서울지노위 판정례 분석을 통한 경영상 해고의 운용실태와 특징 (The Characteristic and Operative Realities of Dismissal for Managerial Reasons by Analyzing Decision Cases of SNLRC)

서지정보

· 발행기관 : 한국노동연구원
· 수록지 정보 : 노동정책연구 / 11권 / 2호 / 1 ~ 40페이지
· 저자명 : 하경효, 박종희, 강선희

초록

경영상 해고법제는 기업의 존립보호를 위하여 긴박한 경영상 필요가 있을 때에 해고조치를 취할 수 있도록 하면서 사용자의 해고가 자의적이거나 남용되는 것을 방지하기 위하여 도입되었다. 이 글은 이러한 취지로 마련된 경영상 해고의 인정기준이 실제에서 어떻게 운용되고 있는지에 대한 실태를 파악하는 데 주 목적이 있으며, 이를 위해 서울지방노동위원회에서 이루어진 판정례를 분석하였다. 이러한 운영실태를 파악하기에 앞서 실무에 지대한 영향을 미치고 있는 판례의 입장을 경영상 해고의 정당성 판단 구도에 한정하여 먼저 살펴보았다. 나아가 제한적 범위 내에서 경영상 해고법제가 노동시장에서 갖는 의미를 살펴보았다.

영어초록

There are many debates upon rigidity of labor market in Korea. Especially, flexibility of labor market is impaired because of rigidity of dismissal legal system. Art. 24 (Restriction on Dismissal for Managerial Reasons) of Labor Standards Act : “Dismissal of a worker by an employer for managerial reasons shall be based on urgent managerial needs. In such cases as transfer, acquisition and merger of business which are aimed to avoid financial difficulties, it shall be deemed that an urgent managerial need exists(§24 ①)”, “In the case of paragraph ①, an employer shall make every effort to avoid dismissal of workers and shall select workers to be dismissed by establishing rational and fair criteria for dismissal. In such cases, there shall be no discrimination on the basis of gender(§24 ②)”, and “With regard to the possible methods for avoiding dismissal and the criteria for dismissal as referred to in paragraph ②, an employer shall give a notice 50 days prior to dismissal day to a trade union which is formed by the consent of the majority of all workers in the business or workplace concerned(or to a person representing the majority of all workers if such a trade union does not exist, hereinafter referred to as a ‘workers' representative’) and have good faith consultation(§24 ③).”This article examined the characteristic and operative realities of dismissal for managerial reasons by analyzing 128 decision cases in Seoul National Labor Relations Commission(SNLRC) during the past 8 years. Also this article examined the meanings of dismissal system for managerial reasons in labor market. That is to say, this article examined whether there are obstacle to secure the flexibility of labor market because of rigidity of dismissal legal system, or there are any other reason of obstacle to secure the flexibility of labor market except dismissal legal system. This article judged that the raison d'être of obstacle to secure the flexibility of labor market is not because of dismissal legal system by analyzing the cases of dismissal for managerial reasons including SNLRC.

참고자료

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