勤勞時間短縮의 法理

李光澤(Lee Kwang-Taek) 국민대학교 법학연구소 2002 법학논총 Vol.14 No.-

According to the ILO Report of 2001, the average working hours of the Korean workers in 2000 are 2,474, the longest in the world. In October 2000 the Presidential Advisory Tripartite Commission reached an agreement to reduce the working hours up to 40 hours a week and 2000 hours a year. Although the National Assembly in 1989 revised the labour Standard Act to reduce the maximum weekly working hours from 4S up to 44, the real working hours including overtime are far from the statutory limit. The proposed revision of the LSA for the second time in terms of working hours is considered as an effective effort to reduce the real working hours up to the level of the international standards. One of the aims of the reduction of the maximum working hours is to realize the social solidarity through job or work sharing in the era of high unemployment. The reduction of working hours will also give us a chance to develop such new industries as leisure and sport business in new markets which will be widened through prolonged holidays. In the basic agreement of the Tripartite Commission in October 2001 the parties agreed to reduce working hours in such a manner that the standard of living is not reduced in consequence, as is stipulated in the ILO Convention No. 47 of 1935. However, it is hardly to secure through legal provision the concrete manner to compensate the wage, which might be reduced by the reduction of working hours. Therefore, it is suggested that the lost wage should be compensated by collective agreements and administrative directive. Until now in Korea, the monthly and annual paid holidays have used not to be enjoyed in terms of their genuine purposes. Instead, the workmen used to be working also on those days in order to be paid extra. These practices make it difficult to realize the purpose of the LSA, which was designed to secure humanity in working society. The second point of the reduction of working hours, therefore, is to be concentrated in the realization of monthly and annual paid holidays without reduction of the living standard. Regarding the argument of extension of flexible working hours from the employers, it is to be reminded that the flexible working hours have been extended in the most European countries in the way of reduction of real working hours to less than 40-hour-week. Concerning the schedule of the working hour reduction, it is understandable to begin with the public sector including civil servants. However, it should be considered that the public sector is not the very working place worked over the statutory limit. The hardest working places are the small and medium business in manufacturing sector, where the workers have to endure 50-hour-week.

勤勞時間短縮의 法理

李光澤 國民大學校 法學硏究所 2002 법학논총 Vol.14 No.-

According to the ILO Report of 2001, the average working hours of the Korean workers in 2000 are 2,474, the longest in the world. In October 2000 the Presidential Advisory Tripartite Commission reached an agreement to reduce the working hours up to 40 hours a week and 2000 hours a year. Although the National Assembly in 1989 revised the Labour Standard Act to reduce the maximum weekly working hours from 48 up to 44, the real working hours including overtime are far from the statutory limit. The proposed revision of the ISA for the second time in terms of working hours is considered as an effective effort to reduce the real working hours up to the level of the international standards. One of the aims of the reduction of the maximum working hours is to realize the social solidarity through job or work sharing in the era of high unemployment. The reduction of working hours will also give us a chance to develop such new industries as leisure and sport business in new markets which will be widened through prolonged holidays. In the basic agreement of the Tripartite Commission in October 2001 the parties agreed to reduce working hours in such a manner that the standard of living is not reduced in consequence, as is stipulated in the ILO Convention No. 47 of 1935. However, it is hardly to secure through legal provision the concrete manner to compensate the wage, which might be reduced by the reduction of working hours. Therefore, it is suggested that the lost wage should be compensated by collective agreements and administrative directive. Until now in Korea, the monthly and annual paid holidays have used not to be enjoyed in terms of their genuine purposes. Instead, the workmen used to be working also on those days in order to be paid extra. These practices make it difficult to realize the purpose of the LSA, which was designed to secure humanity in working society. The second point of the reduction of working hours, therefore, is to be concentrated in the realization of monthly and annual paid holidays without reduction of the living standard. Regarding the argument of extension of flexible working hours from the employers, it is to be reminded that the flexible working hours have been extended in the most European countries in the way of reduction of real working hours to less than 40-hour-week Concerning the schedule of the working hour reduction, it is understandable to begin with the public sector induding civil servants. However, it should be considered that the public sector is not the very working place worked over the statutory limit. The hardest working places are the small and medium business in manufacturing sector, where the workers have to endure 50-hour-week

장시간 근로와 인식된 조직성과: 업무강도와 일가족갈등의 매개효과를 중심으로

이수연,전병준,김효선 대한경영학회 2019 大韓經營學會誌 Vol.32 No.11

우리나라의 근로시간은 세계적으로 매년 최고 수준을 기록하고 있고, 지속되어온 장시간 근로는 조직 그리고근로자에게 상당한 영향을 미치고 있다. 장시간 근로의 부정적 영향에 대응하기 위해 2018년 2월 주 52시간근로기준법이 개정되어 사업장 규모와 특성에 따라 순차적으로 시행되고 있다. 이에 따라 정부, 조직, 근로자모두가 근로시간 변화를 시작하는 시점에서 장시간 근로가 근로자와 조직에 미치는 영향에 있어서의 역동적관계를 살펴보고자 하였다. 구체적으로 근로시간과 업무강도가 일가족갈등에 미치는 영향을 살펴보고, 이러한관계가 부서성과와 조직성과에 어떠한 영향을 미치는지 검증하는 것을 목적으로 한다. 이를 위해 설문조사는국내 7개 기업의 총 533명을 대상으로 진행되었고, 결측값을 제외하여 최종분석에 443명의 자료를 활용하여구조방정식 모형을 통해 매개효과를 검증하였다. 연구결과, 우선 근로시간이 길어질수록 부서성과와 조직성과가 증가하는 것으로 나타났다. 반면에 근로시간이 업무강도와 일가족갈등을 통해서 부서성과와 조직성과에 부정적 영향을 미치는 것으로 확인되었다. 또한가설화하진 않았지만 일가족갈등은 부서성과와 조직성과에 부정적 영향을 미치는 것으로 확인되었다. 즉, 근로시간과 부서성과, 조직성과 간의 관계에서 업무강도와 일가족갈등 매개효과가 유의하게 검증되었다. 이러한 분석결과는 근로자가 장시간근로와 높은 업무강도를 경험함에 따라 소진, 스트레스, 피로 등이 유발되어일과 가족영역의 갈등이 심화되고, 이러한 갈등은 조직효과성에 부정적 영향을 미치는 것을 보여주고 있다. 조직내 장시간 근로에 대한 매커니즘을 살펴본 결과, 경쟁을 심화시키고 업무 과부화를 요구하는 조직환경에서 조직효율성을 향상시키기 위해서는 근무시간과 업무강도를 조절해야 한다는 것을 밝혀냈다. 장시간 근로를요구하여 성장을 높이는 것은 단기적으로 효과를 나타내는 것처럼 보일 수 있으나 높은 업무강도는 오히려일가족갈등을 유발하여 조직성과에 부정적 영향을 주는 것으로 나타났다. 인간은 로봇이 아니기 때문에 산술적으로 노동 투입 시간과 양을 늘린다고 결과적으로 높은 조직성과를 유발하는 것이 아니라, 오히려 일가족갈등, 조직성과에 부정적 영향을 미친다는 점을 간과해서는 안 될 것이다. Working hours in South Korea are the highest in the world. As such, long working hours have a significant impact on both the organization and its employees. In this context, to reduce the negative effects of long working hours, the pertinent law to reduce the working week to 52 hours has been introduced and implemented sequentially according to the size of the organization. Now is the time for governments, organizations and employees themselves to bring about change with regards to the working hours. Thus, we seek to examine the dynamic relationship between long working hours and the organization and employees. Specifically, we examine how long working hours affects work intensification, work-family conflict and organizational performance. In addition to this, we investigate how the three variables (working hours, work intensification, work-family conflict) jointly affect the perceived organizational performance of the employees. To empirically test the relationship, data were collected from 443 respondents who worked in 7 South Korea organizations. Hierarchical regression analysis was applied for this matter. As a result of the study, it was found that departmental and organization performance increased as the amount of working hours increased. On the other hand, it was confirmed that working hours negatively affect departmental and organizational performance due to the mediating effect of work intensification and work-family conflict. To sum up, work intensification and work-family conflict mediated the relationship between working hours and organizational performance. Both managerial implications and limitations are presented in the discussion.

일본 변형근로시간제도에 관한 연구

이승욱 한국고용노사관계학회 2019 産業關係硏究 Vol.29 No.2

With the passage of the Amendment of Labor Standards Act(‘LSA’) on January 15th 2019, there has been made significant changes in calculating working hours. Before the amendment, although LSA provided that maximum number of working hours is 40 hours in a week, and 8 hours in a day, the courts and the Ministry of Labor have had arguably interpreted the ceiling of working hours did not cover holiday work, and as a result, in practice the actual maximum number of working hours in a week amounted to 68 hours. However, as the Amendment of LSA clearly states that holiday working hours are included in overtime working hours, the actual total working hours in a week is now reduced from 68 hours to 52 hours. As the employers have shown strong opposition to these changes, the tripartite commission made a compromise regarding the reform of working-hours averaging system. The main issue here is to extend the unit period of averaging working hours. They have succeeded in settlement to extend the unit period from 3 month to 6 month despite of the fierce opposition from the labor movement. Their compromise can be appraised as a limited success as I believe they did not carefully consider the various legal issues to be raised when it implemented. In this paper I have tried to examine the potential legal issues arising from the possible extension of unit period of working-hours averaging system in terms of the experiences in Japan which adopted the similar system in 1993. In doing so, I believe we can get some implications for the issues that have not been considered in detail during the social dialogue process. 2019년 1월 근로기준법 개정에 의해 현장의 일반적인 관행과 달리 휴일근로를 시간외근로에 포함시키는 방법을 통해 근로시간의 실질적인 단축 조치가 이루어졌다. 이에 경영계와 정치권을 중심으로 탄력적 근로시간제의 단위기간을 연장하여야 한다는 요구가 제기되었다. 경제사회노동위원회 ‘노동시간제도개선위원회’는 탄력적 근로시간제의 단위기간을 현행 3개월에서 6개월로 연장하는 데 합의하고, 이에 따라 근로기준법개정안이 국회에 발의되어 있는 상태이다. 탄력적 근로시간제에서 단위기간의 길이가 길어지면 근로자의 생활과 건강에 미치는 불리한 영향은 커질 수밖에 없고 근로시간규제 원칙에 대한 예외의 범위가 넓어지기 때문에 제도변화에 수반하여 복잡하고 다양한 법적 쟁점이 수반될 수밖에 없다. 그러나 지금까지의 논의는 단위기간의 연장에 국한되어, 그밖에 수반되는 세부적인 쟁점에 대해서는 상대적으로 심도 깊은 논의가 이루어지지 않은 것이 사실이다. 이 논문은 1993년 1년 단위의 탄력적 근로시간제를 도입하여 20년 이상 운용하여 온 일본의 제도 내용과 그 과정에서 제기된 법적 쟁점, 그리고 최근에 이루어진 일본 노동기준법의 개정 사항까지 포함한 관련 내용에 대하여 분석함으로써 우리나라의 관련 제도변화에 대한 시사점을 모색하고 있다.

연장근로와 휴일근로

박은정(Park, Eun-Jeong) 한국노동법학회 2014 노동법학 Vol.0 No.51

Recently, legal conflicts have arisen about whether holiday working hours are included in extended working hours. When the extended working hours, which are limited up to 12 hours per week, are violated, an employer would be subject to legal penalty, so whether only extended working hours on fixed working days excluding holidays are included in 12 hours peer week or the extended working hours in the whole week including holidays are inclued in that 12 hours is on dispute. Moreover, this problem is connected to not only the extended working hours but also legal additional payment such as extended working allowance and holiday working allowance. This paper examines the existing theories and precedents around this problem and analyses this situation into four questions: whether holiday working hours are included in extended working hours; whether the holiday working allowance and the extended working allowance should be paid separately; how to deal with the extended work allowed by law when it is done on a holiday; and the lost meaning of the reduction of working hours.

Association between irregular working hours and work-related musculoskeletal pain: results from the 6th Korean Working Conditions Survey

Yang Munyoung,Myong Jun-Pyo,Lee Jongin,Park Min Young,Kang Mo-Yeol 대한직업환경의학회 2023 대한직업환경의학회지 Vol.35 No.1

Background: Recently, irregular working hours have become controversial issues in Korea. The health impact of irregular working hours on the work-related musculoskeletal pain (MSP) is scarcely researched before. We sought to investigate the association between irregular working hours and work-related MSP among South Korean workers. Methods: This study used data from the sixth Korean Working Conditions Survey in 2020. The prevalence of work-related MSP was analyzed using the χ2 test. A multiple logistic regression analysis was conducted to assess the association between irregular working hours and work-related MSP. We conducted stratified analysis by gender, weekly working hours, and workers’ control over their working hours. We calculated the adjusted odds ratios (ORs) of work-related MSP for irregular working hours combined with weekly working hours. Results: The OR for work-related MSP was significantly higher in the population with irregular working hours than in the population with regular working hours (OR: 1.43, 95% confidence interval [CI]: 1.29–1.58). Irregular and long (> 52 hours/week) working hours have the highest risk of work-related MSP in both genders (in men, OR: 3.48 [95% CI: 2.53–4.78]; in women, OR: 2.41 [95% CI: 1.46–4.00]). Conclusions: Irregular working hours were associated with work-related MSP in Korea. The association was magnified with long working hours. Reform of the Korean Labor Standards Act leading to increase irregular working hours may induce adverse health outcome.

장시간 근로와 생활시간 확보에 관한 쟁점과 과제

이나경 사단법인 한국법이론실무학회 2024 법률실무연구 Vol.12 No.2

근로시간은 임금과 함께 가장 중요한 근로조건이다. 근로시간은 근로자가 사용자의 지휘명령 하에 놓여지는 시간의 범위를 긋고 그 이외의 자유로운 시간을 보장한다는 의미를 가지고 있다. 이러한 근로시간 관련 법에서 크게 두 가지 문제가 있다. 첫째는 최근 다양해진 고용 형태로 인하여 기존의 정형적인 근로시간 관련 법으로는 대응할 수 없는 상황이 발생하고 있다는 점, 둘째는 장시간 근로의 문제이다. 한국의 장시간 근로는 국제적으로 오랫동안 문제시되면서 근로시간 단축 정책으로 추진되었다. 그럼에도 아직 그다지 상황이 나아지지 않은 이유는 무엇일까? 거기에는 아마도 법 제도의 결함뿐만 아니라 근로시간을 법으로 규제하는 목적을 파악하는 방식 자체에 문제가 있어 보인다. 이에 본고는 장시간 근로의 해소라는 관점에서 현재의 근로시간 관련 법의 과제를 밝히고, 또한, 근로자의 근로시간과 생활시간에 대해 개괄적으로 살펴본다. 특히 충실한 혹은 바람직한 생활시간이란 무엇인가를 생각할 때 업무시간을 포함한 각각의 행동 시간의 길고 짧음만으로 좋고 나쁨을 판단하는 것이 아니라, 가정생활에 소요되는 시간을 충분히 고려한 후 일과 생활의 균형을 도모할 수 있는 제반 제도를 재검토하는 것이 필요하다. 장시간 근로로 인하여 일상생활에 여유를 갖지 못하고, 나아가 과로사로 이어지는 일하는 방식은 국제노동기구(ILO)가 주장하는 양질의 일자리(decent work)에 해당하지 않는 상황이다. 이러한 장시간 근로를 시정하기 위하여 근로자의 건강과 안전 측면을 충분히 고려한 새로운 생활시간에 대한 개념 확대가 필요하다. Working hours are the most important working conditions besides wages. The meaning of working hours is to limit the time a worker is under the employer's orders and to guarantee free time outside this limit. However, there are two major problems with working time laws. First, the recent diversification of employment patterns has created situations that cannot be addressed by existing laws related to working hours. Second, there is the problem of long working hours. Long working hours in Korea have long been an international problem, and a policy of shortening working hours has been promoted. So why hasn't the situation improved much? There seems to be a problem not only with the legal system, but also with the way in which the purpose of legally regulating working hours is understood. Accordingly, from the perspective of solving long working hours, the tasks of the current law on working hours are studied and the current status of workers' working hours and time for everyday life is reviewed and summarized. When we think about what a fulfilling or desirable time of everyday life is, we cannot judge whether it is good or bad based solely on the length or shortness of each action time, including working hours. However, it is necessary to build a society that can promote work-life balance, at least depending on the individual's life stage and living environment. For this, it will be essential to take full account of the time spent on family life and then to review the practices and systems related to working methods. A work style that does not allow for daily leisure time due to long working hours and further leads to death from overwork can be said to be a situation that does not correspond to a quality job as advocated by the International Labor Organization (ILO). In order to correct such long working hours, it is necessary to expand the new concept of time for everyday life, which fully takes into account the health and safety aspects of workers.

법정근로시간 단축이 실근로시간, 고용, 실질임금에 미친 영향

김유선 한국산업노동학회 2008 산업노동연구 Vol.14 No.2

1989~91년과 2004~7년에 이루어진 법정근로시간 단축이 실근로시간과 고용, 실질임 금에 미친 영향을 분석했다. 통상적인 회귀분석과 벡터오차수정 모형을 병행해서 추정 한 결과 확인된 사실은 다음과 같다. 첫째, 법정근로시간 단축으로 실근로시간과 월근로일수가 감소했다. 법정근로시간을 10% 단축할 때 실근로시간은 8.0% 감소하고 월근로일수는 3.0% 감소했다. 둘째, 법정근로시간 단축에 따른 실근로시간 단축은 고용증가로 이어졌다. 근로시간 을 10% 단축할 때 단기적으로는 고용증가 폭이 미미하지만, 장기적으로 취업자는 8.5%, 노동자는 13.1% 증가했다. 셋째, 실근로시간 단축으로 시간당임금은 증가했다. 즉 실근로시간이 10% 단축될 때 시간당임금은 장기적으로 13.3% 증가했다. 그러나 월임금총액은 유의미한 영향을 받지 않았다. This study analyses the impact of the reduction in the two occasions of statutory working hours in 1989-1991 and 2004-2007 on real working hours, employment, and real wages. It IRS Vector Error Correction model(VECM) in addition to typical regression analysis to estimate long term elasticity. The major findings of the analysis are as in the following: First, the real working hours and working days were reduced due to the reduction in the statutory working hours. In short, a 10% decrease in the statutory working hours brought about 8.0% decline in the total working hours and 3.0% fall in monthly working days. Second, the reduction in actual working hours brought about by the reduction in the statutory working hours led to increase in employment. That is: while a 10% reduction in working hours may lead to minor increases in employment in the short term, in the long term, it results in 8.5% increase in the workers and 13.1 % increase in employees. Third, the reduction in real working hours led to the increase in hourly rate of wage. While a 10% reduction in working hours leads to 13.3% increase in hourly wage rate, it does not bring about any significant impact on the monthly wage total.

프랑스 근로시간법제에서 근로시간의 유연화와 근로자 보호

조용만 서울시립대학교 서울시립대학교 법학연구소 2018 서울법학 Vol.26 No.3

This paper aims to analyze the system and contents of the French working hour law from the viewpoint of flexicurity. The French working hours legislation can be divided into a traditional system that limits the length of working hours to protect workers and a system which makes working hours flexible. The former includes the maximum working hours, the principle of 35 working hours a week, the limit of overtime by the increase of hourly wage, and the daily and weekly rest. The latter includes flexible working time, individual working hours, and comprehensive contracts on the number of working hours or days and corresponding wages. The working time restriction system have been changed to allow some flexibility according to the needs of the enterprise. Examples of such changes include the extension of the maximum working hours, the exception system for 35 hours a week, the additional work corresponding to lost working hours, the compensatory rest system for overtime, the overtime work system exceeding the annual limit, and the system of shortening or delaying rest time. On the other hand, the flexible working time system has been changed to strengthen the stability to protect workers. Examples include restricting the extension of the period in flexible working time, limiting the number of working hours that can be carried over in the individual working hour system, and limiting the scope of the covered workers in the annual working days contract. It can be seen that the working time restriction system and the flexible working time system are common in that they are pursuing flexibility with stability. The pursuit of flexicurity is also confirmed in the legislative reform of the working time system in 2016 and 2017. The regulation of working hours by collective agreements at the company level has been established under the conditions of strengthening the requirements for concluding collective agreements at the enterprise level, approving the superiority of industrial agreements in matters relating to the prevention of abuse of the flexible working time and the protection of vulnerable workers, and ensuring the right not to be contacted outside work hours. In the flexible working time system, the period of application was expanded under the conditions of allowing the extension of the period in industrial agreements and considering working hours exceeding 39 hours per week as overtime. The duty of the employer to ensure that the work burden is reasonable has been newly established in relation to the annual working days contract in order to strengthen the right to health and rest of workers. 이 글은 유연안정성의 관점에서 프랑스 근로시간법제의 체계와 내용을 분석하는 것을 목적으로 한다. 프랑스 근로시간법제는 근로자를 보호하기 위하여 근로시간의 길이를 제한하는 전통적 제도(근로시간제한제도)와 근로시간 배치의 유연화를 위한 제도(유연근로시간제도)로 구분할 수 있다. 전자에는 1일 및 1주 최장근로시간제, 1주 35시간의 법정근로시간제, 가산임금 지급에 의한 연장근로시간제, 일휴 및 주휴제 등이 있다. 후자에는 탄력적 근로시간제, 개별적 근로시간제, 근로시간․임금 포괄약정제 등이 있다. 근로시간제한제도는 기업의 필요에 따른 유연성을 일부 허용하는 쪽으로 변화되어 왔다. 최장근로시간제한 완화제도, 법정근로시간특례제도, 보충근로시간제도, 연장근로에 대한 대체휴식제도, 연간 한도시간을 초과하는 연장근로제도, 일휴단축제도, 주휴연기․대체제도 등이 그 예다. 반면에 유연근로시간제도는 근로자 보호 차원에서 안정성을 강화하는 쪽으로 변화되어 왔다. 그 예로 단체협약에 근거하지 아니한 탄력적 근로시간제의 단위기간 확대 제한, 개별적 근로시간제에서 이월 가능한 근로시간의 제한, 연간 근로일수약정 관련 적용대상자의 제한 등이 있다. 그리고 근로시간제한제도와 유연근로시간제도는 안정성을 수반하는 유연화의 추구라는 공통점을 가지고 있음을 확인할 수 있다. 유연안정성의 추구는 2016년과 2017년의 근로시간법제 개혁에서도 확인된다. 기업별협약의 성립요건 강화, 유연근로시간제의 남용방지 및 취약근로자 보호에 관한 사항 관련 산별협약의 우위성 승인, 근무시간 외 업무연락을 받지 않을 연결차단권의 인정 등을 전제로 하여 기업별협약에 의한 근로시간 규율체계를 확립하였다. 탄력적 근로시간제에서는 산별협약에 의한 허용과 1주 39시간 초과하는 근로시간에 대한 연장근로간주를 조건으로 하여 동제도의 단위기간을 확대하였다. 재량근로를 가능케 하는 연간 근로일수약정제에서는 근로자의 건강권과 휴식권을 강화하기 위해 업무부담의 합리성을 보장할 사용자의 의무 등을 신설하였다.

Relationship between working hours and probability to take alopecia medicine among Korean male workers: a 4-year follow-up study

Kyung-Hun Son,Byung-Seong Suh,Han-Seur Jeong,Min-Woo Nam,Hyunil Kim,Hyeong-Cheol Kim 대한직업환경의학회 2019 대한직업환경의학회지 Vol.31 No.-

Background: Many studies have reported the negative effects of long working hours on various health problems. However, whether hair loss is associated with working hours has been rarely investigated so far. The main purpose of this study is to explore the relationship between long working hours and the development of alopecia among Korean male workers. Methods: A total of 13,391 male workers not to take alopecia medicine in 2013 were followed up to see if they have alopecia medicine after 4 years, and that was used to confirm the alopecia development. Weekly working hours were categorized into three groups: reference working hours (RWH; < 40 hours/week), long working hours (LWH, 40–52 hours/week), and much longer working hours (MLWH; > 52 hours/week). Multiple logistic regression analyses were conducted to investigate the relationship between long working hours and the development of alopecia after adjusting age, marital status, education, monthly household income, smoking, and work schedule within strata of the covariates. Results: Long working hours was significantly related to the development of alopecia. The adjusted odds ratios (ORs) for the development of alopecia were 1.57 (95% confidence interval [CI]: 1.21–2.05) for LWH group and 1.74 (95% CI: 1.23–2.47) for MLWH group relative to RWH group. Conclusions: Our findings suggest that unintentional development of alopecia is another potential health consequence of long working hours among Korean male workers. Preventive interventions to promote appropriate and reasonable working hours are required in our society.