168cm. 160cm -..,.. ( ).,.. 54) 7. 54) Bauer/Göpfert/Krieger, AGG 3 S. 98.

132 産業關係硏究제 27 권제 2 호, , 7! , , , , 7!. 3,000. 3, b

133 간접차별금지실효성강화를위한구제방법과절차 - 독일판례분석을중심으로 -( 황수옥 ),.,..,... 55) 611 a,. 56),. 57) 611 a. 58) , , 3. 59). 55) Rust/Falke, AGG 7 Rn. 28; Däubler/Bertzbach, AGG 7 Rn. 9; Bauer/Göpfert/Krieger, AGG 6 Rn ) BAG v AZR 295/99. 57) BAG v AZR 365/97, NZA 1999, S ) LAG Hamburg v Ta 136/08. 59) ErfK/Schlachter, 15 Rn. 8.

134 産業關係硏究제 27 권제 2 호 (Hamm).. 60)... 61),, 62).. 63) ) BAG v , 2 AZR 764/08, DB 2010, S ) Herbert/Oberrath, DB 2009, S. 2434; Wisskirchen, DB 2006, S ) AG Hamburg Ca 1026/13. 63) BAG AZR 764/08.

135 간접차별금지실효성강화를위한구제방법과절차 - 독일판례분석을중심으로 -( 황수옥 ) , 2,, )., ).. 64) ) BAG AZR 429/11, NZA 2013, 489; BAG AZR 608/10, EzA 15 AGG Nr. 16.

136 産業關係硏究제 27 권제 2 호 a a a % 39, % 10 6.

137 간접차별금지실효성강화를위한구제방법과절차 - 독일판례분석을중심으로 -( 황수옥 )., , ),,,,, ) ) 69), 3 70).. 66) Schleusener/Suckow/Voigt, AGG 3 Rn ) Thüsing, Arbeitsrechtlicher Diskriminierungsschutz, Rn ) Meinel/Heyn/Herms, AGG 15 Rn. 76 ff. 69) AG Köln Ca 3879/13; LAG Köln Sa 75/14. 70) AG Hamburg Ca 1026/13.

138 産業關係硏究제 27 권제 2 호.. 71), )....,... 71) AG Köln Ca 3879/13; LAG Köln Sa 75/14. 72) Bauer/Göpfert/Krieger, AGG 15 Rn. 4.

139 간접차별금지실효성강화를위한구제방법과절차 - 독일판례분석을중심으로 -( 황수옥 ) 1. Adomeit, Klaus/Mohr, Jochen: Kommentar zum Allgemeinen Gleichbehanldungsgesetz, Stuttgart 2007 (zitiert: Adomeit/Mohr, AGG). 2. Annuß, Georg: Das allgemeine Gleichbehandlungsgesetz im Arbeitsrecht, BB Bauer, Jobst-Hubertus/Göpfert, Burkhard/Krieger, Steffen: Allgemeines Gleichbehandlungsgesetz, Kommentar, 3. Auflage, München Boemke, Burkhard/Danko, Franz-Ludwig: AGG im Arbeitsrecht, Heidelberg, Däubler, Wolfgang/Bertzbach, Martin: Allgemeines Gleichbehandlungsgesetz, Handkommentar, 3. Auflage, Baden-Baden 2013 (zitiert: HK-AGG/Bearbeiter). 6. Degener, Theresia/ Dern, Susanne/Dieball, Heike/ Frings, Dorothee/Oberlies, Dagmar/ Zinsmeister, Julia: Antidiskriminierungsrecht, Frankfurt am Main 2008 (zitiert: Degener/Dern/Dieball u.a., Antidiskriminierungsrecht). 7. Düwell, Franz Josef: Die Neuregelung des Verbots der Benachteiligung wegen Behinderung im AGG, BB Erfurter Kommentar, Kommentar zum Arbeitsrecht, Hrsg: Müller-Glöge, Rudi/ Preis, Ulricht/ Schmidt, Ingrid, 6. Auflage, München 2006 (zitiert: ErfK/Bearbeiter, 6. Aufl. 2006), 13. Auflage, München 2013 (zitiert: ErfK/Bearbeiter). 9. Herbert, Manfred/Oberrath, Jörg-Dieter: Beherrschung und Verwendung der deutschen Sprache bei der Begründung des Arbeitsverhältnisses, DB Meinel, Gernod/Heyn, Judith/Herms, Sascha: Allgemeines Gleichbehandlungsgesetz, Kommentar, 2. Auflag, München 2010 (zitiert: Meinel/Heyn/Herms, AGG). 11. Münchener Kommentar: Kommentar zum Bürgerlichen Gesetzbuch, Hrg.: Säcker, Franz Jürgen, Roland, Band 1/2, Halbband (Allgemeines Gleichbehandlungsgesetz), Hrg.: Säcker Franz Jürgen/Thüsing, Gregor, 5. Auflage, München 2007, Band 4: Schuldrecht BT/II ( BGB, EFZG, TzBfG, KSchG), 4. Auflage, München 2005 (zitiert: MüKo/Bearbeiter). 12. Simon, Oliver/Greßlin, Martin: BB 2007 S Rust, Ursula/Falke, Josef: AGG: Allgmeines Gleichbehandlungsgesetz mit weiter führenden Vorschriften, Kommentar, Berlin Sackofsky, Ute: Mittelbare Diskriminierung und das Allgemeine Gleichbehandlungsgesetz, Antidiskriminierungsstelle des Bundes, 2010, Berlin.

140 産業關係硏究제 27 권제 2 호 15. Schiek, Dagmar: Allgemeines Gleichbehandlungsgesetz (AGG): Einkommentar aus europäischer Perspektive, München u. a Schleusener, Axel Aino/Suckow, Jens/Voigt, Burkhard: Kommentar zum Allgemeinen Gleichbehandlungsgesetz, 4. Auflage, Neuwied Stoffels, Markus: Grundprobleme der Schadenersatzverpflichtung nach 15 AGG Abs. 1, RdA Thüsing, Gregor: Arbeitsrechtlicher Diskriminierungsschutz, 2. Auflage, München. 19. Wendeling-Schröder, Ulrike/Stein, Axel: Allgmeines Gleichbehandlungsgesetz, Kommentar, München Wisskirchen, Gerlind: Der Umgang mit dem Allgemeinen Gleichbehandlungsgesetz - Ein "Kochrezept" für Arbeitgeber, DB Worzalla, Michael: Das neue allgemeine Gleichbehandlungsgesetz, Freiburg u. a., 2006.

141 간접차별금지실효성강화를위한구제방법과절차 - 독일판례분석을중심으로 -( 황수옥 ) abstract Compensatory Ways and Process to Strengthen Effectiveness of Prohibition on Indirect Discrimination - Focused on German Judicial Precedent Analysis Direct discrimination is distinct by the stipulation of intentional discrimination and unfair conditions. However, indirect discrimination, which stipulates the identical conditions, is hardly recognized as discrimination. Besides, while direct discrimination takes unequal measures, indirect discrimination turns up as the result of unintentional actions making it harder to judge. Therefore, regarding indirect discrimination is to raise a question to the implicitly discriminative commen sense of the society. Inflicting punishment on the employer about indirect discrimination calls for consideration of the result. In Republic of Korea, indirect discrimination is stipulated under Article 2 Protocol 1 of Act on the Equal Employment for Both Sexes and Work and Life Balance as the case that although the employer applies terms of employment or work to both sexes identically, one sex is markedly disadvantageous to meet the requirements and the standard causing the results unfair to the sex cannot be vindicated. But the concept of indirect discrimination has not yet been established concretely, and the case about indirect discrimination rarely led to a lawsuit. German General Equal Treatment Act guarantees compensation for the indirect discrimination's victim of monetary and non monetary loss. German judicial precedents stipulate compensation for property damage without limit of the amount but under the evident extent of damage. And Article 15 Protocol 2 of the Act stipulates that even though the applicant was unlikely to be employed without discrimination, the compensation should be three times of the wage at largest. Unlike the American punitive damage reimbursement system, German law with its own legal feeling tries to stipulate the reasonable and concrete compensatory way and minimize confusion during the process of

142 産業關係硏究제 27 권제 2 호 loss measuring. Thus, this study reviews compensatory ways and process revolving indirect discrimination focused on the German judicial precedents and investigates ways to strengthen effectiveness of prohibition on indirect discrimination in Korea. Keywords : Prohibition on Indirect Discrimination, The General Equal Treatment Act, Compensation for Discrimination, AntiDiscrimination Law, Strengthning Effectiveness of Prohibition on Discrimination

143 중산층감소와정책공백의개선방향 : 국제비교 ( 김태기 ) 27 2, pp.141~170 73)..,...,.. : , : , : *, withkim21@naver.com,

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150 産業關係硏究제 27 권제 2 호 (Pressman, 2007).,... (Vaughan-Whitehead, 2016).,. (Freeman et. al., 2015). (ILO, 2016)., (Vaughan-Whitehead, 2016) (Pessoa & Van Reenen, 2014) /4 (OECD, 2015B; Takenoshita, 2014)., (OECD, 2016). (Vaughan- Whitehead, 2016) (positional externality) (Frank, 2014).

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153 중산층감소와정책공백의개선방향 : 국제비교 ( 김태기 ) (Holzer, 2015)., (Blasi et al., 2014). (, 2016).,. (Vaughan-Whitehead, 2016)., (OECD, 2016). (Schröder, 2013)., (Bergh, 2007)., (Kirby, 2009)., 1980 (Tachibanaki, 2005) 2010 (Takenoshita, 2014). (mainstream) (Kelly, 2002) (Daigo, 2012)..,.

154 産業關係硏究제 27 권제 2 호 90%. (Vogel, 2013)..,.,..,.. (Acemoglu & Robinson, 2012)., (Acemoglu & Robinson, 2002) (Pereira & Teles, 2010).,.,, (Bénabou, 2000)., (OECD, 2012).,,, (Alesina et al., 2001).

155 중산층감소와정책공백의개선방향 : 국제비교 ( 김태기 ), (Doerrenberg, 2012). (Amoranto et al., 2010).,., (Loayza et al., 2012). (Barro, 1999)., (Acemoglu et al., 2015) (Gründler & Kölner, 2015). (Noam & Pontusson, 2011)., (Hibbs, 1977)., (OECD, 2016).,..,, (Persson & Tabellini, 2008)..., (Scartascini & Crain, 2002). (Mainwaring & Shugart, 1993) (Mizuho Research Institute, 2015)..

156 産業關係硏究제 27 권제 2 호 (Weingast, 1995).,. (Estache & Leipziger, 2009) (Scervini, 2009)., (Corneo & Neher, 2015) (Plotnick, 1986)..,, (Acemoglu & Robinson, 2001). (Beck et al., 2005)., (Niehues, 2014). (Duch et al., 2000), (Gimpelson & Treisman, 2015). (Alesina & Angeletos, 2005). (Bénabou & Ok, 2001), (Engelhardt & Wagener, 2014).. (Gründler & Kölner, 2015; Estache & Leipziger, 2009). (Estache & Leipziger, 2009).

157 중산층감소와정책공백의개선방향 : 국제비교 ( 김태기 ) 1990 U. (Khras, 2010) 1960 (ADB, 2010) % 2, 1990 (Khras & Gertz, 2010). 3) (Vaughan-Whitehead, 2016).. (Rodrik, 2000).., (Lee, 2005)., (Atkinson, 2015) ) % 1980 $7,600 29%, % 1986 $7,770 53%.

158 産業關係硏究제 27 권제 2 호 (Kim, 2011) (, 2007)., 1997 (, 2016).. (, 2015),. (, 2013). (, 2016). (Kim, 2010).,.,. ICT (Atkinson, 2015).. (, 2007). OECD 1, % % OECD 44% OECD (57%) (OECD, 2014). 2010

159 중산층감소와정책공백의개선방향 : 국제비교 ( 김태기 ) 45.2%. 4) % ( 25%) (33%). (McKinsey, 2013). (, 2014)... (Acemoglu & Robinson, 2012) (Rodrik, 2000) (Lee, 2007). (Rodrik, 1996) , (Kharas & Gertz, 2010) ) (6.1 ) % 25% 33% (McKinsey, 2013).

160 産業關係硏究제 27 권제 2 호. (Rodrik, 1996)., (Arita, 2003)..,.. (Birdsall & Fukuyama, 2011) OECD (, 2004; Blanchard & Willman, 2016). (Nam, 2013).. (, 2002). IMF (Lee, 2005) (Willimanson, 1994). IMF

161 중산층감소와정책공백의개선방향 : 국제비교 ( 김태기 ) (Rodrik, 2000). IMF (Kim, 2011). (Kwon, 2002) (Kim, 2015) (Hwang, 2016).. (Kim, 2011)...., (, 2014).., (, 2015).. (Cause & Johansson, 2010)., (, 2016).,.,, (McKinsey, 2013).

162 産業關係硏究제 27 권제 2 호 (, 2013)... (Scervini, 2009).,, (Duch et al., 2000).. (Lee, 2007). (Koo, 1991), (Arita, 2003). (Kim, 2010)...,,..,

163 중산층감소와정책공백의개선방향 : 국제비교 ( 김태기 ).. (Acemoglu & Robinson, 2012) (Zunz et al., 2002).,., (Prasad, 2008).... (Rodrik, 2000).

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172 産業關係硏究제 27 권제 2 호 abstract Decline of Middle Class and Necessity of Policy Reform in Korea This paper discusses reasons and problems for middle class policies to be hollowed out and suggests the direction to reform them by applying the related research outcomes of labor economics, political economy and behavior economics on middle class. Korea had achieved both economic growth and income equality owing to strong middle income policies until the 1980s. Even though economic growth and income equality have deteriorated since the 1990s, middle income policies have retreated as market liberalization has been emphasized. In addition, democratization and political instability have reduced concerns for middle class. Like advanced countries Korea has seen technological innovation and globalization to cause job polarization and division of middle class to raise voters misperception on middle class policies. Both market failure due to dual economy and political institutions failure have brought vicious cycle between changes in middle class and labor market making middle class policies hollowed-out. Since political instability make middle class policies difficult to keep consistency and sustainability, it is necessary to focus on building labor market systems to raise both employment rate and labor productivity as well as to strengthen social mobility. Keywords : middle class policy, income inequality, labor market, democratization, political institutions

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