온-오프 형태의 DNA 마이크로어레이 영상 분석을 위한 비선형 정합도

류문호(Mun ho Ryu),김종대(Jong dae Kim) 한국통신학회 2005 한국통신학회논문지 Vol.30 No.3C

본 논문에서는 교잡반응된 스팟을 템플릿 정합법으로 감지하는 온-오프 형태의 DNA 마이크로어레이 영상의 자동분석을 위한 새로운 비선형 정합도를 제안한다. HPV DNA 칩의 목표 스팟은 인유두종 바이러스(HPV)의 종을 알아내기 위해서 설계된다. 제안하는 척도는 전체 템플릿 영역을 이진 문턱값으로 양극화하여 스팟 영역 내의 밝은 화소의 개수를 취해서 얻는다. 이 척도를 추정된 마커 위치의 정확도 관점에서 평가하여 정규화된 상관도보다 우수함을 보인다.

갑을노동(甲乙勞動)에 대한 시론적 연구 - 개별적 근로관계에서의 노동기본권에 대한 소고 -

류문호 ( Mun Ho Ryu ),안성호 ( Seong Ho Ahn ),류도향 ( Do Hyang Ryu ) 경상대학교 법학연구소 2015 법학연구 Vol.23 No.3

This paper examines the problem of ``Gap-Eul labor`` that is being spread among our society from labor, philosophy and jurisprudence point of view. The paper is conceptualized recent labor phenomenon which is based on impersonal a dominant-subordinate relationship as a ``Gap-Eul labo`r. In this regard, Gap-Eul labor IS provided for work in employment contract apart from a dominant-subordinate relationship in order to maintain preserve order of business organization and the thing which is composed of employe`s personality and health, emotion and feeling and one`s value and conscience. Those matters are being extended its status that are from unlimited supervision and dominant-subordinate. Eventually those problems are caused employee`s abandonment. ``What is the main cause of severe Gap-Eul labor issue in our society?`` ``What types of Gap-Eul labor has been arose in real business field? This paper focused on the question what would be the best approach ways and views for Gap-Eul labor inceptively. The paper is examined Gap-Eul labor that will be considered by types which is came up with an effective counterplan. Henceforth, it is necessary to find and develop specific cases and alternative law of Gap-Eul labor in each types. Furthermore, it is the time to discuss potential violence, tyranny and oppression that are not actualized into the types of Gap-Eul labor yet in workplace.

“심리적 부검”에 의한 공무상 질병의 판단 -대상판결: 서울고법 2013.12.19. 선고 2012누27505 판결-

황태윤 ( Tae Yoon Hwang ),류문호 ( Mun Ho Ryu ),안성호 ( Seong Ho Ahn ) 제주대학교 법과정책연구원 2014 法과 政策 Vol.20 No.1

The decision rendered by the Seoul High Court on December 19 for case number 2012 Nu 27505(hereinafter the ‘Decision’) was the first Korean court decision to utilize ‘psychological autopsy’ as a method of evaluation in court and adopting the results of the evaluation as evidence. As a result, the Decision recognized the worker`s death to suicide caused by workplace stress and depressive disorder as an occupational disease. ‘Psychological autopsy’ offers particular significance as a new method of evaluation that helps overcome existing limitations in court where only bodily injuries or deaths were recognized as occupational diseases. A way for the court to conduct ‘psychological autopsy’ through petition or its own authority should be further considered by establishing ‘psychological autopsy’ as a common practice in court hearings. There is also a need for research on the methodology so that the results obtained from psychological autopsy may provide objective and plentiful data assisting in the decision making process of the judges. ‘Psychological autopsy’ mainly focuses on the contents from interviews and statements of the suicide victim`s family members and acquaintances. Therefore, further careful review and analysis will be necessary in determining whether it is legally valid to recognize the causal relationship between work and suicide by adopting the results of ``psychological autopsy`` as evidence. Even if the results of psychological autopsy constitute evaluations of an expert in the medical field, it is not advisable for the judges to unconditionally rely on such evaluations. Judges should render an objective and normative decision based on the results of psychological autopsy from a perspective that is independent and separate from the expert`s views. The increase in the level of labor intensity as a result of rapid changes in the business environment is seriously damaging the mental health of workers. The mental health of workers must be recognized as a serious issue in today`s modern industrial society. It is reasonable to interpret that Article 5(1) of the Industrial Safety and Health Act provides for the company`s (employer`s)obligation to create a work environment that is suitable for workers to maintain a healthy social relationship and mental health. It is necessary to conduct a meaningful policy review on measures requiring the implementation of diagnoses conducted by relevant specialists such as psychiatry specialists and clinical counselors during the regular health check-up of workers as required by Article 43 of the same Act.

기간제 근로자의 갱신기대권에 대한 판단과 해석 -2005년 이후 대법원의 판례흐름과 그 비판적 검토내용을 중심으로-

이정 ( Lee John ),류문호 ( Ryu Mun-ho ) 한국외국어대학교 법학연구소 2012 외법논집 Vol.36 No.4

This paper examines the problem of fixed-term workers, particularly of renewal of contract. The aim of this study is to provide an overview of the recent stance of the Supreme Court. This paper thus attempts to outline an alternative reading of the Supreme Court’s decision about renewal of contract. Recently, the Supreme Court has acknowledged renewal expectation right of fixed-term workers. However the Supreme Court dose not give clear evidences as to why renewal expectation has become a right on the law. So far, no definitive answer has been given to this question in academic circles. This paper has basically three perspectives. Firstly, is renewal expectation of contract a right on the law? Secondly, what are the legal requirements for renewal expectation right? Thirdly, what are the legal benefits can be recognized from renewal expectation right? In general terms, what all this shows is that the way we intergret renewal expectation right in the Supreme Court and academic circles. This paper tentatively conclude that it is necessary to obtain specific and obvious legal conditions for renewal expectation right of fixed-term workers. We expect the subject treated in this paper deserves a further study.

직장 내 디지털 정보 활용의 법적 쟁점과 실무 -이메일,CCTV,GPS 운용 문제를 중심으로-

황태윤 ( Tae Yoon Hwang ),안성호 ( Seong Ho Ahn ),류문호 ( Mun Ho Ryu ) 홍익대학교 법학연구소 2014 홍익법학 Vol.15 No.4

Much interest has been aroused in utilizing digital information problem especially focused on E-mail, CCTV and GPS in workplace. Data Communication equipment such as E-mail, CCTV and GPS are not surfaced as serious illegality by law in utilizing through legitimate procedure and way for user with a legitimate purpose to protect manpower and material resources. For employees in workplace, it is also difficult to judge whether digital information utilization has legal problem or not in some ways. For such reasons, it is necessary to discuss concretely what the benefit and protection of the laws for employees who utilize data communication information such as E-mail, CCTV and GPS. Once the utilization of data communication information without proper purpose and due process distorts into monitoring work, it is also important that it might be infringed on human rights and mental health. This article is concerned with formal classification of the central issues of legal problems in utilizing digital information such as E-mail, CCTV and GPS in workplace. In connection with this issue, this article is also considered not only legal issues but also mental health of employees. Ultimately, this article presents legitimate requirements and contents in utilizing data communication equipment and advisable management plans in practical ways by law.