이주노동자와 국내 한국인노동자의 산업재해현황 및 특성 비교

이선웅,김규상,김태우 大韓産業醫學會 2008 대한직업환경의학회지 Vol.20 No.4

목적 산업재해 발생 현황 통계자료를 이용하여 대표적인 산업안전보건 취약계층인 이주노동자들의 산업재해 현황과 산업재해 발생과 관련된 특성을 국내 한국인 노동자와 비교 분석하고자 하였다 방법 2004년부터 2006년까지 산업재해 발생 현황 원자료를 통해 파악된 이주노동자의 연 간 산재 발생자수에 대해 매년 12월의 이주노동자 종 노동인구와 외국인노동자의 산재보험 가입률을 적용하여 산재율을 추정하고 산재발생의 특성 분포를 파악하였으며 국내 한국인노동자 산재발생 결과와 비교하였다 또한 2006년 한국산업안전공단 안전지도원 관내 지역 사업장에서 산재 승인된 국내 한국인노동자와 이주노동자 7,210명과 458명에 대해 산업재해 특성 분포를 비교 분석하였다 결과 본 연구방법을 통해 계산된 이주노동자의 총 산재율은 2004년 0.93% 2005년 0.90% 2006년 1.0G% 이었다 사고부상 산재율은 0.90% 0.86% 1.00% 이었고 사고사망 만인율은 2.29 2.22 2.39 이었으며 업무상질병 산재율은 0.011% 0.014% 0.027%이었다 사고부상의 발생 원인에서 감김/끼임과 절단의 비율은 이주노동자에서 유의하게 높았으며 업종 사업장 규모 근무기간이 보정된 후에도 감김/끼임의 비율이 여전히 이주노동자에서 유의하게 높게 나타났다 결론 이주노동자들은 산재보험 누락과 산재보험 비적용 사업장에 대한 배제가 고려되지 않은 공식 통계자료로도 국내 한국인노동자에 비해 높은 산재율을 보이고 있었으며 사고사망의 경우 2006년 기준의 만인율이 2.2배 높은 결과를 보였다 업무상질병의 경우 국내 노동자에 비해 뚜렷이 낮은 산재율을 보여 산재 처리 과정 중에 많은 누락이 실제로 존재할 가능성이 높음을 추측할 수 있었다 5인 미만 제조업의 6개월 이하 근무자에서도 감김/끼임이 유의하게 높게 발생하여 이주노동자들의 내재된 안전 취약성인 기계설비 사용의 안전정보 부족과 위험에 대한 소통부족이 해결되지 않고 있다고 판단된다. Objectives To analyze the status and characteristics of the industrial accidents of migrant workers with comparison to those of native workers. Methods The industrial accident rate of migrant workers was estimated by the annual number of industrial accidents divided by the total number of annual labor population multiplied by the annual admission rate of industrial accident insurance The characteristics of industrial accidents for total migrant workers were assessed and compared with those of total native workers (from 2004 to 2006) In addition, we compared the industrial accidental characteristics of the 7,210 native workers and the 458 migrant workers employed in the Incheon area who received compensation from the industrial accident insurance in 2006. Results In 2004, 2005 and 2006 the total annual industrial accident rates of the migrant workers were 0.93%, 0.90% and 1.06%, the injury accident rates were 0.90% 0.86% and 1.00% the number of injury deaths per 10,000 persons were 2.29, 2.22 and 2.39 and the disease rates were 0.011% 0.014% and 0.027% respectively. As for the cause of injury rolled/jammed and cutting-type injures were more prevalent in the migrant workers. With the standardization of job category industry size and work tenure, the rolled/jammed-type injury was still significantly more prevalent in the migrant workers. Conclusions Even considering the exclusion of the possible missing numbers of the submission of industrial accident cases, and the numbers of workplaces not registered for industrial accident insurance the publicized statistics confirm the higher industrial accident rate of migrant workers compared to native workers Especially the injury death rate was 2.2 times higher for migrant workers than for native workers in 2006. In addition, the remarkably lower occupational disease rate of the migrant workers compared to that of the native workers, suggested that numerous cases of disease were not reported Finally the lack of communication and former education that usually lead to the most prevalent injury type i.e, the rolled/jammed type, supported our conclusion that the migrant workers were in need of more education regarding workplace safety.

A Study on Analysis of Industrial Injury Characteristics of Aging Workers in Agriculture

Yuchang Kim,Daesu Kim,Kyunghwan Park,Daesik Kim 대한인간공학회 2014 大韓人間工學會誌 Vol.33 No.6

Objective:This study aims to devise industrial injury prevention measures by analyzing industrial injury characteristics including the status of industrial injuries, source of industrial injury and accident type in order to prevent aging workers" industrial injuries that account for more than half in the workplaces in agriculture. Background: Continuous migration from farm to city takes place among young people in rural areas in Korea, a traditionally agricultural country due to rapid industrialization and economic development. The aging rate in rural areas in 2013 was 37.3%, about three times higher than the total aging rate of 12.2% in Korea. According to industrial injury statistics of the Ministry of Employment and Labor, the number of industrial injuries in agriculture shows an uptrend and the industrial injuries of aging workers account for more than 50% each year. Method: Of the 2,970 industrial injury cases occurred in the workplaces in agriculture for five years during 2008 and 2012 offered by a national agency related to health and safety, this study analyzed 1,767 industrial injury cases of aging workers. Results: As a result of an analysis on aging workers" industrial injuries by company size in agriculture, 89.8% of the total number of industrial injuries were analyzed to occur in small scale company. According to aging workers" industrial injuries by source of industrial injury and accident type, the outdoor floor and a fall were analyzed to be the highest at 16.5% and 26.1%, respectively. Conclusion: This study analyzed aging workers" industrial injuries by company size, age, job duration, accident severity, gender, nationality, the source of industrial injury and accident type in order to identify industrial injury characteristics in agriculture. Application: The identification of industrial injury characteristics of aging workers in agriculture is judged to be helpful to devising effective measures to prevent industrial injuries.

쟁의행위의 정당성 판단과 권리분쟁

김소영(Kim, Soh - Yeong) 충남대학교 법학연구소 2016 法學硏究 Vol.27 No.2

우리 학설과 판례는 그 동안 노사간에 주장의 불일치로 인하여 발생하는 분쟁을 권리분쟁과 이익분쟁으로 구분하고, 이를 쟁의행위의 정당성 판단과 연계하여 해석해왔다. 이와 관련하여 권리분쟁이 쟁의행위의 대상에 포함되는지 여부, 나아가 권리분쟁을 대상으로 하는 쟁의행위의 목적의 정당성 여부가 학계를 중심으로 논의되어 왔다. 권리분쟁을 대상으로 하는 쟁의행위의 정당성을 부인하는 입장은 1998년 노조법 개정으로 노조법 제2조 5호의 ‘노동쟁의’가 노사간에 근로조건의 「결정」에 관한 주장의 불일치로 인하여 발생한 분쟁상태로 정의되면서 권리분쟁은 노동쟁의에 포함되지 않는다고 주장한다. 그러나 권리분쟁에 대하여 민사소송 등 다른 구제절차가 열려 있다고 해서 권리분쟁을 목적으로 하는 쟁의행위의 정당성을 부인하는 논리는 집단적 노사자치의 원리에 맞지 않는다. 이는 근로조건의 향상을 위하여 단체행동권을 인정한 헌법 제33조 제1항을 부당하게 제한하는 해석론이다. 현실적으로 법원이나 노동위원회에 의한 권리분쟁 해결시스템이 갖추어져 있다고 보기도 어렵다. 따라서 권리분쟁에 관한 사항이 쟁의행위의 목적으로서 정당한가 여부에 관해서는 우리나라의 단체교섭구조와 단체협약제도에 대한 해석론, 노사분쟁해결 시스템의 문제점을 바탕으로 헌법의 노동기본권 보장 취지에 따라 판단해야 한다. In Korea, right of collective action is guaranteed as fundamental labor rights of workers by the Constitution. The Constitution guarantees workers’ three labor rights as follows. Article 33(1) of the Constitution stipulates that “to enhance working conditions, workers shall have the right to independent association, collective bargaining, and collective action.” Fundamental labor rights of the Constitution should be shaped into the promotive institution through labor legislation. Trade Union and Labor Relations Adjustment Act (TULRAA) is to improve the working conditions and to improve the economic and social status of workers by securing the workers’ rights of collective action pursuant to the Constitution. TULRAA is subordinate to the Constitution, and then TULRAA’s lawmaker should enact the provisions about the labor relations and the court should execute the law comply with the guiding philosophy on the Constitution. From the constitutional standpoint, industrial action is constitutionally expected normal phenomenons as a process of exercise of worker’s fundamental right guaranteed by the Constitution. It is undisputed that the right to “act collectively” includes the right to strike. No employer shall claim damages against a trade union or workers in cases where he/she has suffered damages because of industrial action under the TULRAA. Therefore industrial actions must be “justifiable” in order to be protected by the TULRAA, and the Constitution is understood to be predicated on the same requirement. But there is no definition of “justifiability” in the TULRAA except the proviso of Article 37 (1) which says that no industrial action, in its purposes, and processes, shall violate legislations and public order. That is, de novo, industrial action was not allowed by the law. The courts usually look into the objective and the manner of industrial action by strict interpretations owing to the legal forms such as passive statutory immunities, not based on the workers’ fundamental labor right. The standard of “justifiability” can vary according to the objective of the industrial action whether it was justifiable or not. There is some controversy whether rights dispute is justifiable. The Supreme Court has consistently refused such a position as the rights dispute can be an objective of the industrial action, contending that TULRAA permit the trade union to act collectively for interests dispute. Decision of the Supreme Court base on the definition of the term “labor disputes” of the Article 2 (5) of TULRAA which provides that the term “labor disputes” means any controversy or difference arising from disagreement between the trade union and employer or employees association concerning “the determination” of terms and conditions of employment such as wages, working hours, welfare, dismissal, other treatment, etc. But the judiciary should recognize the rights dispute as justifiable objective of industrial action at an affirmative view based on the workers’fundamental labor right. The industrial action of workers should be recognized in a wider level based on the fundamental labor rights of the Constitution, because the civil suits for damages caused by industrial action for large amount are maliciously used as means to fundamentally block the basic right of workers.

산업재해보상보험법상 ‘업무상’의 개념과 인과관계

이달휴(Lee, Dahl Hugh) 한국비교노동법학회 2022 노동법논총 Vol.54 No.-

산업재해에 대하여는 무엇보다도 산업재해를 방지하기 위하여 최선의 노력을 다하는 것이 최고라고 할 수 있다. 그럼에도 불구하고 산업재해가 발생하였을 경우, 산재보험법에 근거하여 산업재해를 당한 근로자에게 재해보상을 하는 것이 필요하다. 즉 산업재해를 당한 근로자는 노동능력의 감소나 상실이 오기 때문에 소득능력이 감소되거나 상실된다. 소득능력의 감소나 상실은 생활의 곤란을 초래하므로 산업재해를 당한 근로자에게 생활보장을 해주어야 한다. 생활보장을 위하여 산재보험법상 산재급여가 피재근로자 또는 유족에게 지급되어야 한다. 그런데 업무상의 재해가 아니면 피재근로자는 산재급여를 받지 못하므로 ‘업무상 재해’이냐에 따라 산재급여의 수급여부가 결정된다. 우리 법원은 ‘업무상’ 재해에 해당하는지 여부의 판단을 위해 상당인과관계를 확립된 기준으로 사용하고 있다. 그런데 이러한 상당인과관계로 업무상을 판단하는 경우 문제가 발생한다. 즉 상당인과관계로 판단할 수 없는 경우임에도 상당인과관계로 판단하는 경우가 이러한 경우 피재근로자가 산재보험법상 산재급여를 받을 수 있는 산재사고임에도 불구하고 산재급여를 지급받지 못하는 경우가 발생한다. 더구나 최근에 이러한 문제의 해결에 있어서 가장 중심적인 산재보험법 규정인 제37조에 대한 증명책임이 문제되었고, 이에 대한 대법원 전원합의체의 판결이 나왔다. 대법원전원합의체 판결을 계기로 산재보험법에서 가장 중요한 제37조의 규정을 분석 정리할 필요가 있어서 이에 대하여 살펴보았다. 구체적으로 보면, 산재보험법 제37조는 ‘업무상의 재해의 인정 기준’을 정하고 있다. 그 규정의 제1항을 보면 ‘근로자가 다음 각 호의 어느 하나에 해당하는 사유로 부상 질병 또는 장해가 발생하거나 사망하면 업무상의 재해로 본다’라고 하고 있기 때문에 이는 부상에 있어서는 업무관련행위를 말하고, 질병에 있어서는 업무관련성을 말한다고 할 수 있다. 단서의 규정은 그러한 업무관련성 중에서 재해가 업무와 관련이 없다고 명백히 인정되는 경우, 즉 업무와 관련성이 없다는 징표가 있어야 한다. 구체적으로 재해와 비업무가 상당인과관계가 있는 경우에는 업무상으로 인정하지 아니한다고 해석되어야 한다. 따라서 단서의 규정은 ‘재해가 비업무와 상당인과관계가 있는 경우에는 그러하지 아니하다’로 규정되어야 한다. 그리고 본 조항에 대한 증명책임은 본문은 근로자가, 단서는 근로자의 반대측이 증명하여야 한다. 단 직업관련질병의 경우에는 직업관련질병이라는 것을 근로자의 반대측이 증명을 부담하고, 그러면 근로자는 기저질환이 업무와 관련하여 악화되었거나 사망하였다는 것을 증명해야 할 책임이 있다고 할 수 있다. 이렇게 해석하여야 제37조의 규정과 조화를 이룰 수 있다고 생각한다. As for industrial accidents, above all else, it is best to do your best to prevent industrial accidents. Nevertheless, in the event of an industrial accident, it is necessary to compensate workers who suffered industrial accidents under the Workers’ Compensation Act. In other words, workers who have suffered industrial accidents are reduced or lost their income capacity because of the decrease or loss of labor capacity. Decrease or loss of income capacity causes difficulties in life, so life security should be provided to workers in industrial accidents. In order to ensure living, industrial accident benefits must be paid to the employee or bereaved family under the Workers’ Compensation Act. However, since the employee does not receive industrial accident benefits unless it is a occupational accident, the result of receiving or not receiving industrial accident benefits depends on whether it is a “occupational accident.” Our Supreme Court judges occupational judgment as a proximate causal relationship. However, problems arise when “occupational” is judged by such a proximate causal relationship. In other words, even though it cannot be judged as a proximate causal relationship, there are cases where it is judged as a prosimate causal relationship. In this case, there are cases where the employee is not paid industrial accident benefits even though it is an industrial accident that can receive industrial accident benefits under the Workers’ Compensation Act. Moreover, recently, the burden of proof for Article 37, the most central regulation of the Workers’ Compensation Act, has become a problem in solving these problems, and the Supreme Court"s en banc ruling has been made. With the Supreme Court"s en banc decision, it was necessary to analyze and organize the provisions of Article 37, which is the most important part of the Workers’ Compensation Act, so this was examined. If you look at it in detail, the burden of proof for this provision should be proved by the worker in the text and the worker"s opposite side in the clue. However, in the case of occupational diseases, the opposite side of the worker bears the burden of proving that it is an occupational disease, and the worker is responsible for proving that the underlying disease has worsened or died in relation to work. I think this interpretation can be harmonized with the provisions of Article 37.

특수형태근로종사자 특례 제도의 개선 방안

조성민,조성혜 동국대학교 비교법문화연구소 2020 比較法硏究 Vol.20 No.2

As global trade competition accelerates around the world and the fourth industrial revolution begins with the development of ICT, companies are changing their workforce structure and diversifying forms of work and employment to generate the best profits at the minimum cost. Special employment is also one of the changing forms of work. Special employment workers who are not personally, but economically subordinate to the employer, are not recognized as employees under the Labor Standards Act even though they provide work similarly to employees. They could not be protected by the employment law or by the Industrial Accident Compensation Insurance Act(IACA) if they are not recognized as employees under the Labor Standards Act. In order to solve this problem of special employment, provision of “special-type worker” has been introduced in Article 125 of IACA since July 1, 2008. The term “special-type worker” under Article 125 of IACA means a person engaged in a job without using others (non-substitution of work) mainly when he/she provides work necessary for the operation of one business on a regular basis (subordination to a specific employer) and belongs to the 13 jobs prescribed by Article 125 of the Enforcement Decree of IACA. However the majority of special employment workers are still not protected from industrial accidents. The problem is that with the recent increase of platform workers who provide work through digital platforms, it has become difficult to meet the requirements for subordination to certain employers in the special provision of IACA. Because platform workers have no choice but to work for multiple employers on the platform, they cannot meet the requirements for subordination to a certain employer. In addition, the restriction on application to 13 jobs also exposes inherent limitations in that it cannot cover all the special employment workers. Besides, only a small number of special employment workers are actually protected by IACA because they apply for exclusion of this act in accordance with the regulations. Under this background, this paper describes the current status of special employment workers in the blind spot of industrial accidents, and then reviews the main contents and problems of special system of special type workers under the IACA and the Industrial Safety and Health Act. Based on this, we would like to present legal protection measures for special employment workers. 전 세계적으로 글로벌 무역 경쟁이 가속화되고 ICT의 발달로 제4차 산업혁명이 시작되면서 기업은 최소의 비용으로 최고의 이윤을 창출하기 위하여 인력구조를 바꾸고 근로 및 고용의 형태를 다각화하고 있다. 특수고용직도 이러한 흐름에 따라 등장한 새로운 노동형태 중 하나이다. 특수고용직종사자들은 근로·고용계약이 아닌 도급이나 위임의 형태로 계약을 체결하여 인적으로 종속되어 있지 않지만, 경제적으로 종속되어 있어 근로자와 유사하게 근로를 제공함에도 불구하고 근로기준법상 근로자로 인정받지 못하여 노동법의 보호를 받지 못한다. 근로자로 인정받지 못하면 노동법의 보호를 받지 못할 뿐만 아니라 근로자를 보호 대상으로 하는 사회보험의 적용도 받지 못한다. 그 중 산업재해의 위험은 특수고용직이 직면한 가장 심각한 문제라고 할 수 있다. 이렇게 사회적 보호가 필요한 특수고용직을 산업재해로부터 보호하기 위하여 2008년 7월 1일부터 산업재해보상보험법 제125조에 특수형태근로종사자에 대한 특례 규정이 신설되어 시행되고 있으나, 여전히 절대 다수의 특수고용직은 산업재해로부터 보호를 받지 못하고 있다. 산재보험법 제125조에 의한 특수형태근로종사자란 ⅰ) 주로 하나의 사업에 그 운영에 필요한 노무를 상시적으로 제공하고 보수를 받아 생활하고(특정 사업주에의 전속성), ⅱ) 노무를 제공할 때 타인을 사용하지 않으면서(업무의 비대체성), ⅲ) 대통령령으로 정하는 직종에 종사하는 자를 말한다. 대통령령(제125조)으로 정하는 직종은 현재 총 13개 직종에 불과하다. 문제는 최근 디지털플랫폼을 통해 노무를 제공하는 플랫폼노동종사자가 증가함에 따라 산재보험법상 특수형태근로종사자에 대한 특례 규정에서 특정 사업주에의 전속성 요건을 갖추기가 어렵게 되었다는 것이다. 플랫폼노동종사자의 경우 플랫폼의 복수 사업주를 위하여 업무를 수행하는 경우가 대부분이기 때문에 대통령령에서 정하는 특수형태근로종사자에 해당하는 13개 업종 종사자라고 할지라도 사업주에의 전속성 요건을 충족하지 못해 산재보험의 적용을 받지 못하게 된다. 또한 13개 직종으로의 적용 제한도 갈수록 늘어나는 특수고용직종사자를 포섭할 수 없다는 점에서 내재적 한계를 노출하고 있다. 게다가 산재보험의 적용을 받는 특수형태근로종사자라 할지라도 적용 제외 신청을 할 수 있기 때문에 실질적으로 특례를 적용받는 사람은 소수에 불과하다. 이러한 배경 하에 본 논문은 산업재해의 사각지대에 놓인 특수고용직종사자의 현황과 실태를 기술한 후, 산재보험법과 산업안전보건법상 특수형태근로종사자 특례제도의 주요내용 및 문제점을 검토한다. 이를 바탕으로 특수고용직종사자에 대한 법적 보호 방안을 제시하고자 한다.

노동자의 산업보건정보에 대한 알 권리의 비교법적 고찰

정진우 한국산업보건학회 2022 한국산업보건학회지 Vol.32 No.2

Objectives: By comparing and examining how important issues concerning industrial health information for workers are viewed in other advanced countries, it is intended to ascertain problems in the approach found in Korean legislation and obtain legal and policy implications. Methods: The results of a survey were introduced and analyzed through a comparative method for each case after investigating in detail what and how important issues surrounding workers' right to know industrial health information are reflected in the legislation of Germany, the U.S., the U.K., and Japan. Based on the results of this comparative analysis, theoretical and policy implications and legal policy improvement tasks were drawn to strengthen workers' right to industrial health information for each case in Korea. Results: For access to industrial health information, most of the other advanced countries clearly stipulate aright to access for current and past workers and/or their representatives. As a result, workers or their representatives do not need to use the Information Disclosure Act to access exposure records, and there is no debate over the Information Disclosure Act. In other words, industrial health information is focused on ensuring free access to workers or their representatives and is not interested in reporting it to the government. Conclusions: In order to strengthen workers' right to know about industrial health, it is most important to address the legal issues related to this right, which is considered insufficient by comparative law. This should start with a concrete and effective definition of what and how to guarantee workers' rights to industrial health, such as the right to freely access industrial health information, including for retired workers and bereaved families of deceased workers.

한국 일부지역의 이주근로자의 근로조건과 산업재해실태 조사

최재욱,김정아,김해준,박종태 大韓産業醫學會 1999 대한직업환경의학회지 Vol.11 No.1

This study was conducted to evaluate and to recognize the status and the problems of working conditions, and industrial accidents for migrant workers in a group of 342 who lives in Ansan area, Kyunggi province. By the questionnaire written by 5 languages(English, Bangladesh, Indonesian, Chinese and Korean), the informations of socio-demographic factors, occupational conditions of engaged company and general & occupational health status were obtained from June, 1st to July 30th, 1998. We used the ANOVA to examine differences of working hours, days and average monthly wages between overseas industrial trainee and illegal migrant workers, and by using logistic regression, odds ratio of general risk factors for industrial accidents in migrant workers were calculated. The results obtained were as follows: 1. The major distribution of nationals were from Philippine, Indonesia, Bangladesh and China(92.1%), and the most of subjects were man(78.9%) and over high school graduate(81.9%). 2. Most migrant workers worked at small scale companies under 50 employees, and engaged in dye·textile·clothing·leather industry. The average working hours were 59.9 hours per week in overseas industrial trainee, 64.9 hours in illegal migrant worker respectively. 3. Trainees have transferred to another company for 1.89 times, and workers who have changed qualification from trainee to illegal status were 3.09 time, and illegal workers moved 2.36 times. The major portion of reason to move to another company were low salary and overdue salary. 4. Trainees, workers who have changed position from trainee to illegal status, and illegal workers knows 62.27%, 42.31%, and 20.45% in each about legal documentation for foreign industrial trainees in Korea "Regulations for protecting and managing of foreign industrial trainees in Korea " published on March 1995. Additionally, trainees and illegal workers have experienced medical examination by 52.3% and 18.2% respectively. 5. Industrial accident condition from Jun. 1st, 1997 to Dec. 31th, 1997 were as follows : in case of frequent rate, trainees and illegal workers were 30.04, 23.78 each, and 8.6%, 7.4% for industrial accident rate respectively. 6. The most common causes and types of industrial accident were inappropriate motions of body and abrasion, and body sites most vulnerable to injury were the hands and fingers. The results suggest that working status and industrial accidents of migrant workers are very poor in Korea. Therefore, occupational safety and health policy aimed at migrant workers are needed to protect the migrant workers.

산재보상법리의 변천

김교숙 한국노동법학회 2003 노동법학 Vol.0 No.16

1. Industrial accidents refer to the employees' injury which results from the labor-relations between employers and employees in the capitalistic society. As all the industries contain the danger of the injury substantially, the worker cannot avoid it Industrial accidents are social phenomena which inevitably occur due to the labor-relations of the capitalistic economic system regardless of the will or conduct of the individual workers. Therefore, the industrial accident should be regarded as the infringement of the injuried worker and his family's right to live. The industrial accident also menaces worker's life, right to live. The industrial accident also menaces worker's life, physical and mental health and his family's living in the modern capitalistic society. From this viewpoint, the industrial accident compensation system should be established as the ex post facto remedy system. 2. As this compensation system is no more than the reflection of the legal principles of this industrial accident compensation system. this thesis deals with the legal principles of the industrial accident compensation under the recognition that the legal principles of the industrial accident compensation should be correctly understood before the full comprehension of the industrial accident compensation system. Firstly, this thesis takes into consideration the processes of the formation and development of the legal principles of the industrial accident compensation system. Generally speaking, the legal principles of the industrial accident compensation have been changed from ① the employer's liability of compensation to the worker's damage according to the common law; to ② the employer's liability of compensation to the injured worker only according to the labor law; to ③ groups of all industrial employer's full responsibility for living for the injured worker and his/her family members according to the social security law. 3. This thesis consists of as follows. 1) As the theories of the industrial accident compensation, ① civil legal theories, ② labor-relation theories and ③ theories for guaranteeing the worker's living have been reviewed and analyzed; 2) The nature of the labor-relations of the industrial accident compensation makes distinction between industrial accident compensation system and other social insurance systems In this context, the legal principles dealing with whether the worker under question was working or not (on duty or not) at the time of the industrial accident were systematically reviewed. 4. Based on the legal principles of the industrial accident compensation mentioned above, this thesis takes into consideration some possible measures for the improvement of the Industrial Accident Compensation And Insurance Law in the future.

산업기술인력 임금 분석

김영민,정원석 한국경제연구학회 2022 한국경제연구 Vol.40 No.4

We analyze the technical industrial workers, working in the manufacturing industry, wage levels and trends using micro-level data. We find that the technical industrial workers earn a higher income than non-tech workers in the 12 primary industries. By education level, in the below college degree group, technical industrial workers’ income level is lower than non-technical workers. However, in the graduate school degree group, technical industrial workers’ income is higher than non-technical workers. That implies that the demand for highly skilled workers is higher than the supply because of technological developments and digital transformations. This thesis suggests that it is necessary to strengthen industrial worker policy to increase the supply of highly skilled workers. 본 논문은 임금방정식을 활용하여 산업생산에 직접적으로 관여하는 산업기술인력의 임금을 미시데이터를 이용하여 분석한 결과를 제시한다. 분석 결과 12대 주력산업은 산업기술인력이 비산업기술인력보다 시간당임금이 높지만, 양자 간 시간당임금 격차는 감소하는 추이를 보였다. 반면 기타제조업은 산업기술인력의 시간당임금이 비산업기술인력보다 낮고 양자 간 임금 격차도 큰 변화가 없었다. 학력별로는 석·박사 산업기술인력 시간당임금은 비산업기술인력보다 높고 양자 간 임금 격차도 일정 수준 유지되고 있지만, 이를 제외한 학력에서는 산업기술인력과 비산업기술인력의 시간당임금 수준은 비슷하거나 혹은 낮고, 임금 격차도 일정 수준 유지되는 것으로 나타났다. 이는 디지털전환에 따른 산업구조 고도화와 신산업의 출현 등으로 산업기술인력 수요가 산업 및 학력별로 상이하다는 것을 시사한다. 그러므로 산업인력정책 수립 시 이에 대한 고려가 필요하다.

해외파견근로자의 산재보험 적용

이영배(Lee, Yeong-bae) 한국비교노동법학회 2013 노동법논총 Vol.29 No.-

In Korea, industrial accident compensation insurance act applies the territorial principle and overseas dispatched workers are applied not compulsory but arbitrary. Because these days overseas advance of domestic workers is brisk, a need to apply insurance for industrial injury on work-related accidents is growing. Especially on construction industry, though the total value of orders is growing rapidly, enjoying renaissance, only 3.5% of workers are applied to insurance for industrial injury. In other words, preparation for industrial injury on construction workers is very insufficient. The present, in case of overseas business trip, industrial accident compensation insurance is applied of course. However, in case of overseas dispatch, workers join it volitionally by approval of Workers’ Compensation and Welfare Service. So overseas dispatched workers are frequently embroiled in a legal dispute if they didn"t join it. So when we divide conception of overseas business trip and overseas dispatch, we need to interpret range of overseas business trip more widely. In addition, the join system of industrial accident compensation insurance for overseas dispatched workers should be changed from arbitrary registration of today to obligatory registration. Otherwise like workers in special form employment, rule is obligatory application but if they already joined foreign nation insurance or overseas compensation insurance for workers’ injury, they can ask for exemption of application. Then the benefits of the social security for overseas dispatched workers would be expanded.