공기업의 근로자이사 관련 법제에 대한 검토

문준우 한국경제법학회 2022 경제법연구 Vol.21 No.2

1. According to the article 2, paragraph 2 of the Public Institutions Operation Act, in cases where there are other matters related to the moving of workers, public enterprise is subject to the Public Institution Operation Act, not the public enterprise-related laws. 2. Part-time workers and fixed-term workers who meet the requirements of the Public Institutions Operation Act and the Enforcement Decree of the same Act may be appointed as worker directors. Dispatched workers will not be able to be appointed as workers’ directors because they are ‘not workers belonging to the relevant institution’. Even an ‘worker on leave of absence’ may be appointed as a worker’s director. However, since they are ‘affiliated with the relevant institution’, a retired worker cannot be appointed as a worker director even if he/she has been in office for more than three years. 3. Since a worker director is a worker engaged in regular work, worker directors in the Public Institutions Management Act should be defined as ‘standing directors’. On the other hand, in the Public Institution Operation Act, if a worker director is to be listed as a non-standing director, it would be necessary to prevent an worker appointed as a worker director from engaging in regular work at the relevant institution. In this case, it would be better to pay more than the worker's wages to the worker directors who are unable to engage in regular work, since they may not receive wages. There is no provision for remuneration standards for non-standing directors of public enterprises in the Public Institutions Management Act. This seems to be because the worker directors are non-standing directors, and these worker directors can receive wages while continuing to provide work. Therefore, it would be good to establish new remuneration standards for non-standing directors in article 33(1) of the Public Institutions Management Act. 4. Although a worker director can satisfy most of the requirements of article 19, paragraph 1 and article 11, paragraph 2 of the Enforcement Decree of the Public Institutions Operation Act, as a worker director is a worker, the worker is considered a ‘neutral’ in article 19 paragraph 1 of the Enforcement Decree of the Public Institutions Operation Act. It will not be able to meet the requirements of ‘people’. Therefore, a worker director should not be a senior non-standing director. 5. Considering the contents and purpose of article 29(2) and (3) of the Public Institutions Management Act, since workers are not included in the ‘non-standing directors’ in the proviso to article 29(3) of the Public Institutions Management Act, a worker director does not become a member. 6. Since a worker director is both a worker and a director, he/she cannot be a ‘worker’s member’ who represents the worker and an ‘employer’s member’ who represents the employer. Since a worker director is both a worker and a director, he/she cannot be a ‘grievance committee’ representing labor and management. Since a worker director is both a worker and a director, he cannot be a ‘worker’s member’ representing workers and an ‘worker’s member’ representing the employer in the economic, social and labor committee. Since a worker director is both a worker and a director, he/she cannot serve as a ‘worker’s member’ representing the worker or ‘employer’s member’ representing the employer in the labor relations committee. 7. A worker director may be ‘a person who acts for the employer with respect to matters pertaining to the workers of the business’, or may be a ‘person who always acts on behalf of the employer’s interests’. If the participation of an employer or a person who always acts on behalf of his or her interests is allowed, it is not considered a labor union. 8. Since all directors, including worker directors, have the authority as directors according to the Act and the Commercial Act, etc., art... 다음은 이 논문의 법적 쟁점들을 요약한 것이다. 1. 공공기관운영법 제2조 제2항에 따르면, 근로자이사 관련 다른 내용이 있는 경우에, 공기업은 공기업 관련 법률이 아니라, 공공기관운영법의 적용을 받는다. 2. 공공기관운영법과 동법 시행령 등의 요건을 갖춘 단시간근로자와 기간제근로자가 근로자이사로 선임될 수 있다. 파견근로자가 ‘해당 기관 소속 근로자가 아니므로’, 근로자이사로 선임될 수 없을 것이다. 그러나 퇴직한 근로자는 ‘해당 기관 소속’ 근로자가 아니므로, 3년 이상 재직하였더라도 근로자이사로 선임될 수 없다. 3. 근로자이사는 상시적인 업무에 종사하는 근로자이므로, 공공기관운영법에 있는 근로자이사를 ‘상임이사’라고 규정하여야 될 것이다. 한편, 공공기관운영법에서, 근로자이사를 비상임이사로 기재하려면, 근로자이사로 선임된 근로자가 해당 기관에서 상시적인 업무에 종사하지 못하도록 하여야 될 것이다. 위와 같이 되면, 상시적인 업무에 종사하지 못하는 근로자이사가 임금을 받지 못할 수 있으므로, 이러한 근로자이사에게 근로자 임금 이상의 보수를 지급하는 것이 좋을 것이다. 공공기관운영법에 공기업의 비상임이사의 보수기준에 대한 규정이 없다. 이는 근로자이사가 비상임이사이고, 이러한 근로자이사가 근로를 계속 제공하면서 임금을 받을 수 있기 때문인 것으로 보인다. 따라서 공공기관운영법 제33조 제1항에 비상임이사의 보수기준을 신설하는 것이 좋을 것이다. 4. 근로자이사가 공공기관운영법 시행령 제19조 제1항과 제11조 제2항의 요건 대부분을 충족시킬 수 있지만, 근로자이사가 근로자이므로, 근로자는 공공기관운영법 시행령 제19조 제1항에서의 ‘중립적인 사람’의 요건을 충족시킬 수 없을 것이다. 따라서 근로자이사를 선임비상임이사로 하면 안 될 것이다. 5. 공공기관운영법 제29조 제2항과 제3항의 내용과 그 취지를 살펴볼 때, 공공기관운영법 제29조 제3항 단서에 있는 ‘비상임이사’에 근로자가 포함되지 않으므로, 근로자이사가 위원이 되지 않을 것이다. 생각건대 “노동이사는 법 제29조 제3항 본문에 따라 임원추천위원회의 위원이 될 수 없다.”를 행정규칙인 공기업ㆍ준정부기관의 경영에 관한 지침에 규정하는 것이 아니라, 공공기관운영법에 규정하는 것이 법적으로 더 명확하고, 안정될 수 있을 것이다. 6. 근로자이사는 근로자이면서, 동시에 이사이므로 근로자를 대표하는 ‘근로자위원’과 사용자를 대표하는 ‘사용자위원’을 할 수 없다. 근로자이사는 근로자이면서, 동시에 이사이므로 노사를 대표하는 ‘고충처리위원’이 될 수 없다. 근로자이사는 근로자이면서, 동시에 이사이므로 경제사회노동위원회에서, 근로자를 대표하는 ‘근로자위원’과 사용자를 대표하는 ‘사용자위원’이 될 수 없다. 근로자이사는 근로자이면서, 동시에 이사이므로 노동위원회에서, 근로자를 대표하는 ‘근로자위원’과 사용자를 대표하는 ‘사용자위원’을 할 수 없다. 7. 근로자이사가 '그 사업의 근로자에 관한 사항에 대하여 사업주를 위하여 행동하는 자'가 될 수 있고, 또는 ‘항상 사용자의 이익을 대표하여 행동하는 자’가 될 수 있다. 사용자 또는 항상 그의 이익을 대표하여 행동하는 자의 참가를 허용하는 경우에는 노동조합으로 보지 아니한다(노동조합법 제2조 제4호 단서 가목 참조). 8. 공기업ㆍ준정부기관의 경영...

공공도서관장의 리더십 역량수준 측정에 관한 연구

오지은,정동열 한국문헌정보학회 2016 한국문헌정보학회지 Vol.50 No.4

The purpose of this study was to measure Korean public library directors’ current levels of the competency components which were suggested in a leadership competency model and to analyze the effects of several variables on the competency components. Survey to total librarians and directors of public libraries which are affiliated to Seoul Metropolitan Government and statistical hypothesis testing like t-testing and one-way ANOVA were used for this study. As a result, the current levels of 19 competency components of Korean public library directors and the effects of seven variables; sex, major, librarian certification, academic ability, years worked (as a librarian, as a public library librarian, as a public library director, as a librarian at a present library), the size of a library and measuring group were presented and analyzed, which can be used as the criteria for improvement of the leadership competencies of Korean public library directors. 본 연구는 연구자가 기 개발한 성공적인 공공도서관 운영을 위한 공공도서관장의 리더십 역량모델을 이용하여 공공도서관장의 리더십 역량요소의 현재 수준을 측정하고, 다양한 변인이 각 리더십 역량요소에 미치는 영향을 분석하는 것을 목적으로 하였다. 본 연구를 위해 설문조사, 가설 검증을 위한 t-검증과 일원배치분산분석 등의 통계적 연구방법을 사용하였다. 본 연구의 결과로 국내 공공도서관장 리더십 역량모델을 구성하는 19개 요소에 대한 현재의 수준을 측정하여 제시한 후 일곱 가지 변인이 리더십 역량수준에 미치는 효과를 분석하여 제시하였고, 이는 향후 공공도서관장 리더십 역량개발 및 강화를 위한 근거로 활용될 수 있다.

노동이사제의 의의와 쟁점

최홍엽 한국비교노동법학회 2022 노동법논총 Vol.56 No.-

Some argue that the labor-director system violates property rights because it restricts shareholders' right to appoint directors, but it is reasonable to recognize public/private companies as public bowl in relation to employees and various stakeholders, not just body to promote shareholders' interests. Workers should be able to participate in the composition of the board of directors because they are members who have worked for the company for a long time and are directly or indirectly affected by the performance of the company. There are also problems that it is difficult for consumers, creditors, and partner companies, which are other stakeholders, to keep the business secrets of the company. In this article, in addition to the form of employee director that has been mainly introduced by public institutions so far, the employees-recommened director system was also viewed as one of the labor directors. This is because if a majority of unions or many employees can participate in the appointment of directors, even if they are not employees, they can meet the purpose of labor directors and utilize the expertise and independence of emplyees recommended directors. For private enterprises that have not introduced the labor director as a system, it is necessary to prepare the legal basis for labor directors. Regarding the specific issues of labor directors, it was considered correct to allow labor directors to play an active role by recognizing the right of the independent agenda, but it was necessary to follow the usual proposal procedure. In addition, it is reasonable for the current ordinance to require withdrawal of ‘qualifications as union membership’ because it does not fit to employer concept. Furthermore, this paper also introduced the extent of target institution to labor director and expressed its opinion to the issues of disclosure of information and confidentiality of labor directors, the term of labor directors, remuneration and activities guarantees, and the expansion of labor directors of public institutions and private companies. In the main body, the significance of labor directors was seen to be in realizing employee participation in management and industrial democracy by enhancing management transparency. In order to expand management participation or realize industrial democracy, as well as to achieve the original purpose of public institutions and private companies, the labor director system is expected to play important roles. Progressive activities of labor directors who have started working in various public enterprises and government agencies are needed, and for this, understanding and cooperation between labor and management are also essential. 최근 들어 노동이사제가 공공부문에서 제도화되고, 일부 민간기업에서도 노동이사제가 시행됨으로써 근로자 참여의 새 지평이 열렸다. 2022년 8월 4일부터 시행된 ‘공공기관의 운영에 관한 법률’에 따르면 일정한 규모의 중앙부처 산하의 공기업과 준정부기관도 1인 이상의 비상임이사를 근로자 가운데에서 임명해야 한다. 그동안 서울특별시 등 지방자치단체 산하의 공공기관에 머무르던 노동이사제가 공공기관 일반으로 확장되고 있다. 노동이사제가 주주의 이사선임권을 제한한다는 이유로 재산권을 침해한다는 주장도 있으나, 기업을 단지 주주의 이익만을 도모하는 대상으로 인식하지 않고 근로자를 비롯한 다양한 이해관계자들과 관련 속에서 公私기업을 사회 공기(公器)로 파악하는 것이 타당하다. 근로자들은 그 기업에서 오랫동안 근무하면서 자아실현을 하려는 그 구성원이며, 기업의 성과에 따라 직간접으로 영향을 받으므로, 이사회의 구성에 참여할 수 있도록 해야 한다. 다른 이해관계자인 소비자, 채권자 및 협력회사 등은 기업의 영업비밀을 지키기 어려운 문제도 있다. 이 글에서는 지금까지 공공기관을 위주로 도입이 되어온 근로자이사 형태 이외에도 근로자추천이사제 역시 노동이사의 하나로 보았다. 근로자가 아니더라도 과반수노조나 근로자 다수가 이사의 선임에 참여할 수 있다면 노동이사의 취지에 부합할 수 있으며 근로자추천이사의 전문성과 독립성을 활용할 수 있기 때문이다. 노동이사제가 제도로서 도입되지 않은 私기업에 대해서도 근로자이사와 근로자추천이사를 임명할 수 있도록 법적 근거가 필요하며, 그를 위한 연구와 실태조사가 필요하다. 노동이사의 본질과 함께 근로자이사와 근로자추천이사의 성격에 대한 분석이 중요하다. 근로자이사는 원래 근로자 신분이지만, 근로자추천이사는 회사와의 관계가 위임관계이므로(상법 제382조 제2항) 사외이사(또는 비상임이사) 신분이라는 데에서 출발할 필요가 있다. 노동이사의 구체적인 쟁점과 관련해서는 독자적 안건부의권 인정 여부 이외에도 근로자이사의 적용대상기관, 노동이사의 정보공개의 요구와 비밀유지의무, 노동이사의 임기, 보수 및 활동보장, 그리고 공공기관과 사기업의 노동이사 확대가 실무상 또한 이론상 문제가 되었는데, 이에 대해서도 검토하고 사견을 피력했다. 본론에서는 노동이사의 의의를 ‘경영투명성의 제고’를 통해 경영참가와 산업민주주의를 실현해 나가는 데에 있다고 보았다. 이제까지의 노동이사의 활동을 통해 이사회의 투명성과 민주성이 제고되었다는 최근의 조사결과도 있다.

공공기관 노동이사제 도입사와 발전방향

이은미(Eunme Lee),신일항(Ilhang Shin) 한국경영사학회 2024 經營史學 Vol.109 No.-

공공기관의 지배구조는 내외부 지배구조가 다층적으로 기관의 자율성 및 책임성 확보가 절실히 요구되고 있다. 공공기관의 노동이사제 도입으로 기관의 최고의사결정기구인이사회에 근로자가 참가하여 경영에 참여하는 것으로 지배구조에 변화를 가져오게 된다. 공공기관 노동이사의 운영사례를 살펴본 결과 상당수의 노동이사는 근로자의 대표의역할에 한정된 경향을 보여 근로조건, 임금 등 기존 노동조합 등에서 제기되는 문제해결을 중요하게 고려하는 것으로 나타났다. 이러한 사례들은 기존의 공공기관 이사회의 문제점이라고 지적되어온 낮은 독립성, 자율성 및 책임성 저하에 대하여 비상임이사로서의 노동이사의 역할이 미치는 역할이 미미할 수 있다는 것을 보여준다. 향후 노동이사 선임 및운영 시에 단지 근로자의 대표로 참여하는 것이 아니라 이사회의 비상임이사로의 역할에더 많은 비중을 가질 수 있도록 노동이사 추천 과정에서 전문성에 대한 평가, 기관의 경영 전반에 관한 다양한 이슈에 대한 정보교류 및 관련 교육 등으로 전문성을 높일 필요가있다는 점을 시사한다. 그리고 노동이사뿐만 아니라 이사회 구성원인 경영진과 이사들의책임성을 확보하는 방안을 마련하여 이사회 품질을 높이는 것이 필요하다. 동 연구는 노동이사제 도입의 초기 단계에서 실제 도입과 운영에 따라 공공기관 유형별로 사례를 살펴보고 문제점을 도출하여 개선하는 방안에 대해 고찰하였다는 점에서 학문적 공헌점이 있다. 또한, 실제 노동이사제의 도입 성과는 각 기관의 내부 지배구조인이사회의 역할 특히 전문성을 확보한 비상임이사의 역할의 중요성에 대해 환기했다는 점에서 실무적인 공헌점이 있다. The governance of public institutions involves multi-layered internal and external mechanisms, calling for an urgent need to ensure institutional autonomy and accountability. The introduction of the labor director system in public institutions represents a shift in governance dynamics, enabling employee participation in management through representation on the board of directors, the institution’s highest decision-making body. An examination of implementation cases of labor directors in public institutions reveals a tendency for many labor directors to primarily fulfill their role as representatives of workers, focusing on addressing issues raised by existing labor unions, such as working conditions and wages. These instances highlight that the role of labor directors as non-executive directors may currently have limited impact on resolving concerns regarding the perceived deficiencies in independence, autonomy, and accountability within existing public sector boards. Consequently, the findings underscore the necessity to enhance the professionalism of labor directors by evaluating their expertise during the selection process, facilitating information exchange on various management?related matters, and providing relevant training to empower them to effectively fulfill their roles as non-executive directors. Additionally, measures to ensure accountability, not only for labor directors but also for management and directors, are imperative to enhance the overall quality of the board of directors. This study aims to analyze early-stage cases of the labor director system across different types of public institutions, identify pertinent challenges, and propose recommendations for enhancing the labor director system. From a practical standpoint, the research underscores the significance of the board of directors, emphasizing the internal governance structures of each institution, particularly the role of non-executive directors with expertise.

株主들간 契約의 內容과 效力에 관한 硏究 - 英·美를 중심으로 우리나라와 比較法的 觀點에서 -

진홍기 한국상사법학회 2008 商事法硏究 Vol.26 No.4

Recently Korean Companies have expanded their size and capacity by mergers and acquisitions as well as establishing the joint venture companies internally and externally. Henceforth, for a buyer to acquire the target company, a buyout fund should be made available. In regards to this issue, currently through the application of Act on Business of Operating Indirect Investment and Assets to the legal market, this sort of buyout fund solemnly created for assisting acquisition of a company, which belongs to an area of Private Equity Fund system, can be established. This fund contributes towards the acquisition as a strategic investor. They invariably enter into shareholders’ agreement in order for them to allocate powers for their interests and for the minority party to take assurance that their rights be protected as investors. Shareholders’ agreement functions as a tool which modifies and varies the article of association or the bylaw, because the company law and the article of association may not cover all the terms and the conditions which the shareholders wish to provide and they need to make arrangement inter se to protect their close enterprise-relationship from the intervention of outsiders. Even though voting trusts, irrevocable proxies, and management agreement function as the vehicle to amend the articles of associations but are distinctly different from the shareholders’ agreement. Shareholders’ agreement takes a variety of forms and contents, such as rights and duties of participants, transfer of shares, the composition of the board, increase of the capital, the exercise of corporate power to borrow, and the right of a shareholder to be bought, which may differ according to the shareholders’ objective of controlling and cooperation between them. In this thesis, in light of a comparative study on Anglo-American law with Korean Law in regards to the forms and contents of the shareholders’ agreement, I managed to investigate the concept and the validity of the specific provision in the shareholders’ agreement, in other words, the various terms and conditions restricting on the capacity of the boards of directors and obliging not only the company to act in terms of capital, management, but also the shareholders’ right to vote for directors. The validity of the shareholders’ agreement between the shareholders and the company who is not a party to the agreement may be argued that it has no effect on the company due to privity of knowledge. However, the shareholders’ agreement not only binds them but also invites the contentious argument about the validity of specific provision. In general, shareholders’ agreements are not sustained by the courts when the contracts were inspired by fraud that a public policy requires that it be given no effect. When the agreements are concerned about the legal capacity of directors, because of a conflict with the principle that the corporate directors are obligated with fiduciary duties toward the corporation, the courts would be content to declare its invalidity. In addition, on the basis that the holders of the majority of the shares of stock in a corporation may control its management and any agreement purporting to. Furthermore, the agreements entered into with a view for modification or fettering the article of association in relation to transfer of shares, fiduciary duties of directors, or to create a sterilized boards of directors, are struck down by the courts. Commentator opines that in the company law there are the facilitative and the mandatory provisions, such as public offerings of securities. The dual character of the company law is undoubtedly highly debatable over the proper construction and application of the shareholders’ agreement toward a recommendable and acceptable resolution. The regulatory rules in the company law are the public policy such as investor protection, and reduction of uncertainty. Furthermore, it is needed for the c... Recently Korean Companies have expanded their size and capacity by mergers and acquisitions as well as establishing the joint venture companies internally and externally. Henceforth, for a buyer to acquire the target company, a buyout fund should be made available. In regards to this issue, currently through the application of Act on Business of Operating Indirect Investment and Assets to the legal market, this sort of buyout fund solemnly created for assisting acquisition of a company, which belongs to an area of Private Equity Fund system, can be established. This fund contributes towards the acquisition as a strategic investor. They invariably enter into shareholders’ agreement in order for them to allocate powers for their interests and for the minority party to take assurance that their rights be protected as investors. Shareholders’ agreement functions as a tool which modifies and varies the article of association or the bylaw, because the company law and the article of association may not cover all the terms and the conditions which the shareholders wish to provide and they need to make arrangement inter se to protect their close enterprise-relationship from the intervention of outsiders. Even though voting trusts, irrevocable proxies, and management agreement function as the vehicle to amend the articles of associations but are distinctly different from the shareholders’ agreement. Shareholders’ agreement takes a variety of forms and contents, such as rights and duties of participants, transfer of shares, the composition of the board, increase of the capital, the exercise of corporate power to borrow, and the right of a shareholder to be bought, which may differ according to the shareholders’ objective of controlling and cooperation between them. In this thesis, in light of a comparative study on Anglo-American law with Korean Law in regards to the forms and contents of the shareholders’ agreement, I managed to investigate the concept and the validity of the specific provision in the shareholders’ agreement, in other words, the various terms and conditions restricting on the capacity of the boards of directors and obliging not only the company to act in terms of capital, management, but also the shareholders’ right to vote for directors. The validity of the shareholders’ agreement between the shareholders and the company who is not a party to the agreement may be argued that it has no effect on the company due to privity of knowledge. However, the shareholders’ agreement not only binds them but also invites the contentious argument about the validity of specific provision. In general, shareholders’ agreements are not sustained by the courts when the contracts were inspired by fraud that a public policy requires that it be given no effect. When the agreements are concerned about the legal capacity of directors, because of a conflict with the principle that the corporate directors are obligated with fiduciary duties toward the corporation, the courts would be content to declare its invalidity. In addition, on the basis that the holders of the majority of the shares of stock in a corporation may control its management and any agreement purporting to. Furthermore, the agreements entered into with a view for modification or fettering the article of association in relation to transfer of shares, fiduciary duties of directors, or to create a sterilized boards of directors, are struck down by the courts. Commentator opines that in the company law there are the facilitative and the mandatory provisions, such as public offerings of securities. The dual character of the company law is undoubtedly highly debatable over the proper construction and application of the shareholders’ agreement toward a recommendable and acceptable resolution. The regulatory rules in the company law are the public policy such as investor protection, and reduction of uncertainty. Furthermore, it is needed for the court to...

공공도서관장의 리더십 역량모델 개발에 관한 연구

오지은,정동열 한국문헌정보학회 2016 한국문헌정보학회지 Vol.50 No.3

The purpose of this study was to develop a leadership competency model for Korean public library directors which could help the progress of public libraries. Complex methods like contents analysis of precedent studies, FGI with high performers, survey to librarians and directors of public libraries which were affiliated to Seoul Metropolitan Government and validation by specialists were used for this study. As a result, a leadership competency model for Korean public library directors which consists of the 19 components was developed and this model can be used as the criteria for improvement of the leadership competencies of Korean public library directors. 본 연구는 성공적인 공공도서관 운영을 위한 공공도서관장의 리더십 역량모델 개발을 목적으로 하였다. 이를 위하여 본 연구에서는 문헌연구를 통한 내용분석법, 우수성과자로 구성된 포커스그룹 인터뷰, 서울특별시 자치단체 소속 공공도서관의 관장 및 사서를 대상으로 한 설문조사와 전문가를 통한 타당성 검증 등의 복합적인 연구방법을 사용하였다. 본 연구의 결과로 19개 요소로 구성된 국내 공공도서관장 리더십 역량모델을 개발하였으며, 이는 향후 공공도서관장 리더십 역량개발 및 강화를 위한 근거로 활용될 수 있다.

공운법 제정에 따른 공공기관 이사회 권한 변화의 효과에 대한 분석: 이사회 기능을 중심으로

이주경,박한준 한국정책분석평가학회 2022 政策分析評價學會報 Vol.32 No.2

The government enacted the 「Act on the Management of Public Institutions(PI Act)」 in 2007 to strengthen the responsibility of the board of directors of public institutions. For market-type public corporations and quasi-market-type public corporations with assets of more than KRW 2 trillion, the regulations related to the board of directors were strengthened, such as separating the chairman and CEO of the board of directors. This study analyzed how such a change had an effect on the role of the board of directors in the process of improving the board system of public institutions, which is recognized as the core foundation of corporate governance. Quantitative indicators related to the function of the board of directors before and after 2007, when the board system was changed in the past, through fixed effect panel analysis (number of board meetings, total number of deliberations, ratio of resolutions outside the original draft, attendance rate of non-executive directors and share of speech, etc.) was observed, and the effects of system improvement and management performance improvement were analyzed. According to the results, it was confirmed that the control and support functions of the board of directors were partially strengthened through changes in the governance structure following the enactment of the 「PI Act」, but it did not lead to improvement of management performance. This can be interpreted as saying that although the board of directors of public institutions has authority in terms of appearance through the enactment of the 「PI Act」, it is not performing the roles and functions that can influence the performance of the institution. In addition to supplementing the system to enhance the responsibility of non-executive directors, continuous efforts to improve the environment need to be made so that the authority of the board of directors and corresponding functions can actually operate. 정부는 공공기관 이사회의 책임성을 강화하기 위해 2007년 「공공기관의 운영에 관한 법률」제정하였다. 시장형 공기업과 자산규모 2조원 이상의 준시장형 공기업에 대해서는 이사회 의장과 CEO를 분리하는 등 이사회 관련 규정을 강화하였다. 본 연구는 기업지배구조의 핵심 기반으로 인식되고 있는 공공기관 이사회제도의 개선과정에서 이와 같은 변화가 이사회 역할에 어떠한 영향을 미쳤는지를 분석하였다. 고정효과 패널분석을 통해 과거 정부투자기관을 대상으로 이사회 제도변화 시점인 2007년을 전후로 이사회 기능과 관련된 정량지표(이사회 개최횟수, 총 심의안건수, 원안외 의결비율, 비상임 이사 참석률 및 발언비중 등)를 관찰하고, 제도개선 및 경영성과 개선효과를 분석하였다. 결과에 따르면, 「공운법」 제정에 따른 지배구조의 변화를 통해 이사회의 통제기능과 지원기능을 일부 강화하였음을 확인할 수 있었으나, 경영성과 제고로 까지 이어지지 않았다. 이는 공운법 제정을 통해 공공기관의 이사회가 외형적 측면에서 권한은 갖추었으나 기관운영성과를 좌우할 수 있는 역할과 기능을 수행하고 있지 못하다고 해석할 수도 있다. 비상임이사의 책임성을 제고할 수 있는 제도보완과 더불어 이사회 권한과 이에 따른 기능들이 실질적으로 작동할 수 있도록 지속적인 환경개선 노력도 이루어질 필요가 있다.

사학분쟁조정위원회의 학교법인 정상화에 관한 법리

김명연(Kim, Myoung-Youn) 한국비교공법학회 2017 공법학연구 Vol.18 No.2

사학분쟁조정위원회는 사회민주화 과정에서 퇴출되었던 사학비리운영자를 예외 없이 복귀시켰다. 사학분쟁조정위원회가 사회의 논란 속에 비리재단을 복귀시킨 상지대 정상화 결정이 대법원 이사선임처분 취소판결에 의하여 취소되었다. 교육부는 이 판결이 다른 사립학교에 미치는 영향을 우려하여 이를 개방이사 선임과 관련한 절차상 하자로 의미를 축소하고 있다. 그리고 종래의 정상화 심의원칙에 따라 상지대를 신속하게 재정상화하려고 하고 있다. 그러나 이 판결로 인한 재정상화 심의에서는 개방이사 선임주체, 개방이사제도와 관련한 임시이사의 권한의 한계, 개방이사 선임을 예정하지 않은 정상화 심의원칙의 변경 등 다양한 법적 쟁점이 있다. 또한 상지대 정상화 결정 이후 헌법재판소와 대법원에 의하여 종래 정상화 심의원칙의 핵심적 법리를 모두 부정하는 새로운 정상화법리가 형성되었다. 이 논문에서는 상지대 재정상화 심의와 관련하여 이사선임처분 취소판결의 의의와 내용, 정상화의 요건과 재정상화 심의의결의 적법성, 새로운 정상화법리의 형성과 정상화 심의원칙의 변경, 개방이사 선임과 관련한 법적 문제, 종전이사의 법적 지위와 이사추천권 부여의 적격성 심사 등의 법적 쟁점을 분석하고 이에 관한 법리를 제시하고 있다. 2017년 4월 사학분쟁조정위원회가 정상화한 62개 사립학교 중 56개 학교에 상지대와 같이 개방이사를 선임하지 않은 위법한 정상화 결정이 이루어졌다. 상지대 재정상화 관련한 법적 쟁점과 법리는 이들 학교의 재정상화와 정상화 심의가 예정된 적지 않은 사립학교에도 타당하게 적용될 수 있다. 사학비리의 근절은 교육의 본질과 관련된 근본문제이며, 교육의 정상화를 위한 선결과제이다. 사학분쟁조정위원회가 비리사학운영자를 학교운영에서 배제하여 사학의 비정상화의 정상화에 대한 법적·사회적 책무를 다할 것을 기대한다. Private School Dispute Resolution Committee(PSDR) brings back private school interested groups without any exception, who were exiled through the process on social democracy movement into schools. Supreme Court, eventually, revoked this normalization of school made by PSDR, which was revocation judgement of disposition of directors’ appointment. The Ministry of Education intentionally distorts the Supreme Court’s decision by arguing that the decision just exposes procedural errors on appointing public director. It is because the Ministry of Education concerns about uncertain impacts on the other private schools by the decision. As the result, the Ministry of Education is trying to renormalize Sangji University based on the precedent deliberation principles of normalization. However, the Supreme Court’s decision exposes plenty of legal issues such as who appoints public directors, temporary director’s authority and limit about public directors, and deliberation principles of normalization which does not notify employment of public directors in advance on the way of the normalization. This paper analyzes legal issues and suggests legal principles associated with these such as the meaning and significance of revocation judgement of directors’ appointment about Sangji University’s normalization, requirements for the normalization and legality of deliberation principles of normalization, development of modified legal principles for normalization, legal issue on employing public director, and then previous director’s legal status and its eligibility for right of recommending other directors. At April, 2017, illegal normalization decision, which did not appointment of public director as Sangji University did, were passed off to 56 private schools among 62 schools that PSDR normalized. Therefore, the legal issues and principles associated with Sangji University’s renormalization would be lawfully applied to other private schools appointed deliberation of normalization or renormalization. Extermination of private schools’ corruption is fundamental and essential issues about education. Furthermore, it must be done as the first priority for normalizing education. Private School Dispute Resolution Committee should fulfill its legal and social responsibility to eradicate the private schools’ corruption.

국공립어린이집 전환에 대한 어린이집 원장의 경험 탐색

최이수 ( Choi Yi-soo ),권경숙 ( Kwon Kyung-sook ) 한국유아교육학회 2021 유아교육연구 Vol.41 No.2

본 연구는 국공립어린이집 전환원장을 대상으로 민간과 가정어린이집 원장의 국공립어린이집 전환을 결정하게 된 동기는 무엇이며 국공립어린이집 전환과정과 이후 어린이집을 운영하면서 겪는 어려움은 무엇인지를 살펴보는데 그 목적이 있다. 이를 위해 서울시에 소재하는 국공립전환 경험이 있는 어린이집 원장 10명을 대상으로 2019년 10월에서 2020년 2월까지 심층 면담을 실시하였다. 연구결과는 첫째, 국공립어린이집 전환을 결정하게 된 원장의 전환 동기는 기존 민간ㆍ가정어린이집 운영유지의 어려움, 국공립어린이집에 대한 사회적 기대로 나타났다. 둘째, 국공립어린이집 전환 전ㆍ후 과정에서 경험하는 어린이집 원장의 어려움은 초임 국공립 원장의 운영관리에 대한 어려움, 국공립어린이집 체계에 대한 적응 어려움으로 나타났다. 이러한 본 연구의 결과는 질 높은 국공립어린이집 운영과 국공립전환 정책의 바람직한 정착에 필요한 기초자료로 활용될 수 있을 것이다. The purpose of this study is to examine the motivation behind the decision of the director of the national and public daycare centers regarding the national and public daycare centers’ conversion from private. The process of the transition to the national and public daycare centers was observed, and also the difficulties they face in running the daycare centers afterward. To this end, in-depth interviews were conducted between October 2019 and February 2020 with 10 headmasters of daycare centers with experience in national and public conversion in Seoul. The results of the study showed that the difficulty of maintaining existing private and family daycare centers, anxiety about changing childcare policies, and expectations for the status of state-run daycare centers were the motivation of the director in deciding for the conversion. Second, the difficulties experienced by the director of a daycare center concerning the transition to a national or public childcare center were expressed as the difficulty of the operation and management as the first director of a national or public childcare center, and the difficulty of adjustment to the national or public childcare center system. This study aims to provide basic data necessary for the operation of higher-quality national and public daycare centers and the desirable settlement of national and public transition policies, by examining the motive behind the decision of the headmasters of daycare centers to convert to national and public daycare centers and the difficulties they face in operating daycare centers afterward.

지방공기업 이사회와 책임성에 관한 연구 - 지방개발공사를 중심으로 -

김병록,박태양 한국거버넌스학회 2014 한국거버넌스학회보 Vol.21 No.3

본 연구는 지방공기업의 이사회가 지방공기업의 책임성에 미치는 영향을 분석하고, 지방공기업의 책임성을 제고하기 위한 이사회의 개선방안을 도출하는데 목적이 있다. 조사는 광역지방자치단체에서 100% 출자한 16개 도시(지방)개발공사와 이해관계에 있는 이사회구성원, 직원, 지방자치단체 담당공무원을 대상으로 이사회와 책임성에 대한 인식과 이사회의 개선에 대한 의견조사를 실시하였다. 지방공기업의 이사회는 구성측면에서의 대표성과 전문성, 운영측면에서의 독립성과 투명성, 통제측면에서의 평가와 보상에 대하여 조사하고 이러한 요인들이 지방공기업의 책임성에 미치는 영향을 다중회귀분석을 한 결과 68.8%의 설명력을 갖는 통계적으로 유의한 결과가 나타났다. 통계적으로 유의한 요인들의 영향력 크기는 독립성, 전문성, 평가, 투명성 등의 순이었다. 조사결과를 토대로 이사회의 개선방안으로 구성측면에서 자치단체의 당연직 이사 선임제도 폐지, 보수지급, 전국단위 비상임 이사 인력풀 도입, 소위원회 활성화, 사후적 교육시스템 도입, 전문분야 및 지역별 안배 등을 제시하였고, 운영측면에서는 비상임 이사의 정치성배제, 비상임 이사 비율 상향 방안을, 통제측면에서는 평가기준의 적정성 확보, 연임평가 의무적 반영, 비상임 이사 상여금 지급, 유능한 비상임 이사 유인체계 시스템 구축 등을 제시하였다. This study analyzed the impact of Board of Directors on accountability of local public enterprises, and drew the improvement of the Board of Directors to enhance the accountability of local public enterprises. This surveyed board members and staffs of local public corporations, and authorized officials of local government to measure the 6 factors(representativeness, expertise, independence, transparency, evaluation, compensation) of the Board of Directors and the accountability of local public corporations, and to find out the improvement of the Board of Directors. The multiple regression analysis between these factors and the accountability of local public corporations showed a statistically significant result with the explanatory power of 68.8%. Influence of statistically significant factors were the order of the independence, expertise, evaluation and transparency. Improvements, based on the findings, were presented in terms of composition, operations, and controls of the Boards of the Directors(e.g., Abolishing the appointment of ex officio directors by the local government, remuneration, nationwide talent pool of non-executive directors, subcommittee activation, ex post education system, political exclusion of non-executive directors, raising non-executive directors’ ratio, building incentives system of competent non-executive directors).