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        정직과 관련한 실무상의 법적 쟁점

        조갑식 노동법이론실무학회 2014 노동법포럼 Vol.- No.12

        With regard to the practical application of disciplinary suspension from work, there are some legal debates. First, if an employer suspended his/her employee from work for justifiable reasons, it appears reasonable to include the suspension period as leaves of absence into calculating the number of paid annual leaves in light of the original purpose of paid annual leaves. However, in case of unfair disciplinary suspension from work, as an employer does not have any justifiable reasons to take disciplinary actions the concerned employees, the employer should not put them any disadvantages in terms of calculating their paid annual leaves. Also, there could be various interpretations whether full-time union officers or workers taking time-off are subject to the disciplinary suspension from work as well. As those types of workers are also hired with legal employment contracts by their employers, they also could be suspended from their work as a disciplinary action. However, in order to secure the legitimacy of disciplinary suspension from work and wage payment, labor and management should make full and close consultations over this issue. In cases where the worker who is under disciplinary action files lawsuits to recover his/her lost wage during the period of suspension, or are at risk of facing additional disadvantages in terms of promotion, etc due to his/her record of punishment even beyond the suspension period, it appears worth his/her worth proceeding with legal actions like a case of dismissal. Lastly, in case that disciplinary dismissal is nullified or changed to suspension by an employer, it is better the concerned employee calculate his/her suspension period from the threshold date of his/her dismissal, in order to minimize his/her damage, because such unfair dismissal was attributable to the employer.

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