노동쟁의조정 대상의 재검토 (Rethinking The Objects of Labor Disputes Mediation)

서지정보

· 발행기관 : 이화여자대학교 법학연구소
· 수록지 정보 : 법학논집 / 18권 / 4호 / 363 ~ 387페이지
· 저자명 : 이승욱

초록

노동쟁의가 발생하면 분쟁을 평화적으로 해결하여 당사자에게 손해 발생 또는 확대를 회피할 수 있도록 노동위원회에 의한 조정이 의무화되어 있다. 그러나 판례나 노동위원회는 조정대상으로 설정되어 있는 노동쟁의의 의의를 임금, 근로시간과 같은 좁은 의미의 근로조건과 관련되는 것으로 한정적으로 해석하고 있다. 그 결과, 조합활동 등 집단적 노동관계에 관한 규율과 같이 판례상 정당한 교섭사항 또는 정당한 쟁의행위가 목적으로 할 수 있는 사항이라고 하더라도 쟁의조정의 대상이 될 수 없게 된다. 결국 판례나 노동위원회의 실무에 따르면 집단적 노동관계에 관한 사항에 대해서 정당한 파업은 할 수 있으나 노동위원회에 의한 파업예방 내지 평화적 분쟁해결을 목적으로 한 쟁의조정서비스는 제공할 수 없는 부당한 결과가 발생하게 된다. 본고는 법의 개정, 노동쟁의조정제도의 본질, 전체적인 집단적 노동관계시스템 등을 고려하여 노동쟁의를 다시 정의하고 새로운 범주화를 제안하고 있다.

영어초록

For trade union to take industrial actions in Korea, it is required to go through mediation procedures by the Labor Relations Commission, or private mediation or private arbitrator, beforehand (See Article 45 (2), Article 52 of the Trade Union and Labor Relations Adjustment Act (hereinafter referred to as the “TULRA”)). In other words, so-called principle of prepositive-conciliation is provided for industrial actions in Korea. The Labor Relations Commission shall conduct the proceedings of mediation, without any delay, when one of the parties to labor relations submits a request for mediation to the Labor Relations Commission (Article 53 of the TULRA). Mediation shall be completed within ten days in the case of general businesses, and fifteen days in the case of public services, after the request is made for mediation (Article 54 of the TULRA). “Labor disputes” here means that “any controversy or difference arising from disagreement between the trade union and employer or employers　association (hereinafter referred to as “parties to labor relations”) concerning the determination of terms and conditions of employment such as wages, working hours, welfare, dismissal, other treatment, etc. In this case, “disagreement” is referred to as situations in which no agreement is likely to be reached by the parties even though they continue to attempt to make an agreement” (Paragraph 5 Article 2 of the TULRA). As the objects of mediation of industrial actions conducted by the Labor Relations Commission are limited to 'labor disputes,' the Labor Relations Commission do not undertake mediation when the subjects of disputes between trade union and employer do not amount to “labor disputes.”In reality, in the operation of Labor Relations Commission, it only carries out mediations of disputes over terms and conditions of employment in the strict way, such as wages and working hours. Therefore, disputes arising from collective labor relations including the union security are not mediated by the Labor Relations Commission, which is not desirable for the perspective of a peaceful settlement of labor disputes.
In this paper, it criticizes existing case law, legal theories, and administrative interpretations regarding the meaning of labor disputes, and proposes new concept of the objects of labor disputes mediation. It is reasonable to provide mediation services by the Labor Relations Commission for every disputes which concern with collective labor relations such as union activities, or industrial actions regardless whether they are legal or illegal.

참고자료

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