利益計劃을 爲한 諸 圖表의 作圖法과 그 問題點

李光澤 청주대학교 1966 論文集 Vol.5 No.1

CVPI 關聯分析에 관한 硏究

李光澤 淸州大學校 産業經營硏究所 1989 産業經營硏究 Vol.12 No.1

A careful planning and control is needed in order for us to survive and grow in severe competition. A good result can be obtained through the efforts of sincere and rational planning rather than rule of thumb. The concept of scientific management--planning and control based on broad and accurate information--is most necessary for the large modern corporation under the fierce competitive economy. Business management can be said a dynamic organization like a complicated organism. The better result of business administration needs a balanced and coordinated optimum combination of its physical and human factors. Accordingly, business managers have continued steady efforts for optimal combinations of economic resources of business enterprise. In this sense, this paper analyzes the interrelationships of CVPI(cost-volume-profit-investment) of major components in profit control which is the basis of management. The objective of this study is to arrange profit graph by category of business available to profit planning by category of business. Also, this paper investigates the lower limit of profitability, a kind of break-even point, as a margin of return allowance of manufacturing business for market which adopts free return systems together with consignment sales method. The paper divides formation and development of profit graph into six stages of period prior to 1960 and henceforth and examines the types and application of profit graphs. Managerial planning is more needed in the future and, thus, it can be said that continued efforts for research and development available to managerial planning is more essential than ever.

變動豫算의 經營管理的 機能

李光澤 청주대학교 경상대학 1983 經商論叢 Vol.24 No.-

剩餘金의 源泉的 考察

李光澤 청주대학대학원 1964 論文集 Vol.1 No.-

외국인 노동자의 법적보호

李光澤 國民大學校 法學硏究所 2004 법학논총 Vol.16 No.-

In August 2003 the Act Concerning Employment of Foreign Workers which induced the "employment permit system"(EPS) was promulgated. The EPS was designed in order to reduce the abuses of the "Industrial Trainee System"(ITS) as well as lighten legal employment of alien workers by medium and small industries which have difficulties in recruiting Korean workers. In the process of preparing for the new EPS, which is to be affective in August 2004, the Government of Korea took a measure between September and November 2003 to legalize 184,000 aliens, or 81% of the 227,000 illegal residents, who were staying in Korea for less than 4 years. The others were to be expelled out of Korean territory. The selective legalization process for undocumented migrants who have been in Korea (as of March 31, 2003) was as follows: 1) less than 3 years are eligible for sojourn status; 2) between 3 years and less than 4 years: eligible for visa issuance certificate then leave the country by November 15. Afterwards within 3 months return to Korea for legal employment; 3) more than 4 years: there is no way to legalize (the Korean government has warned that they must leave the country by November 15, otherwise arrest and forcible deportation would be implemented). Expulsion, heavy fines, and ban on reentry were to be the consequences of all undocumented migrant workers who did not leave voluntarily. A joint rally of the joint Committee for Migrant Workers in Korea (JCMK)/the Common Committee for Opposing Crackdown on Migrant Workers, Abolition of Trainee System and Securing Migrants' Rights, Korea (COCATS) and the Special Committee on Amending the Overseas Korean Act was held in downtown Seoul on November 2. On November 11 a Sri Lankan migrant, who came to Korea as a trainee 7 years ago to support 7 family members in home, threw himself at a subway train with the fear of forced deportation. On the next day a Bangladesh migrant, who had been staying in Korea for 7 years, hung himself because there was no way to pay back the loan raised in order to come to work in Korea. These deaths triggered a series of sit-in protests which was started in Ansan of Gyeonggi province. On 14 migrant workers in Changwon of Gyeongnam province staged a sit-in protest after a memorial service for the dead alien workers. A large group of Chinese workers of Korean origin joined the sit-in protest, as well. Between November 17 and 28 the Ministry of Justice, National Intelligence Service, and Police Agency jointly operated forcible deportation of undocumented migrants who were not eligible for legalization. During the period 1,233 migrant workers and 250 employers were taken into custody. On 20 a Russian migrant, who came to Korea in January 2003 with tourist visa, jumped overboard in trying to escape from the ship taking him back home. On 25 an Uzbek out of despair hung himself in Incheon. On December 3 a policy coordinating meeting under the Office of the Prime Minister released new measures to solve undocumented migrants' problem. According to the new measures, if the undocumented migrants voluntarily leave the country by the end of 2003, the period of ban on reentry would be shortened as less than 6 month. During the period of December 8 and 17 when the government operated the 2nd round of joint control measures, a Korean Chinese died on the street due to the cold weather and a Bangladeshi worker found dead in a container where he hid himself during the control and was unable to be properly treated for heart ailment. On 13 a group of Indonesian migrant workers from Changwon who were holding silent demonstration in front of the Korea Methodist Church were attackted by the immigration officials. Senior leaders of National Council of Churches in Korea (KNCC), Buddhist leaders, film directors, actors and actresses, medical doctors released statements on opposing the forced deportation and legalizing all undocumented migrant workers. On January 7, 2004 after a protest demonstration in front of the Bangladesh Embassy riot police and immigration officials arrested two migrants. On the next day a protest rally was held in condemning the Ministry of Justice that allowed brutal attack on migrants and migrants' rights advocates. Between January 16 and 21 the protest group participated in the World Social Forum 2004 in Mumbai, India in order to make public the ongoing migrants' struggle in Korea and strengthen the network and solidarity with migrant rights groups. On 20 the Office for Government Policy Coordination released measures to extend grace period for undocumented migrants again. On February 6 the migrants and Korean Chinese groups concluded a 84-day sit-in protest declaring the 2nd round of their struggle. The decision was made after the Government agreed on extention of grace period to voluntarily leave the country in exchange for a guarantee they could return legally later. II. The theme "migrant workers" became one of three main topics discussed in the XIV World Congress of Labour Law and Social Security, which was held in Seoul from September 26 through 30, 1994. According to the ILO Convention No. 143, the term "migrant worker" means a person who migrates or who has migrated from one country to another with a view to being employed otherwise than on his own account and includes any person regularly admitted as a migrant worker.(Art. 11, Para. 1) The ILO Convention No. 143 of 1973, which came into force on December 9, 1978 in supplement to the Convention No. 97 of 1949, gives further provisions concerning migrations in abusive conditions and the promotion of equality of opportunity and treatment of migrant workers. Each member state for which this Convention is in force shall undertake to respect the basic human rights of "all migrant workers"(Art. 1). In order to prevent and to eliminate migrations in abusive conditions Article 3 of the Convention No. 143 stipulates as follows: Each Member shall adopt all necessary and appropriate measures, both within its jurisdiction and in collaboration with other Members (a) to suppress clandestine movements of migrants for employment and illegal employment of migrants, and (b) against the organisers of illicit or clandestine movements of migrants for employment departing from, passing through or arriving in its territory, and against those who employ workers who have immigrated in illegal conditions. Article 9, Paragraph 1 of the Convention No. 143 reads: "Without prejudice to measures designed to control movements of migrants for employment by ensuring that migrant workers enter national territory and are admitted to employment in conformity with the relevant laws and regulations, the migrant worker shall, in cases in which these laws and regulations have not been respected and in which his position cannot be regularised, enjoy equality of treatment for himself and his family in respect of rights arising out of past employment as regards remuneration, social security and other benefits." According to Article 10 of the Convention, each Member for which the Convention is in force undertakes to declare and pursue a national policy designed to promote and to guarantee, by methods appropriate to national conditions and practice, equality of opportunity and treatment in respect of employment and occupation, of social security, of trade union and cultural rights and of individual and collective freedoms for persons who as migrant workers or as members of their families are lawfully within its territory. Each Member shall also, by methods appropriate to national conditions and practice, in consultation with representative organisations of employers and workers, formulate and apply a social policy appropriate to national conditions and practice which enables migrant workers and their families to share in advantages enjoyed by its nationals while taking account, without adversely affecting the principle of equality of opportunity and treatment, of such special needs as they may have until they are adapted to the society of the country of employment.(Art. 12 (e)) But the provisions concerning equality of opportunity and treatment do not apply to - (a) frontier workers; (b) artistes and members of the liberal professions who have entered the country on a short-term basis; (c) seamen; (d) persons coming specifically for purposes of training or education; (e) employees of organisations or undertakings operating within the territory of a country who have been admitted temporarily to that country at the request of their employer to undertake specific duties or assignments, for a limited and defined period of time, and who are required to leave that country on the completion of their duties or assignments.(Art. 11, Para. 2) To Korea hundreds of thousand workers mostly from Asian countries have been admitted as the so-called "vocational trainees" and later "industrial trainees." The question is whether the "vocational trainees" or "industrial trainees" admitted to Korea fall under the category of "the persons coming specially for purposes of training or education", as defined in Art. 11, Para. 2(d) of the Convention. Unfortunately, the answer to this question is negative. Most of the "trainees" admitted to Korea are sent directly to undertakings which are not prepared to give ordinary vocational training. The sit-in strike of the Nepalese workers in January 1995 triggered a series of discussions to better the situation of the migrant workers in Korea. Without equal treatment of the migrant workers in labour law and social security, the "globalization" would remain mere political propaganda. In this sense, it is expected that the new EPS is able to find right ways to design national and international policy to promote and guarantee equality of opportunity and treatment in respect of employment, and of other rights related thereto and to respect the basic human rights of all migrant workers.

제4차 산업혁명이 노동시장과 노동사회법에 미치는 영향

이광택 한국사회법학회 2017 社會法硏究 Vol.0 No.32

Industry 4.0가 일자리에 미치는 효과는 직업에 따라 다르나. 일부 직업은 자동화되고, 반복작업과 관련 있는 저숙련, 저임금 직은 이른 장래에 사라질 것이다. 인공지능(AI). 기계학습(machine learning), 소프트웨어 자동화애플 등과 같은 기술은 저임금, 저숙련 노동자들에게만 영향을 주는 것이 아니고, 점차 컴퓨터로 하여금 기자, 교사, 변호사 등과 같은 상당한 교육ㆍ훈련이 요구되는 직업까지도 수행할 수 있게 될 것이다. 전적으로 안전한 직업은 하나도 없다. 그러나 공감, 소통기술, 긴밀한 인간관계 등을 요구하는 직업은 로봇이나 자동화로 대체되기 어렵다. ‘플렛폼 경제’(platform economy) 의 증가로 근로조건은 점차로 유연해지고 있다. 어느 고용 형태에서는 고용계약, 임금기준, 근로시간규정, 고정 일자리, 노조 가입 등이 블가능하다. 노동자 스스로가 자신의 사회적 보호, 작업장 보건과 안전 보호 등에 책임을 지게 된다. ‘디지털 경영’(Digital management)으로 경영자들은 디지털/스마트 장비로 회사를 보다 효율적으로 경영할 수 있다. 사용자들은 근로자들이 잠시 전 연락을 받고 불러내거나 돌려보내는 ‘적시’ (just-in-time) 일정을 만들어내는 데 흥미를 갖게 될 것이다. 이와 같은 ‘국경없는 노동’(work without frontiers)은 스트레스와 burnout을 유발하기 십상이다. 정보통신기술(ICT)에 기반한 모바일 노동은 노동집중화를 초래하고 스트레스의 수준을 높인다. 스마트 기재로 근로자의 성과를 계속 모니터하는 등의 새로운 경영형태도 스트레스의 수준을 높인다. 이러한 것들은 burnout 또는 고립공포감(Fear of Missing Out, FOMO) 등 직업병를 유발할 수 있다. 일자리를 없애는 것이 Industry 4,0의 가장 심각한 부정적 효과 중의 하나이다. 따라서 고용보험이라는 효율적인 제도를 확보하는 것이 강력한 수단이 된다. 이 제도가 자동화로 밀려난 노동자들을 위한 안전망이 된다. 일자리에 기반한 훈련프로그램이 채택되어 해고된 노동자들이 구직수당을 받아 작업을 통한 교육 훈련(on-the-job training)에 참가할 수 있어야 한다. 해고된 근로자들이 작업현장을 떠나지 않는 것이 중요하다. 기술적, 구조적 변화는 일자리에 필요한 노동자의 기술 역시 변화하게 한다. 따라서 빠르게 변화하는 디지털 사회에서는 재교육과 재취업이 중요할 것으로 예상된다. 최근의 교육은 노동자의 조직 내외부 협력 능력을 향상시키는 의미를 포함하고 있다. 특히 지식 경제에서는 공장 내에서만 생산과정이 끝나는 것이 아니라 노동자 및 관리자의 다양한 활동과 연결되어 있으며, 이들의 창의력, 사회적 소양 등을 향상해가는 것이 곧 기업의 성과에도 영향을 미치게 될 것이다. As the effect of industry 4.0, some occupations will be automated, low-skilled, low-wage jobs involving repetitive works will disappear in an imminent future. No job is totally safe. Automation is blind to the color of workers’ collar. However, jobs that require empathy, communication skills, and close personal interaction would be more difficult to be displaced by robots or automation. With the increase of “platforms’ economy”, the labour conditions become more and more flexible. Within some forms of employment, there is no employment contract, wage standards, working-hour regulations, immobile workplace, access to labour unions. The workers have to be responsible for their own social protection, work health and safety protection. With “digital management” the employers can manage their companies more efficiently. The employers will be encouraged to create “just-in-time” schedules in which workers are called in or sent home on a short notice. It is likely to trigger occupational diseases such as burn-out or FOMO (Fear of Missing Out). Skilled workers will be hired for a certain project or to solve a specific problem. On line platforms will match employers and workers. Establishing an efficient mechanism of unemployment insurance will be a powerful tool to deal with job displacement caused by Industry 4.0. It can offer a secure safety net for workers displaced by automation. Work-based training programs should also be adopted so the displaced workers can participate in on-the-job training while receiving unemployment benefits. However, workers without certain level of technical knowledge are more likely to be left behind. As technology innovation continues, workers have to keep learning to meet the need of different skills required by new jobs. An efficient mechanism of job training and continuing education will help workers be hired or navigate job transitions more successfully. The pessimists believe that all the jobs will be replaced by automation in the imminent future. The optimists insist that automation will create more jobs than it destroys in the end. All the workers will be required to learn new skills in order to survive in the future labour market. There will be jobs that nobody in the past ever predicted. The good news is that mass replacement of jobs by automation is not going to happen overnight. We still have time to think about how to adapt to the new world.

The Legal Institution of Korea for Prevention of Sexual Harassment at Work as a Sex Discrimination

이광택 국민대학교 법학연구소 2013 법학논총 Vol.25 No.3

The term “sexual harassment” had not been found in the positive legislation, until the Framework Act on Women Development(WDFA)was enacted in 1995. The judicial court began to use the term “sexual harassment” by the Supreme Court in 1998. After the Supreme Court’s decision, the Seoul Appellate Court in 1999 held that the defendant’s conduct of sexual harassment constituted unlawful act and ordered 5mill. won(USD 4,644) payment to the plaintiff. The liability of employers was recognized by the Seoul District Court in 2002 for the first time. The concept of “sexual harassment” was included in the Gender Equal Employment Act(GEEA) in 1999. The concept of “sexual harassment” in the Act on Ban on Sex Discrimination and Its Relief(SDARA), which existed 1999-2005 was succeeded by the National Human Rights Commission Act(NHRCA). Korea is characterized for tackling the sexual harassment not only from the viewpoint of working environment of workplace, but also from the viewpoint of feminism and further from the human rights. The Government resorts for the prevention, dispute settlement and punishment of the sexual harassment are the Ministry of Gender Equality and Family(MOGEF), the Ministry of Employment and Labor(MOEL) and the National Human Rights Commission(NHRC). Among three resorts of Government institutions, the MOGEF has the responsibility to implement the WDFA. The annual inspection on measures for the prevention of sexual harassment taken by State agencies, etc. is the first mission the MOGEF. The MOGEF is asked to take necessary measures, such as special education for managers,with respect to State agencies, etc. which have taken unsatisfactory measures for the prevention of sexual harassment. The Ministry is required to make public the inspection results in the press, etc. It means that the MOGEF is policy-oriented from the viewpoint of feminism. The GEEWFRSA, which prohibited the sexual harassment at work with a sanction of fine for negligence not exceeding 10 mill. won(USD 9,289), imposed not a few obligations on the employers. They are obliged to conduct education to prevent sexual harassment at work or entrust it to the designated educational institution. It is also the obligation of the employers to take disciplinary measures against the offender. The employers are also required to prevent sexual harassment by the clients. Further the employers have to strive for autonomous dispute settlement, if the workers file report on grievances on the matters of prevention of sexual harassment. The MOEL is apparently oriented from the viewpoint of working environment. The mission of the NHRC on matters of sexual harassment is expected to be comprehensive, as the sexual harassment is regarded as a sex discrimination. With respect to any petition, the Commission may propose to both parties a remedy necessary for the fair resolution and may recommend a compromise. If both parties failed to reach compromise, the conciliation committee may make a decision in lieu of the conciliation. In addition, the Commission may request the Korea Legal Aid Corporation or any other institution to render legal aid to the victims. As the decision of the Commission is directed to fairly settle the dispute from the prospect of human rights, it might be flexible and future-oriented. Since 2005 when the business of sex discrimination was transferred from the MOGE to the NHRC, the cases have been piled up. The NHRC is expected to develop the solution models through an evolution process.

종업원 경영참여제도의 도입과 과제 : Partizipation und deren Aufgaben

이광택 한국기업법학회 2003 企業法硏究 Vol.13 No.-

Das Mitbestimmungsmodell wird vornehmlich in La¨ndern mit "revisionistisch" orientierten Gewerkschaften vertreten. In den u¨blichen La¨ndern spielte es bis in die sechziger Jahre allenfalls in der christlichen Gewerkschaftsbewegung eine Rolle, vor allem in Holland und Belgien. Bei diesem Model1 wird der Dualismus von Arbeit und Kapital hingenommen. Allenfalls asls versteckter Dolus eventualis wird dieses Gleichgewicht der Produktionsfaktoren als voru¨bergehend angesehen, das nach einer gewissen Entwicklung in eine Dominanz des Faktors Arbeit zu tranformieren ist. Kollektive Gegenmachtbildung und institutionalisierte Mitbestimmung warden von Theretikern eines demokratischen Sozialismus wie Fritz Vilmar nicht als Gegensa¨tze, sondern als tendenziell komplementa¨re Organisationsfomen der Demokratisierung angeshen. Die Mitbestimmungskonzeption, die gern als 'deutsch' bezeichnet wird, ist jedoch in der Bundesrepublik alles anders als einheitlich: Partnerschaftskonzeptionen als "Mischung aus materiellen Zubrot und partiellem Mitspracherecht" stehen Arbeiterkontrollkonzeptionen gegenu¨ber, die von einem antagonistischen Grundwiderspruch von Arbeit und Kapital ausgehen, der allenfalls voru¨bergehend durch ein Klassengleichgewicht in den gegenwa¨rtig realisierbaren Formen der Mitbestimmung institutionalisiert werden darf. In La¨ndern mit syndikalistischen Traditionen der Gewerkschaftsbewegung, vor allem in Italien und Frankreich, wird das Konzept der Arbeiterselbstverwaltung (autogestion, autogestione) vertreten. Dieses Konzept ist am umfassendsten von der DGCT entwicklet worden, seit diese sich vom christlich-sozialen Konzept zu einem demokratischen Sozialismus fortentwickelt hat. Das theoretische Model1 marxistisch-leninistischer Gruppen fu¨r Partizipation in der Produktionssha¨re ist das Konzept der Arbeiterkontmlle. Theoretiket der Arbeiteskontrolle lehnen jede Verantwortung der Gewerkschaften oder der gewa¨hten Arbeitervertreter in der Leitung der Betriebe ab. Friedenspflicht und Betriebsgeheimnis warden nicht akzeptiert, und jede Institutionalisierung des Konfliktaustrages wird als Gefahr der Entartung von Kampfformen zu Instrumenten der Integration und der Klassen verso¨hnung venvorfen. Bis 1971 war die Bundesrepublik Deutschland das einzige Land, in dem die Arbeiter in dern Organnen von privaten Kapitalgesellsschaften auf gesetzlicher Grundlage verteten waren. 1951 wurde der erste Schritt zur Mitbestimmung in der Bundesrepublik getan, der bis heute Vorbild fu¨r alle Sektoren ist: die parita¨tische Mitbestimmung in der Montanindustrie. 1952 brachte das Betriebsverfassugsgesetz den Arbeitnehmern das Recht, ein Drittel der Aufsichtsratsmitglieder zu stellen. Das Mitbestimmungsgesetz 1976 gilt fu¨r Betriebe mit mehr als 2000 Arbeitnehmers. Partizipationsmodell aufgrund kollektiver Verhandlungen hat in drei skandinavischen La¨ndern durchgesetzt. Vor allem die schwedische Gesetzesinitiative ist in bewußter Absetzung vom deutschen Gesetzesperfektionismus entstanden. Am wenigsten laßt sich u¨beer jene La¨ndern generalisieren, in denen es nur betrieblicher Abmachungen u¨ber Partizipationsrechte gibt, wie in Großbritannien, Japan und vorerst noch in der Schweiz sie dem Scheitern der Mitbestimmungsinitiative der Gerwerkschaften im Ma¨rz 1976. Das deutsche BetrVG ermo¨glicht die Emchtung von Betirebsra¨ten zur Interessenvertretung von Arbietnhmern. Die Einwirkungsmo¨glichketen des Betriebsrates auf die Entscheidungen des Arbeitgebers reichen von der bloßen Informationspflicht des Arbeitgebers(§105) u¨ber Bemtungspflichten(§92) zur Mo¨glichket, unter bestimmten Voraussetzungen Widerspruch einzulegen(§99). Bis hin zu Fa¨len der Mitbestimmung (§87), bei denen im Falle der Nichteinigung die Einigungsstelle(§76) entscheidet. In allgemeinen Personalangelegenheiten sieht das Gesetz unterschiedlich intensive Beteiligungsformen vor(§§92-98). Keine Mitbestimmung gibt es in wirtschaftlichen Angelegenheiten(§111). Der Aufsichtsrat einer dem MontanMG 1951 unterfallenden Gesellschaft setzt sich aus einer gleichen Anzahl von Vertretern der Anteilseigner und der Arbeitnehmer und einem "weiteren Mitglied", dem sog. Neutralen Mann zusammen. Das MitbestG 1976 gilt fu¨r die moisten Kapitalgesellschaften sowie fu¨r Kommanditgesellschaften, deren perso¨nlich haftender Gesellschafter eine solche Kapitalgesellschaft ist. Mit mehr als 2000 Arbeitnehmern. In diesen Gesellschaften wird der Aufsictsrat zur Ha¨fte mit Vertekm der Anteilseigner besetzt. Die Partizipationseinrichtungen auf gesetzlicher Grundlage in Korea sind im Hinblick auf die parlamentarische Sitzverteilung in absehbarer Zeit kaum realisierbar. Die Partizipation aufgrund der kollektiver Verhandlungen ist versucht in Branchen der Banken. Die Durchsetzung dieses Modells ha¨ngt allerdings von der Sta¨rke der gewerkschaftlichen Verhandungsmacht. Relativ durchsetzbar sieht die volle Ausnutzung der Bestimmungen des Gesetzes u¨ber die Partizipation der Arbeitnerhmer und die Fo¨rde겨ng der Kooperation 1997 aus. Ferner gibt es die Mo¨glichket der Besetzung der Sitze der "outside directors," die im koreanishcen HGB 1999 eingefu¨hrt wurden. Eine weitere Mo¨glichket brachte das Grundgesetz u¨ber die Arbeitnehmerwohlfahrt 2001, wonach bei einer mehr ja¨hrigen Festlegung von Teilen seines Arbeitsentgelts erha¨lt ein Arbeitnehmer bis zu einer bestimmten Einkommensho¨he fu¨r vermo¨genswirksame Leistungen eine Arbeitnehmer- Sparzulage.

칼럼 : 글로벌스탠다드를 따르니 국가체제가 흔들린다?: 국가인권위의 국가인권정책기본계획과 노동권

이광택 한국노동사회연구소 2006 노동사회 Vol.107 No.-

노동시장·노동보험법제의 평가와 과제

이광택 한국노동법학회 2002 노동법학 Vol.0 No.15