신뢰도 벡터 기반의 다단계 음성인식

전형배,황규웅,정훈,김승희,박준,이윤근,Jeon, Hyung-Bae,Hwang, Kyu-Woong,Chung, Hoon,Kim, Seung-Hi,Park, Jun,Lee, Yun-Keun 대한음성학회 2007 말소리 Vol.63 No.-

In this paper, we propose a use of confidence vector as an intermediate input feature for multi-stage based speech recognition architecture to improve recognition accuracy. A multi-stage speech recognition structure is introduced as a method to reduce the computational complexity of the decoding procedure and then accomplish faster speech recognition. Conventional multi-stage speech recognition is usually composed of three stages, acoustic search, lexical search, and acoustic re-scoring. In this paper, we focus on improving the accuracy of the lexical decoding by introducing a confidence vector as an input feature instead of phoneme which was used typically. We take experimental results on 220K Korean Point-of-Interest (POI) domain and the experimental results show that the proposed method contributes on improving accuracy.

산업안전보건법의 양벌규정 개정에 관한 연구 -기업 경영진의 형사책임을 중심으로-

전형배 ( Hyoung Bae Jun ) 안암법학회 2008 안암 법학 Vol.0 No.27

`Korea Industrial Safety and Health Act` can be understood generally as a legislation to require employers to conduct diverse duties concerning industrial safety and health properly. Enforcement of law is guaranteed by the offence and penalty articles, among which the joint penal provision to regulate the corporate and directors criminal liability is received much concern. There are little controversies about imposing penalties on the corporate, but there is a lot of disputes on the directors criminal liability. The attitude of the courts` precedents doesn`t provide corporate directors with generally accepted standard of criminal liability. This paper is searching for the relevant requirements to impose criminal liability on corporate directors who misconduct in the industrial safety and health management. Two ways may be considered in constructing directors liability. One is to organize directors liability as a kind of conspiracy liability with the offenders as shown in the British legislation example of `Health and Safety at Work Act 1974`, the other is to compose directors liability as management failure of industrial health and safety on the corporate. The former often interrupts punishment of directors, because it is based on the limited and restricted theory of conspiracy. This study prefers the latter which clarifies the contents of directors liability and initiate legal enforcement effectively. This study suggests an amendment to Korea Industrial Safety and Health Act article 71, standing on the viewpoint above. Amendment establishes article71(2) newly which contains directors liability to the corporate. Director is guilty of offences unless the offence took place without the director`s knowledge or whether the director was not reasonable able to have acquired that knowledge, or the director used all due diligence to prevent the corporate committing the offences.

외주위탁사업의 이전과 근로관계의 승계

전형배(Jun Hyoung Bae) 한국노동법학회 2012 노동법학 Vol.0 No.41

This paper considers the increasing important area of law that deals with the position where businesses are transferred from one employer to another, specially service provision change(SPC). Korea Supreme Court decisions have an negative attitude on automatic transferring the contract of employment from the transferor employer to the transferee in case of SPC. But, Council Directive (EEC) 77/187 and ECJ have showed an affirmative attitude toward employment protection issues. In addition, British courts and employment tribunals have taken a much more positive view of employment protection, which induces an epoch making legislation of the Transfer of Undertakings (Protection of Employment) Regulations 2006. The Regulations apply where there is a relevant transfer of an undertaking, business or part thereof and also a SPC situated in the UK. Service provision change is defined in reg3(1). Even though the English legal system is somewhat different from our country’s system, her legislational breakthrough of SPC is an good example for reference. This Article sums up her legal method to three suggestions. First, requirements for employment protection should be as simple as possible. Second, employment protection may not apply to the case where the activities consist wholly or mainly in the supply of goods for the client’s use. Last, the associated liabilities among plural transferees should be decided by the court decision, not by the legislational tools.

안전배려의무의 내용과 과제

전형배(Jun, Hyoung-Bae) 한국노동법학회 2015 노동법학 Vol.0 No.55

It shall be the duty of every employer to ensure the health and safety at work of all his employees. In particular, the employer must: (a) evaluate the risks to the safety and health of workers, (b) take measures related to safety, hygiene and health at work according to the risk assessment, (c) cooperate with employees in implementing the safety, health and occupational hygiene provisions, taking into consideration the worker’s capabilities as regards health and safety, (d) provide the workers with adequate information and instructions to the serious and specific dangers, (e) keep a list of occupational accidents and diseases. When there is a failure to carry out the duty of care, employee has the rights to: (a) discharging the contract of employment, (b) claiming damages, (c) refusing to provide labour, (d) demanding adequate measures.

영국의 자영업자의 노후소득보장법제와 시사점

전형배(Jun, Hyoung-Bae) 한국노동법학회 2012 노동법학 Vol.0 No.43

Self-employment may be seen either as a survival strategy for those who cannot find any other means of earning an income or as evidence of entrepreneurial spirit and a desire to be one"s own boss. In Korean circumstances, it is generally accepted idea that the former case is more prevalent. Using the self-employment as the last income tool means that self-employed people could fall easily into poverty in old age, which requires state level affirmative actions for earning support. It can be said broadly that there are two ways to support retired self-employed people"s income. One is retirement pension, the other is pension credit. Retirement pension for self-employed people is characterised by two tier contributions level - Class 2 contributions/Class 4 contributions. Class 2 contributions are payable on a flat-rate basis which is now ￡2.65 a week. This very low contribution rate contributes to get self-employed people involved into state pension system without excessive burdens. Pension credit is a tax-free payment for people who gain low income. Pension credit is composed of guarantee credit and savings credit, and the latter is made for encouraging the people to save money as a means of earning"s theirown living. These UK earning support methods suggest a new approach to connecting work to welfare, inducing self-employed people to join the state social security.

대법원 판례의 위장도급 유형 판단기준

전형배(Jun Hyoungbae) 한국노동법학회 2010 노동법학 Vol.0 No.36

The regulation of agency labor is currently high on the legal and political agenda both as a result of the status report on its extreme insecurity and also due to the Supreme Court's recent decisions concerned. Specially, the Supreme Court's decisions became a catalyst for the various and useful discussions and also showed two directions to find the right course for improving the fascinating poor status of temporary agency workers. One is that the decisions presented a practical criteria for judging between genuine subcontract and sham subcontract, the other is that the decisions brought forward a helpful criteria for distinguishing the implied contract of employment from the illegal dispatch employment. The criteria is composed of four tests which are ① subcontractor's right to implement personnel, ② subcontractor's right to control personnel, ③ subcontractor's right to decide working conditions, ④ subcontractor's management independence. If a subcontractor lacks all of the four elements above, it has no legal entity which leads to the conclusion that there is a implied contract of employment between the contractor and the subcontractor's employees. If a subcontractor satisfies just a part of the four elements, it is considered as a illegal dispatch enterprise regardless of its sham contract for work. But a question remains whether this criteria will manage to solve every kinds of cases with a more sophisticated arranging system, which is an urgent problem for all of us.

영국의 2010년 평등법과 차별적 해고

전형배(Jun, Hyoung-Bae) 한국노동법학회 2013 노동법학 Vol.0 No.45

The United Kingdom’s Equality Act 2010 gives the protection to employees who are discriminated against by providing them with statutory claims. This paper considers theoretical problems of legislation in the area and its history, focusing on the discriminatory dismissal. UK’s modern anti-discrimination law began with the Race Relations Act 1965, followed by the Sex discrimination Act 1975 and the Disability Discrimination Act 1995. The last one was closely modelled on the sex and race discrimination statues, but despite its similarity to earlier legislation, some of the concepts and ideas that it employed were quite different. The Equality Act 2010 is the statutory legislation witch consolidates all these anti-discrimination laws into one statute to provide a coherent, simplified, and comprehensible theoretical structure to discrimination law. There are three main forms of prohibited discrimination: direct, combined, and indirect, and all these forms are connected with 9 protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Discriminatory dismissal is almost bound to be unfair under ERA 1996, but in contrast to most unfair dismissal claims, there are some advantages to employees sacked: no qualifying period is required, on statutory upper limit on compensation, the changes made to the law governing the burden of proof, and a wider category of employed persons.

최근 대법원 퇴직금 판례의 법리 분석

전형배(Jun, Hyoung-Bae) 한국노동법학회 2013 노동법학 Vol.0 No.48

Guarantee of Workers’ Retirement Benefit Act and Labor Standard Act are establishing retirement benefit scheme in detail. In spite of these statute laws, there are some blank areas to fill out with legal interpretations on these laws. Among them, contract of retirement allowance separation and calculation of early retirement benefits have been big issues in the academic circles and the bench and bar. Meanwhile, Supreme Court have made several decisions on those issues. This paper analyzes the Supreme Court decisions’ logics and their practical problems. Supreme Court have decided that irregular money given by employers is not the wage or payment defined in Labor Standard Act, and that calculation of early retirement benefits conducted by employers’ unilateral will is valid. This paper criticizes those points of view and points out the unreasonable results they may produce.

중소규모 사업장 안전보건법제 검토

전형배(Jun, Hyoung-Bae) 한국노동법학회 2018 노동법학 Vol.0 No.67

According to the government"s announcement, 897 deaths occurred in workplaces where less than 300 regular workers were employed out of a total of 969 deaths in 2016, accounting for 92.6% of all deaths. In other words, most of the deaths occur in small and medium-sized businesses that use less than 300 regular workers. The government has been making the policy targets for strengthening health and safety of small and medium-sized businesses in The Government 5 Year Plan for Health and Safety. The Plan includes ① restrictions on outsourcing of health and safety services at large workplaces using more than 300 regular workers, ② payment of subsidies for the full-time health and safety managers, ③ establishment of a new health and safety manager in small businesses, ④ expansion of health and safety education and technical guidance. The end of The 4th Government 5 Year Plan for Health and Safety is now about one and a half year away, but the task which was originally planned remains insufficient. In this article, the writer reviewed the workplace health and safety system, which is regulated by the Occupational Health and Safety Act, and suggested ways to identify and improve the problems of such system.

산재보상에서 업무와 자살의 인과관계와 추정규정의 도입

전형배(Jun, Hyoungbae) 한국노동법학회 2020 노동법학 Vol.0 No.76

Causal link has been a big issue for a long time in workers’ compensation. In order to recognize the suicide of workers as an occupational accident, a causal relationship between work and suicide must be proved. However, it is not easy to prove an abnormal state of mental illness or mind that does not involve external changes such as physical damages while the law requires an abnormal state of mental illness or mind of the workers conducting suicide. For this reason, there have been not many cases where suicides are recognized as occupational accidents. This paper analyzes the issue of proof of causal relationship between work and suicide with Supreme Court decisions considering the revision of the Industrial Accident Compensation Insurance Act in 2007. By this analysis, it reveals why the bereaved families have hard time to prove the causal link, and the precedent theory is not a stable criteria for them. Therefore, It suggests the introduction of the legal presumption and the amendment of the law and regulation concerned.