외국인 노동문제 개선을 위한 입법적 검토 - 외국인 노동기본법 제정 방안을 중심으로 -

한권탁 아주대학교 법학연구소 2023 아주법학 Vol.17 No.2

우리나라에 외국인근로자들이 대규모로 유입된 것은 1990년대 이후로, 우리나라 경제가 급격히 성장하면서 단순기능 산업인력이 부족함에 따른 조치로 산업연수생제도를 거쳐 고용허가제를 근간으로 하는 외국인고용법에 따른 상당한 규모의 비전문 외국인근로자들이 우리나라에서 근로를 제공하고 있다. 그리고 이러한 외국인고용법의 적용을 받는 비전문 외국인근로자 외에도 전문인력, 단기취업, 계절근로, 재외동포 등 다양한 형태의 외국인근로자들이 존재한다. 갈수록 심화되고 있는 저출산․고령화 현상으로 생산가능인구의 감소가 명백히 예상되는 상황에서 여성, 고령자의 고용확대와 더불어 외국인근로자의 고용확대가 인력부족의 대안으로 떠오르고 있다. 그런데, 그동안 우리나라의 외국인근로자에 대한 도입과 관리는 비전문분야와 전문분야로 나누어 이루어지긴 하였으나 통일적이지 못하고 복잡한 구조를 가지고 있으며, 인권문제, 불법체류자 문제, 노동관계법이 제대로 적용되지 않는 문제 등 많은 노동문제를 발생시켰다. 본 연구는 이러한 노동문제에 대해 단편적이고 개별적인 조치만 검토할 것이 아니라, 기존의 외국인근로자에 대한 노동법제를 재정비하고 개선해야 한다는 문제의식하에 가칭 ‘외국인 노동기본법’을 제정하여 외국인근로자에 대한 체계적인 보호와 외국인근로자의 노동을 활성화하는 방안을 입법론으로 제시하였다. 외국인 노동기본법은 외국인근로자에 대한 기본적 인권과 평등권, 노동3권, 주거권의 보장을 기본원칙으로 하며, 외국인근로자에 대한 노동정책의 기념이념과 방향을 정하고 있다는 의미에서 ‘기본법’, 외국인근로자의 인권의 보장과 침해를 금지하는 ‘인권보장법’, 외국인근로자의 근로관계에 최저근로조건을 보장하기 위한 ‘노동보호법’, 외국인근로자와 사용자간 근로계약을 규율하는 ‘근로계약법’, 외국인근로자의 노동3권을 구체적으로 보장하기 위한 ‘노사관계법’의 의미를 가진다. It was after the 1990s that foreign workers flowed into Korea on a large scale, which was a measure due to the lack of simple functional industrial personnel as the Korean economy grew rapidly. A considerable number of non-professional foreign workers are providing work in Korea under the Foreign Employment Act, which is based on the employment permit system through the industrial trainee system. In addition to non-professional foreign workers subject to the Foreign Employment Act, there are various types of foreign workers such as professional manpower, short-term employment, seasonal work, and overseas Koreans. At a time when the number of working-age people is clearly expected to decrease due to the deepening low birth rate and aging phenomenon, employment expansion for foreign workers along with employment expansion for women and the elderly is emerging as an alternative to manpower shortage. However, the introduction and management of foreign workers in Korea have been divided into non-specialized and specialized fields, but they are not unified and have a complex structure, and have caused many labor problems such as human rights, illegal immigrants, and labor-related laws. This study not only reviewed fragmentary and individual measures for these labor issues, but also proposed a legislative plan to systematically protect foreign workers and revitalize foreign workers' labor by enacting a tentatively named "Basic Labor Act" in recognition of the need to reorganize and improve the existing labor law for foreign workers. The Framework Act on Foreign Labor is based on the basic principle of guaranteeing basic human rights, equal rights, labor rights, and housing rights for foreign workers. In addition, it is a "basic law" in the sense of setting the ideology and direction of labor policy for foreign workers, a "human rights guarantee law" that prohibits the guarantee and infringement of foreign workers' human rights, and a "labor protection law" to guarantee the minimum working conditions in foreign workers' working relations. In addition, it has the meaning of the "Labor Contract Act," which regulates labor contracts between foreign workers and employers, and the "Labor-Management Relations Act" to specifically guarantee the three labor rights of foreign workers.

외국인근로자 주거권 보장에 관한 연구

백인옥,김경제 유럽헌법학회 2020 유럽헌법연구 Vol.0 No.33

It has already been 30 years since Republic of Korea began to use foreigners in the 3D industries in which Korean people are reluctant to work. Nevertheless, Republic of Korea has paid little attention to the poor living conditions of foreign workers. The poor living conditions of foreign workers degrade the quality of life that they have and expose them to crimes. The state or local governments should actively endeavor to guarantee the residential rights of foreign workers. It is declared that it is an important duty of the state to protect the human rights of foreigners by stipulating the respect for international law and the guarantee of the legal status of foreigners in Article 6 of The Constitution of Republic of Korea. In order to realize such obligation, Republic of Korea has ratified a number of treaties that treat foreigners equally and that guarantee the residential rights of foreigners, and joined the UN organization. Nevertheless, in reality, foreign workers who work in Korea with long-term willingness to work are treated differently from Korean people and are not guaranteed for their right to live. In order to solve this problem, it is suggested as follows in this thesis. First of all, if Republic of Korea has concluded treaties that guarantee the residential rights of foreign workers, it should act actively and specifically to implement them. In order to guarantee the residential rights of foreign workers, it is suggested that by establishing No. 5 in Article 2 of the Enforcement Decree of the Act on the Support of the Disabled and the Elderly so that the foreign workers who do not meet the minimum housing standards can apply for lease on housing for the underprivileged, foreigners with the status of residence of E-7-4(skilled workers), F-2(residents), and F-5(permanent residents) who are expected to live in the long term should be included in the provision.” Furthermore, in order to provide foreign workers with adequate levels of housing facilities by force, Article 22-2(1) of the Act on the Employment of Foreign Workers shall be amended as follows, “If an employer intends to employ foreign workers, he or she must provide appropriate dormitories, and that the facility standards should meet the requirements of Article 100 of the Labor Standards Act.” In addition, it is suggested to create a new type of rental housing called “rental housing for foreign workers” by revising the Special Act on Public Rental Housing to protect the family rights of foreign workers. 대한민국이 국민이 꺼리는 3D업종에 외국인을 활용하기 시작한 지 벌써 30년이 되어간다. 그럼에도 불구하고 대한민국은 외국인근로자들이 가지고 있는 열악한 주거환경에 대하여 거의 관심을 두지 않았다. 외국인근로자들의 열악한 주거환경은 그들이 가지는 삶의 질을 떨어뜨리고 이들을 범죄에 노출되게 한다. 외국인근로자의 주거권 보장을 위하여 국가나 지방자치단체가 적극적으로 노력하여야 한다. 대한민국헌법은 제6조에서 국제법 존중과 외국인 법적 지위 보장을 규정하여 외국인의 인권을 보호하는 것이 국가의 중요한 책무임을 선언한다. 이 책무를 실현하기 위하여 대한민국은 외국인을 평등하게 대우할 것을 내용으로 하거나 외국인의 주거권을 보장하고 있는 다수의 조약을 비준하거나 UN기구에 가입하였다. 그러나 현실에서는 장기간 근로할 의사를 가지고 국내에서 근로활동을 하고 있는 외국인근로자를 국민과 차별하여 대우하거나 이들의 주거권을 보장하지 않고 있다. 이러한 문제를 해결하기 위하여 본 논문에서는 다음을 제시한다. 우선 대한민국이 외국인근로자의 주거권 보장을 내용으로 하는 조약을 체결하였다면 그 조약의 이행을 위하여 적극적이고 구체적으로 행동하여야 한다. 외국인근로자의 주거권을 보장하기 위하여 최저주거기준에 미달하는 외국인근로자도 주거약자용 주택에 대한 임차신청을 할 수 있도록 장애인·고령자 등 주거약자 지원에 관한 법률시행령 제2조에 제5호를 신설하게 하여 “장기거주가 예상되는 E-7-4(숙련기능인력), F-2(거주), F-5(영주)의 체류자격을 가진 외국인”을 포함 시킬 것을 제안한다. 나아가서 외국인근로자에게 적절한 수준의 주거시설 제공을 강제하기 위하여 외국인근로자의 고용 등에 관한 법률 제22조의 2 제1항을 “사용자는 외국인근로자를 고용하고자 하는 경우 적절한 기숙사를 제공하여야 한다. 그 시설기준은 근로기준법 제100조의 요건을 충족하여야 한다.”로 개정하여야 한다. 또한, 외국인근로자의 가족권 보호를 위하여 공공임대주택특별법을 개정하여 “외국인근로자 임대주택”이라는 새로운 임대주택 유형을 신설한 것을 제안한다.

부산지역 외국인 근로자 고용실태에 관한 연구

오민홍 ( Min Hong Oh ),( Xixi Bu ) 한국질서경제학회 2018 질서경제저널 Vol.21 No.3

The purpose of this paper is to analyses the employment structure of foreign workers in Busan and its impact on performances of firms that hire those foreign workers, using Busan Job Survey. First of all, geographical distribution of foreign workers vary upon the industrial structure by subregion, Si, Gun, and Gu in Busan. Based on the criteria of foreigner employment and establishment type, we devide firms by 4 categories and explore those characteristics with respect to their practice of foreign worker employment. Firms with foreign workers evaluate that foreign workers tend to be more productive over native non-regular workers, thus pay more to the foreigners. Furthermore, firms hiring foreign workers pay higher wages than firms not hiring foreign. These findings support the view that firms with foreign workers are more profitable and the relationship between native and foreign worker would be complementary each other, boosting productivity of the firm. However, these phenomenon seems to out of the intention of the Work Permit System that allows to hire foreign workers only in certain sectors and firms not being able to find native workers in it. The results of logit and decision tree model to find determinants of firms’ hiring foreign workers revealed that industry, firm size, union and sales volume are the most important variables whether a firm hires foreign worker. Firms in manufacturing sector with higher sales volume and no union tend to hire more foreign workers. However, job vacancies does not seem to have statistical association with firms’ decision to hire foreign workers. In the sense that the Work Permit System in Korea only allow firms with vacancies to hire foreign workers, this is a important check point whether the system works properly. Finally, this paper analyzes whether there are variances in firms’ performances by hiring foreign workers. In order to do so, this paper utilized 1-to-1 matching and PSM together. However, there is no statistically significant differences after controlling firms’ characteristics between firms with and without foreign workers. Based on our results, it would be necessary to find an appropriate policy measure for firms to hire more native workers if the practice of firms’ hiring foreign workers dose not related with their job vacancies and sales volume.

외국인 근로자 대상 한국어 교육과정 개발을 위한 기초 연구

박진욱,이준호,임형옥 국제한국어교육학회 2023 한국어 교육 Vol.34 No.4

This study is a basic study to develop a curriculum for foreign workers. It examines the operation status of Korean language education institutions targeting foreign workers staying in Korea, and conducts FGI for managers and Korean language teachers at foreign worker support centers. The purpose is to derive implications for reference in curriculum development. Korean society is currently experiencing many difficulties in maintaining national competitiveness and social infrastructure due to a decline in absolute and productive population. Therefore, in order to respond to this crisis of population cliff, the government is actively seeking to bring in foreign production personnel into the country. Currently, the research results on Korean language education for foreign workers are relatively insufficient and the proportion is not large. Accordingly, this study believes that the development of a curriculum for foreign workers is urgent and seeks to conduct basic research for this purpose. To achieve this, we need to find out where and how foreign workers are currently learning Korean, as well as what kind of textbooks they are using to learn Korean. In addition, it will be necessary to set the direction of development of the future Korean language curriculum by collecting opinions from expert groups at institutions providing Korean language education to these students.Therefore, in this study, we will first analyze and report on the concept, status, and types of foreign workers, and then examine the operation status of Korean language education institutions for foreign workers and existing textbooks for them. Through this, we would like to identify problems in Korean language education for foreign workers. In particular, this study intends to conduct in-depth interviews with managers and Korean language teachers at the Foreign Worker Support Center who directly educate foreign workers in Korean, and through this, set the direction for the future development of the Korean language curriculum.

외국인 근로자의 직업훈련 만족도가 취업의향에 미치는 영향 - 직업훈련 기반을 중심으로 -

최종락,임상혁 한국기업경영학회 2019 기업경영연구 Vol.26 No.3

The SMEs in the 3D sector, which are suffering from the most labor shortage in the country, are required, not an option, to hire foreign workers. In addition, employment of foreign workers is essential, as it can increase the service period of foreign workers in small businesses by improving their employment intent in the study of job training satisfaction of foreign workers, and ultimately improve the production of small and medium enterprises in Korea by increasing satisfaction level. Therefore, the goal of this study is to understand the impact of foreign workers (E-9)'s vocational training base on job satisfaction and job intent, and, based on the results of the study, identify the characteristics of the vocational training received by foreign workers to help them actively engage in their employment activities. The research method surveyed foreign workers(E-9) in Korea for about 20 days from December 9 to December 28, 2018. Of the total 430 retrieved questionnaires, 418 were used as final analysis data, except for 12 of the inappropriate responses. The questionnaire consisted of a five-point scale of the Likert type according to the job training base, job training satisfaction and job intent of foreign workers, analyzed reliability through the SPSS 20.0, analyzed the research model using the Structural Equation Model (SEM), and verified validity by conducting a CFA. As a result, the educational factors of the basis of vocational training of foreign workers showed different results in their satisfaction with vocational training and their intent to get a job. In other words, the effect of the educational factors on vocational training satisfaction was not significant at β=0.036, but it was found to have a significant effect on employment intent at 0.311 (P<0.01). Second, it was found that the environmental factors of foreign workers on the basis of vocational training do not have a significant impact on both vocational training satisfaction (β=0.122) and employment intent (β=-0.021). Third, the impact of the process factors on vocational training satisfaction among foreign workers was 0.525 (Pᐸ0.01), and 0.314 (Pᐸ0.01), indicating that they were all positive and significant. Finally, vocational training satisfaction showed a positive and significant impact on job intentions at 0.127 (Pᐸ0.05). As a result of this study, it is expected that the government and related agencies will provide implications for the future employment of foreign workers. In the pursuit study, it is difficult to generalize the results because foreign workers are employed in different areas and the work patterns are different in different areas. As a limitation of the questionnaires, it is necessary to take into account diversity in the environment, culture, and jobs in different countries. 국내에서 인력난을 겪고 있는 3D직종 중소기업은 외국인 근로자를 고용하는 것이 필수이다. 중소기업에 취업 중 인 외국임 근로자들은 평균체류기간이 2.8년으로 기업과 근로자 모두 만족하지 못 하고 있으며 불법체류의 원인이 되고 있다. 이는 직무향상을 위한 외국인 직업훈련이 없기 때문이다. 그러므로 본 연구에서는 외국인 근로자의 직업훈련 기반이 직업개발 만족도와 취업의향과의 연관관계를 연구하였다. 연구 결과는 첫째, 교육자 요인이 직업훈련 만족도에 미치는 영향은 유의하지 않았으나 취업 의향에는 유의한 영향을 주는 것으로 나타났다. 둘째, 외국인 근로자의 직업훈련 기반 중 환경요인은 직업훈련 만족도와 취업 의향에 모두 무의미한 결과로 나타났다. 셋째, 외국인 근로자의 직업훈련 기반 중 과정요인이 직업훈련 만족도에 미치는 영향이 취업 의향에 미치는 영향은 모두 긍정적이며 유의한 영향을 주는 것으로 나타났다. 마지막으로 직업훈련 만족도는 취업 의향에 긍정적이며 유의한 영향을 보여 주었다. 향후 연구는 외국인 근로자의 실제 문제를 파악하기 위한 질적 연구와 함께 국가마다 외국인 근로자의 상황이 다르기 때문에 국가별 환경 및 문화, 직업 등 다양성을 고려한 연구가 필요하다.

제조업 외국인 근로자의 직업훈련 특성이 취업 의도에 미치는 영향 : 직업훈련의 자기효능감과 참여 동기를 중심으로

최종락,임상혁 대한경영학회 2019 大韓經營學會誌 Vol.32 No.4

This study was conducted empirically by surveying the impact of self-efficacy, participation in job training on job training satisfaction, employment intent, and satisfaction with job training on the employment of foreign workers(E-9) in small and medium manufacturing industries. The study also found that foreign workers are able to adapt to Korean society smoothly, improve their job skills, and improve their stable working life. The research method used 418 documents as the final analysis material, except 12 out of 430 collected questionnaire, which was collected in person for 30 days from 2018. 12. 1-2018. 12. 30. The questionnaire was composed of five Likert-type measures to suit the job-training characteristics of foreign workers(E-9), satisfaction with job training, and satisfaction with job opportunities. The reliability was analyzed through SPSS 20.0. Using AMOS 20.0, the research model was analyzed through SEM and verified for validity. As a result, among the characteristics of vocational training for foreign workers(E-9), self-efficiencies were found to vary depending on job training satisfaction and employment intent. In other words, self-efficacy had a positive effect of 0.142 (Pᐸ0.05) on job training satisfaction, but self-efficacy did not significantly affect employment intentions. Second, among the characteristics of vocational training for foreign workers, the motivation for participation was 0.341 (Pᐸ0.01) and 0.096 (Pᐸ 0.05) for job satisfaction. Third, the degree of satisfaction with job training has a positive effect on employment intent of 0.345 (Pᐸ0.01). Although the research may be limited to generalization restrictions due to local limitations of the target of foreign workers(E-9) in Gyeonggi Province, expecting to be used theoretically and in practice for working-level workers in the government or related public institutions and vocational training institutes, it is expected that this research can offset the limit of generalization because foreign workers reside in Gyeonggi-do the most. In addition to the vocational and training characteristics included in this study, we will further study the factors of educators, educational environment and curriculum as independent variables, and we need to study the level of employment in relation to the diversity of the environment and culture of each country of origin in 10 countries such as the Philippines, an longitudinal study is needed to see how employment intentions are linked to actual employment in Korea and home countries. Through this study, the government and related agencies should develop and distribute vocational training for foreign workers(E-9) to improve their jobs, and information related to research to expand vocational training for foreign workers and prevent illegal aliens should be managed steadily through collaboration, while small and medium manufacturing companies and foreign workers should join active vocational training. Since this study is a cross-sectional study without continuous observation of foreign workers, it is necessary to study long-term effects of the national diversity of foreign workers conducting follow-up observation and mediation research through qualitative research, and to study the study of psychological factors such as organization immersion and special use permit system(H-2) as foreign workers with high self-efficiency affect the satisfaction of vocational training. 본 연구는 중소제조업의 재직 외국인근로자(E-9)의 직업훈련 특성 중 자기효능감과 참여 동기가 직업훈련만족도와 취업의도에 미치는 영향을 연구하여 한국 사회에 원만히 적응할 수 있고, 직무능력을 향상하고, 안정된 직장생활을 영위함으로서 인력난이 심각한 3D직종의 중소제조업에 대한 취업의도를 향상시켜 제조업의지속 발전을 위한 것이다, 또한 외국인근로자들을 대상으로 하는 직업훈련의 성과와 외국인근로자의 만족도에미치는 영향, 그리고 직업훈련 만족도가 취업의도에 미치는 영향을 중점으로 설문하여 실증적으로 연구하였다, 이와 같은 외국인근로자들의 직업훈련 만족도가 취업의도에 대한 실직적인 연구가 부족하여 요구되는 실정이다. 연구방법은 2018년 12월 1일부터 12월 30일까지 외국인 근로자(E-9)를 대상으로 약 30일간 직접 교회와 행사장에방문하여 설문조사를 실시하여 총 430부 회수된 설문지 중 부적절하게 응답한 자료 12부를 제외하고,418부를최종 분석 자료로 사용하였다. 설문 문항은 외국인근로자의 직업훈련 특성과 직업훈련 만족도, 취업의도에맞게 Likert형 5점 척도로 구성하였으며, SPSS 20.0을 통해 신뢰성을 분석하였고, AMOS 20.0을 이용하여구조방정식 모형(SEM)을 통해 연구 모델을 분석하였으며, 확인적 요인분석(CFA)을 실시하여 타당성을 검증하였다, 그 결과 첫째, 외국인 근로자의 직업훈련 특성 중 자기효능감은 직업훈련 만족도와 취업 의도에 각각다르게 나타났다. 즉, 자기효능감은 직업훈련 만족도에 0.142(Pᐸ0.05)로 나타나 긍정적인 영향을 주었지만, 자기효능감이 취업 의도에는 0.014(Pᐸ0.05)로 나타나 유의한 영향을 주지 않았다. 둘째, 외국인 근로자의 직업훈련특성 중 참여 동기는 직업훈련 만족도에 0.341(Pᐸ0.01), 취업 의도에 0.096(Pᐸ 0.05)로 나타나 모두 긍정적인영향을 미치는 것으로 나타났다. 셋째, 직업훈련 만족도는 취업 의도에 0.345(Pᐸ0.01)로 나타나 긍정적인 영향을미치는 것으로 나타났다. 이 연구가 향후 재직 외국인근로자 대상 직업훈련정책 수립 시에 정부나 관련 공공기관과직업훈련기관 실무자들을 위한 이론적·실무적으로 활용되기를 기대하며, 경기도 지역의 외국인근로자 (E-9)대상이라는 지역적 한계로 일반화 제약이라는 한계점이 있을 수는 있지만, 외국인근로자가 경기도에 가장 많은거주하기 때문에 대표성이 있어 일반화의 한계를 상쇄할 수 있을 것으로 본다. 또한 본 연구에 포함된 직업훈련특성요인 외에 교육자 요인과 교육환경 요인, 그리고 교육과정 요인을 독립변수로 더 연구할 것이며, 조직 몰입등의 심리적인 요인들을 포함한 연구와 필리핀 등의 10개국에 대한 출신 국가별 환경과 문화 등의 다양성과관련하여 취업의도가 한국과 본국 귀환 시 실제 취업과 어떻게 연계되는지를 보기 위한 연구가 필요하다

외국인근로자의 헌법상 근로권보장과 고용허가제의 쟁점사항

김종세(Kim, Jong-Se) 한양법학회 2015 漢陽法學 Vol.26 No.4

This study aims to find ways to improve the employment permit system for foreign workers. It classified the employment permit system for foreign workers in view of institutional aspect, employment management aspect, and social welfare aspect under the analysis framework and identified problems of current employment permit system for foreign workers. Foreign workers number about 250,000. Each year, hundreds of immigrant workers come to South Korea for jobs. Last 2013 July, the national assembly passed a bill called the Foreign Manpower System Law. Today the policy for foreign workers is based on employment permit system for Foreign Workers enacted by Act on Foreign Workers’ Employment, etc. and problems which had been pointed out have corrected through revision of the Act. But critical are still raised continuously and these problems are caused by prohibition of settlement principle and limitation on liberty of contract for foreign worters. For these reasons stay of foreign workers is restricted and renewal of a contract and the right of change of workplace are limited. This can improve the system so that our society treats foreign workers are as a part of our economic system not a simple manual worker. The employment permit system for foreign worker should provide foreign workers with the labor condition and labor environment without discrimination, which can accept them as members of Korean society and guarantee their labor activity during the employment contract period, going beyond the influx of labor manpower, which is lacking temporarily. In addition, strengthening of support in the institutional and social welfare aspects as well as a social consensus for improving the residential environment of foreign workers through education, medical services, and cultural services is required.

팬데믹 상황을 대비한 농업 분야 외국인력 활용 제도의 법정책적 개선 방안

김슬기(Kim, Seulki) 한국비교노동법학회 2021 노동법논총 Vol.52 No.-

우리나라 사회에서 저출산·고령화 현상이 심화되고 3D업종 기피현상이 심각해지면서 단순기능인력인 외국인력의 유입이 갈수록 증가하고 있다. 특히 농업분야에 있어서는 이농현상 등의 사회적인 이유 등으로 현장의 일손 부족이 심각하다. 따라서 농업 분야에서 외국인력의 비중은 절대적이며, 외국인이 없이는 농사지을 수 없다는 말이 공공연하게 자리잡아 오고 있다. 그러나 단순기능인력 외국인근로자가 선택할 수 있는 다른 업종에 비해 육체적 노동의 강도가 높은 농업은 회피하는 업종에 속하고, 일손 부족 현상이 더욱 심화되고 있는 시점에서 코로나19의 세계적인 확산은 더욱 농가의 외국인력 수급을 어렵게 하는 원인이 되었다. 이러한 상황에서 농업분야 외국인근로자의 고용 제도를 검토해보고 원활한 인력 수급에 차질을 빚게 하는 제도적 문제점과 개선방안을 알아보았다. 고용허가제는 단순기능인력 외국인근로자를 도입하는 것을 규정한 외국인고용법을 바탕으로 시행되고 있으나, 그 목적이 1년 이상의 상시 고용을 근거로 하는 사업장에 적합한 것이어서 계절성이 강한 농업분야에 외국인근로자를 고용하는 제도로는 적합하지 않은 부분이 있다. 그리고 단순기능인력의 수급 쿼터와 관련하여 우리나라 농가에서 필요한 인력에 비해 항상 공급이 부족한 면이 존재하며, 농업의 계절적 특성을 보완하기 위해 근무처 추가제도가 존재하지만 근로기준법 제9조의 위반 소지가 있다. 한편 계절근로자제는 농번기에 고질적인 일손부족 현상을 막기 위해 법무부에서 실시하는 제도로 출발하였으나, 계절근로자에 대하여는 외국인고용법이 적용되지 않으므로 외국인고용법상 근로자를 보호하는 개별적인 제도를 적용받지 못하는 문제점이 있다. 따라서 안정적인 외국인력 확보가 무엇보다 절실한 상황에서, 외국인 근로자 쿼터 배정에 있어 우선적으로 농업 분야에 필요 인력을 배정할 필요가 있다. 또한 기존 고용허가제로 입국한 근로자들을 전문기술 체류자격으로 갱신하거나 특례고용허가제 외국인근로자들의 유인 방안 등을 생각해볼 수 있다. 기존의 근무처추가제도는 노사관계에서 우월한 지위에 있는 사업주들로 인하여 외국인근로자의 의사가 배제된 채 근무처추가제도가 활용될 소지가 있으므로 외국인근로자와 사업주들 간의 사이에 근무처 추가 및 근로조건에 대한 의사의 합치가 법적 요건으로 의무화 될 수 있도록 하여야 한다. 한편 계절근로자에 대하여 출국만기보험 외에 나머지 세 가지의 외국인근로자 전용보험에 관하여 외국인고용법의 미적용에도 불구하고 노동환경 보호를 위해서는 반드시 별개의 적용이 필요하다고 생각한다. 임금체불보장보험은 소규모 농가일수록 임금체불 위험성이 더 높다는 측면에서, 귀국비용보험의 경우 계절근로자의 체류기간 만료 후 자발적 귀환을 유인한다는 측면에서, 상해보험은 국내 체류기간 동안 외국인근로자에게 최소한의 신체 안전을 보장한다는 측면에서 그 필요성이 대두된다. 살펴본 개선방안들은 코로나19 사태로 인하여 더욱 그 중요성이 커지고 있다. 그동안 금기시 되어 왔던 미등록 외국인근로자들의 한시적인 합법적 취업 체류자격 부여 단계까지 진지하게 고려해보아야 할 상황이다. 거기에 더하여 농업 노동인력 확보를 목적으로 기본적으로 정부차원에서 공공영역의 일자리 알선 및 소개 서비스를 확대하고 확충하여야 한다. In Korean society, the low birthrate, aging, and avoidance of 3d(dirty, difficult, dangerous) jobs get intensified and severe, so the inflow of foreign workers as simple functional workers is gradually increasing. Especially, the agricultural area is going through severe labor shortage because of social reasons like exodus of young adults from agricultural area. Thus, the weight of foreign workers in the agricultural area is absolute, and it is even publicly said that it is impossible to do farm work without foreigners. However, compared to other works, the agriculture with the higher intensity of physical labor is also avoided by foreign workers as simple functional workers. And due to the global pandemic of the COVID-19, it is more difficult for the farms to have foreign workers. In this situation, this study reviewed the agricultural foreign worker employment system, and then understood the institutional problems causing difficulties in smooth supply/demand of workers, and the improvement measures. The Employment Permit System is enforced based on the Foreign Worker Employment Act prescribing the introduction of foreign workers as simple functional workers. However, its purpose is suitable for workplaces based on regular employment for one year or more, so this system might not be suitable for the workplaces that employ foreign workers in each season of agricultural area. And in relation to the supply & demand quota of simple functional workers, the supply is always lacking compared to the workers required from farms in Korea. Even though there is the Workplace Addition System for complementing the seasonal characteristics of agriculture, there is the possibility to violate the Article 9 of the Labor Standards Act. Meanwhile, the Seasonal Work System was invented by the Ministry of Justice to prevent the chronic labor shortage in farming seasons. However, the Foreign Worker Employment Act is not applied to the seasonal workers, so the individual institution for protecting workers is not applied under the Foreign Worker Employment Act. Thus, when it is urgently needed to stably secure foreign workers, it would be necessary to preferentially assign the required manpower in the agricultural area through the quota assignment of foreign workers. It would be also possible to renew the workers who entered Korea through the existing Employment Permit System as the professional skill stay status, or to attract foreign workers through the Special Case Employment Permit System. In the existing Workplace Addition System, the foreign workers’ opinions could be excluded by business owners with a prominent position, so it should become legally mandatory to get agreement on the workplace addition and working conditions between foreign worker and business owner. Meanwhile, regarding the seasonal workers, the three rest insurances exclusive to foreign workers besides the departure guarantee insurance should be separately applied for the protection of labor environment even though the Foreign Worker Employment Act is not applied. The necessity of each insurance is rising such as the delayed wage payment guarantee insurance as the smaller-size farms are highly possible to delay the wage payment, the homecoming expenses insurance in the aspect of attracting the voluntary return after the stay for seasonal workers is expired, and the accident insurance in the aspect of guaranteeing the minimum personal security of foreign workers while staying in Korea. The importance of the examined improvement measures is more emphasized by the COVID-19. It would be needed to seriously consider the temporary permission of legal employment for unregistered foreign workers, which has been considered as a taboo. Moreover, for the purpose of securing the agricultural labor manpower, the government would basically need to expand the job placement/introduction service in the public sphere.

코로나 팬데믹 시대의 외국인근로자의 건강권 보호

김슬기(Kim, Seul-Ki) 한양법학회 2021 漢陽法學 Vol.32 No.4

Health is the most fundamental condition for human survival. For human dignity, the right to health should be guaranteed at least in the national dimension for all the people staying in a country regardless of their nationalities. In Korea, foreign workers are highly likely to be exposed to the risk of diseases and disasters in poor working conditions. In this aspect, it is more required to apply a health security system to such foreign workers during their stay. In the COVID-19 pandemic situation, foreign workers’ right to health is put in danger. Although the government’s policy is fulfilled to protect their right to health, it has some issues like violation of human rights. In this circumstance, this study tried to look into the legal system for guaranteeing the right to health of foreign workers with simple skills, who account for the largest percentage in Korea but have their right to health put in danger relatively, and to find the problems of the system and any improvement plan in terms of legal policy. The right to health is recognized according to international rules, including Constitution of the World Health Organization (WHO), the Universal Declaration of Human Rights, and the International Covenant on Economic, Social and Cultural Rights. It means the right to enjoy health in the most reachable level and the right of all human beings regardless of nationalities. Accordingly, in the Constitution and domestic rules, National Health Insurance Act was established to prevent all the people’s diseases and injuries, and is applied to foreign workers. Industrial Accident Compensation Insurance Act is a system for protecting workers or their families by guaranteeing the employer"s no-fault liability for workers’ occupational accidents in the national dimension. Industrial Accident Compensation Insurance Act is applied to non-registered foreign workers regardless of residence status. In accordance with Employment of Foreign Manpower Act, accident insurance responds to foreign workers’ death or diseases other than their occupational accidents. Aside from such general right guarantee, the government performs special policies in the COVID-19 pandemic situation. One of them is to exempt public officials’ duty of notification for illegal aliens. Therefore, even if foreign workers illegally stay, they are allowed to have a COVID-19 diagnosis test and get vaccinated. In such a way, the blind spot of quarantine tries to be removed. Socially, when the supply imbalance of masks occurred, the government came up with a mask supply plan for controlling the limit of mask purchases. When foreign workers had mass infection, each local government gave an administrative order for the COVID-19 diagnosis tests on foreign workers. Some local governments restricted the employment of foreign workers who failed to receive a diagnosis test. That raised the issue of human right violation and discrimination based on nationalities. Korea Workers" Compensation and Welfare Service devised the work process plan for applying industrial accident compensation insurance to workers in the COVID-19 situation, and tries to support damage caused by COVID-19. Given that foreign workers face poor working conditions and have no Korean nationality, it is difficult for them to receive industrial accident compensation insurance. To guarantee foreign workers’ right to health, it is necessary to change the health insurance criteria for foreign workers. In consideration of the financial difficulty that foreign workers have, it is required to lower the criteria of their national health insurance contribution as the self-employed, and to change it to the national health insurance as employees and thereby to share the burden of the contribution with employers. In other words, regardless of whether the employers of foreign workers register their business, it is necessary to make the foreign workers’ national health insurance contribution as employees. Associat

외국인근로자(E-9)의 대학교육 허용에 대한 대학관계자의 인식연구

박미숙(Misuk Park),최희(Hee Choi),채보근(Bogeun Chae),안동관(Dongkwan An) K교육연구학회 2023 사회과학리뷰 Vol.8 No.4

본 연구는 외국인근로자(E-9)의 대학교육 허용에 대한 대학관계자의 인식을 탐색하고 이를 바탕으로 외국인근로자(E-9) 대학교육 활성화 방안을 제시하는 것을 목적으로 하였다. 연구를 위해 외국인근로자(E-9)에게 대학교육을 제공하는 대학관계자 10명을 대상으로 심층인터뷰를 통해 자료를 수집하고 분석하였다. 분석결과 첫째, 대학관계자들은 외국인근로자(E-9) 대학교육 허용에 대해 바람직한 결정으로 인식하였다. 한국의 교육수준이 높아지면서 전문대학의 학생 수가 감소하여 전문대학들은 재정위기에 처해 있는 상황에서 외국인근로자(E-9)의 대학교육은 시기적절한 결정이었다. 둘째, 전문대학들은 외국인근로자(E-9) 대상 산업체 위탁교육을 실시하기 위해 운영계획을 마련하고 있었다. 유학생 교육경험을 바탕으로 외국인근로자의 특성에 맞는 체계적인 교육과정을 계획하고 있었다. 셋째, 대학관계자들은 외국인근로자(E-9)들이 대학교육을 받은 후 개인에서부터 학교, 기업, 지역사회, 국가에 이르기까지 다양한 부분에서 긍정적인 파급효과가 있을 것으로 인식하였다. 이러한 연구결과를 바탕으로 외국인근로자(E-9)가 전문적인 지식을 함양할 수 있는 학습 환경을 마련하고 외국인근로자 특성에 맞춘 교육과정을 개발하고 점검해야 할 것이다. 더불어 외국인 근로자가 졸업 후 지역사회를 이탈하지 않고 지역사회와 국가의 인적자원으로 활용할 수 있는 방안을 모색해야 한다. 이를 통해 외국인근로자(E-9)가 단순히 노동력을 제공하는 인력의 측면을 넘어 외국인근로자를 양성하여 한국의 기술을 전수하고 세계적인 한국으로 부상하는데 견인하는 역할을 할 수 있기를 기대한다. The purpose of this study is to explore the perception of university officials on the provision of university education for foreign workers(E-9), and to suggest ways to revitalize foreign workers(E-9) study abroad based on this. For the study, data were collected and analyzed through in-depth interviews with 10 university officials who provide university education to foreign workers(E-9). As a result of the analysis, first, university officials recognized the provision of foreign workers(E-9) study abroad as a desirable decision. The university education of foreign workers(E-9) was a timely decision in a situation where the number of students at junior colleges decreased as Korea's education level increased, and junior colleges were in financial crisis. Second, an operation plan was prepared to conduct industrial consignment education for foreign workers(E-9). They were planning a systematic curriculum suitable for the characteristics of foreign workers based on the educational experience of international students. Third, university officials recognized that foreign workers(E-9) would have a positive ripple effect in various areas, from individuals to schools, businesses, communities, and countries, after receiving university education. Based on these findings, it is necessary to prepare a place for learning where foreign workers(E-9) can cultivate professional knowledge and develop and inspect curriculum suitable for the characteristics of foreign workers. In addition, it is necessary to find a way for foreign workers to use it as a human resource for the local community and the country without leaving the community after graduation. Through this, it is hoped that foreign workers(E-9) will be able to train foreign workers beyond the aspect of the workforce that simply provides labor, transfer Korean technology, and play a role in emerging as a global Korea.