최저임금의 적용 차등화 방안 연구

조상균 한국노동법학회 2018 노동법학 Vol.0 No.66

This study examines the differentiation of minimum wage among the issues concerning the discussion on the improvement of the minimum wage due to the recent increase in the minimum wage. In particular, in relation to the application of the minimum wage difference by Industry and region, the purpose of this paper is to compare and examine the historical development of the japan’s minimum wage system by Industry and region. As a result of this review, it can be understood as the claim of introducing the minimum wage by industry, region, and age, which is currently discussed in Korea, essentialy intends to lower the minimum wage. Therefore, we can not but doubt its authenticity in light of its role as a ‘general minimum wage’ as a safety net protecting all workers required by the minimum wage syatem from unfairly low wages. In addition, Japan’s current minimum wage system, which is frequently introduced as a basis for introducing differentiation, has many differences compared to korea’s minimum wage system in terms of purpose, minimum wage determination standard, It should not be used as.

최근 임금 쟁점의 최저임금 영향에 관한 소고 - 주휴수당, 실비변상적 금품, 통상임금을 중심으로 -

이재현 강원대학교 비교법학연구소 2025 강원법학 Vol.78 No.-

「근로기준법」은 임금을 핵심 근로조건으로 보고 보호를 위한 다수의 규정을 두고 있다. 이와 관련하여 종래 근로기준법에 포함되어 있다가, 1986년 「최저임금법」 제정으로 분화된 최저임금과 근로기준법상 임금 관련 주요 쟁점의 관계가 문제가 된다. 사업장에서는 여전히 최저임금을 사용자가 준수해야 하는 임금에 관한 기준으로 여기고, 기능과 역할 측면에서 통상임금과의 차이점이 크게 드러나지 못하는 상황으로 파악된다. 아직까지 최저임금제도가 지향하는 목적이 분명하게 정립되지 못한 점, 통상임금 요건에 관한 지속적인 법적 분쟁의 발생, 임금 체계 개편 노력에도 불구하고 가시적인 성과가 나타나지 않은 점 등이 주된 원인으로 보인다. 임금과 관련하여 최근 많은 논란이 발생하고 있는 쟁점으로 주휴수당의 유지 여부, 실비변상적 성질 급여의 통상임금 또는 최저임금 산입, 통상임금 요건 중 고정성 폐지가 있다. 본 논문은 임금 관련 주요 쟁점을 순차적으로 살펴보고, 최저임금제도와의 관련성을 고려한 입법정책적 개선방안을 제안하였다. 첫째, 주휴수당을 폐지하고 최저임금 수준을 통하여 근로자의 임금수준을 정하는 것이 간결하고 합리적이라고 판단된다. 둘째, 근로기준법령에서 소득세법상 실비변상적 성격의 급여 중 일부를 특정하여 임금으로 보지 않도록 간주하는 법 개정을 생각해 볼 수 있다. 한편, 실비변상적 성격의 금품 중 생활보조 성격이 강한 항목의 경우, 최저임금 산입이 필요하다. 셋째, 통상임금 대법원 전원합의체 판결과 관련하여 최저임금제도의 목적과 취지, 개념 요소 등의 재정립 논의가 필요하다. The Labor Standards Act considers wages to be an essential condition of employment and has a number of provisions for protection of wages. The minimum wage was initially stipulated in the Labor Standards Act but was separated as a stand-alone provision with the enactment of the Minimum Wage Act in 1986. As a result, the relationship between the minimum wage and wages under the Labor Standards Act has become an issue of debate. Many workplaces still regard the minimum wage as one of the standards for wages that employers must follow, and its distinction from ordinary wages in terms of function and role remains insufficiently explained. The reasons for this issue seem to stem from several factors: the lack of a clearly established purpose for the minimum wage system, continuous legal disputes over the requirements for ordinary wages, and the lack of significant progress despite efforts to reform the wage system. Recent key issues related to wages include the continuation of weekly holiday pay, the inclusion of reimbursement-based pay for actual expenses in ordinary wages or the minimum wages, and the abolition of the "fixed nature" requirement for ordinary wages. This paper examines the key wage-related issues and suggests policy improvements considering their relevance with the minimum wage system. First, abolishing the weekly holiday pay requirement and setting workers’ wage levels based solely on the minimum wage would be a simpler and more rational approach. Secondly, amending the relevant law to exclude certain reimbursement-based pay for actual expenses recognized under the Income Tax Act from wages under the Labor Standards Act could be considered. Meanwhile, it is necessary to include reimbursements for actual expenses that serve as living allowances in the minimum wage calculation. Third, the recent Supreme Court's ruling is occurred. In this regard, a discussion on redefining the purpose and conceptual elements of the minimum wage system is needed.

최저임금제의 위헌성에 관한 연구- 2017헌마1366 및 2018헌마1072(병합) 헌재 결정을 중심으로 -

홍원규 노동법이론실무학회 2020 노동법포럼 Vol.- No.30

최저임금제는 헌법 제32조와 최저임금법 제1조 및 ILO협약에 잘 나타나듯이 임금협상력이 부족한 비숙련 저임금 근로자의 인간다운 생활을 보장하기 위하여 일정 금액 이상으로 임금계약을 체결하도록 강제하는 제도이다. 최저임금제는 본질이 사용자와 근로자 간에 일정 금액 이하로 임금계약을 체결하는 것을 금지하기 때문에 사용자와 근로자의 계약체결의 자유, 사용자의 재산권, 근로자의 근로권 및 사용자의 영업의 자유 등과 기본권 충돌이 일어난다. 최저임금제는 헌법이 그 시행을 법률에 위임하였으므로 제도 자체가 기본권을 침해하여 위헌이라 할 수는 없다. 최저임금법 제14조에 따라 위촉된 사용자위원, 근로자위원 및 공익위원이 같은 법 제8조에 따라 최저임금을 심의・결정하면 고용노동부장관은 이를 고시하여 시행한다. 현재까지의 최저임금은 모두 형식적으로는 최저임금위원회에서 사용자위원, 근로자위원 및 공익위원이 참여하여 여러 차례 협의하여 결정하는 형식으로 이루어져 왔다. 그러나 32년간의 최저임금의 결정은 합의보다는 표결 그것도 공익위원과 사용자위원 또는 공익위원과 근로자위원만으로 즉, 사용자위원 또는 근로자위원 어느 한쪽이 퇴장한 가운데 결정되어 왔다. 헌법재판소는 2018년 및 2019년 최저임금 고시가 최저임금위원회에서 노・사 및 공익위원 모두가 참여하여 토의하고 협의하였고 임금상승률의 결정 또한 물가상승률, 도시 근로자의 최저생계비 등을 검토하여 이루어졌다는 것을 이유로 합헌이라 결정하였다. 그러나 헌법소원이 청구된 2018년 및 2019년 최저임금 고시 또한 사용자위원이 퇴장한 가운데 근로자위원과 공익위원만의 표결에 의하여 이루어져 당사자들이 참여하여 대의제의 원리에 따라 결정하도록 한 최저임금법이 규정하고 있는 최저임금 결정방식을 실질적으로는 위반한 것이다. 최저임금결정이 최저임금법의 절차를 형식적으로만 지키고 실질적으로는 정부의 입김에 따라 대통령 공약사항 이행이라는 측면에서 이루어진 점과 최저임금법 제4조에서 규정하고 있는 근로자의 생계비, 유사 근로자의 임금, 노동생산성 및 소득분배율 등을 실질적으로는 고려하지 않았다는 점에서 문제가 있는 결정이라 할 것이다. 최저임금제가 헌법이 법률에 위임하여 시행하도록 하고 있고 우리 헌법 제119조의 경제질서에 부합하는 제도인 것은 누구도 부인할 수 없는 사실이지만 최저임금 결정은 헌법과 최저임금법의 취지에 부합하지 않고 정부의 입김에 따라 공익위원이 노・사 어느 한 편에 편향된 결정을 하여 이루어져 왔다. 그러므로 헌법재판소 최저임금선고의 보충의견에서와 같이 공익위원이 정부로부터 독립하여 결정할 수 있게 독립된 기관에서 추천할 수 있도록 하는 방안을 강구할 필요가 있고 한편으로는 사용자위원과 근로자위원도 국민경제적 관점에서 최저임금 결정에 참여하는 방향으로 발전하여야 한다. 또한, 최저임금법 제4조에서 예정하고 있는 사업의 종류별 차등적용도 시행할 수 있도록 관련 연구가 필요하다 하겠다. The minimum wage system, as illustrated in Article 32 of the Constitution and Article 1 of the Minimum Wage law and the ILO Convention, forces wage contracts to be signed in a certain amount or more to ensure the decent living of low paid workers who are unable to negotiate their own wage. Since the minimum wage system prohibits users and workers from signing wage contracts below a certain amount of money, conflicts of basic rights arise with the freedom of users and workers to sign contracts, the property rights of users, the labour rights of workers and the freedom of business of users. The Constitutional Court said the minimum wage notice for the case was not against the Constitution because it was decided by both employers and workers members and by reviewing inflation rates and the city's minimum cost of living. The minimum wage system can not be unconstitutional because the Constitution has delegated it’s implementation to the law. However, the minimum wage decision was not made through the agreement of the two parties of labor and management. Although the minimum wage decision was perfunctory in accordance with the minimum wage law, the government has decided on the minimum wage through members of the public interest committee. This is not in line with the procedural intent set forth by the Constitution and the Minimum Wage Act. In addition, it is problematic that the minimum wage in 2018 and 2019 has risen rapidly, damaging small business owners and freelancers, and depriving workers of jobs, ignoring the inflation rate and labor productivity stipulated by the Minimum Wage Act and simply deciding to fulfill for the president's pledge. Members of the public interest committee should be commissioned to be independent of the government, and the members of the user committee and the workers' committee should develop in the direction of participation in the minimum wage decision from a national economic perspective. Since the Minimum Wage Act provides for the differential application of each industry by region, we need to try to apply it in the future.

중국 최저임금제도의 주요내용과 문제

정영애 경희대학교 법학연구소 2015 경희법학 Vol.50 No.2

Minimum wage system is the element that can not be ignored in the companies's management. In China, the minimum wage regulation was first introduced by Chinese Labor Department in 1993, then has amended in 2004 and has been enforced so far. Chinese minimum wage system is composed of「Labour Law of the People’s Republic of China」,「Law of the People′s Republic of China on Employment Contracts」, 「The minimum wage provisions」of the Labor Department and other relevant regulations. China's minimum wage system is different with Korea that operated in each local governments and peace and dignity. Although the system of main pattern is determined by of labor department, the Local Government has the power to make decision in the details. So, conditions of the minimum wage system is different in each region. The standard of minimum wage system is determined by the Local Government and have to report to the Labor Department. Total 9, which is excluded from the minimum wage allowance is provided for in the provisions of the Labor Department and other of the allowance for each Local Government is deduction to determine. It is also different which Individuals known whether the deduction of various social insurance fees incurred by each region. Therefore, the minimum wage system in China is very complex and represents the diverse aspects. The problems were usually posed during practice of irregularities, which a minimum standard of Security of performance-related pay system of reference minimum wage in violations and minimum wage. There is no basic concepts of Ordinary Wage and Comparative Wage in Chinese minimum wage system. Taxable deduction for wages and wage structure to factors that can each be provided for by provincial governments separately and the Labor Ministry, and it can be punished if it is illegal. So, it is important that master regulations which were determined by the Labor Department and the Local Government on the study of Chinese minimum wage system. 최저임금제도는 기업의 경영에서 간과할 수 없는 요소이다. 중국은 1993년 노동부령으로 처음으로 도입하였고 2004년 해당 제도를 수정하여 지금까지 시행하고 있다. 최저임금제도의 내용은 「중화인민공화국노동법」, 「중화인민공화국노동계약법」, 노동부의 「최저임금규정」과 관련 통지 등으로 구성되어 있다. 중국의 최저임금제도는 한국과 달리 각 지방정부 위주로 운영되고 있는 것이 특징이다. 비록 제도의 큰 패턴은 노동부에서 정하였지만 구체적 내용에서 지방정부에게 상당한 결정권을 부여하였으므로 최저임금제도의 실태는 각 지역마다 다르다. 최저임금의 기준과 등급은 각 성(省)급 지방정부가 결정하고 노동부에 보고한다. 최저임금에서 제외되는 총 9가지 수당은 노동부의 규정으로 명문화되어 있고 그 외의 수당은 각 지방정부가 공제여부를 결정한다. 개인이 부담하는 각종 사회보험료 납부액의 공제여부도 각 지역마다 다르다. 그러므로 중국의 최저임금제는 매우 복잡 다양한 양상을 나타내고 있다. 실무 중 제기되는 문제는 주로 최저생활보장제도와의 부조리, 성과급제 중에서 최저임금기준의 위반문제, 최저임금기준과 사회보험료 개인납부액 포함여부문제, 경미한 벌칙과 노동자 보호의 균형성 문제 등이 제기되고 있다. 중국의 최저임금제도 중에는 통상임금, 비교대상임금 등 기초개념이 존재하지 않는다. 그리고 임금구성이나 임금에 산입할 수 있는 요소들이 노동부와 각 지방정부에 의해 별도로 정해져 있어 이를 위반할 경우, 처벌을 받을 수 있다. 그러므로 중국 최저임금제도의 연구에서는 노동부와 각 지방정부의 관련 규정을 파악하는 것이 중요하다.

최저임금의 지역별 차등적용에 관한 법 이론적 검토

이재현 경북대학교 법학연구원 2023 법학논고 Vol.- No.82

In some countries, different minimum wages amounts are applied by region, while in Korea, a single minimum wage amount is applied across all regions. To explore the topic of applying minimum wages differentiated by region, one must address and consider the purpose and function of the minimum wage system under the Constitution, the scope and limitations of the differential application of minimum wages, and the potential impact of differential application of minimum wages on other labor-related laws and provisions. Differentiating the minimum wage amount by region allows for consideration of the living standards and cost of living in each region, therefore, being aligned with the goal of the Minimum Wage Act. Yet, it is not appropriate to expect the differential application of minimum wages would have a far- reaching effect, such as improvement of the overall local economy, increased employment rates, and enhancement of working conditions. When considering the application of minimum wage amount differentiated by region in Korea, it needs to be made clear that uniformly applying the legal minimum wage should remain as the principle and the differential application of minimum wages is regarded as an exception. Also, it may not be necessary to applying minimum wage amounts different from the legal minimum wage in every region. Rather, it would be reasonable to implement this approach selectively wages in certain regions depending on the need. In regions where applying the legal minimum wage becomes challenging, differential minimum wages could be applied, while concurrently developing means and methods to restore the universal application of the legal minimum wage. The successful implementation of differential minimum wages by region requires more detailed statistical data, analyses, and fact-finding surveys. A comprehensive review of factors influencing legislation and policies in the long-term is also needed. 외국의 경우 다양한 차등최저임금제를 두고 있는 반면, 우리나라는 단일최저임금제라고 평가할 수 있다. 이러한 상황에서 최저임금의 지역별 차등적용에 관한 논의를 위해서는 헌법상 최저임금제도의 목적과 기능, 최저임금 차등적용의 범위와 한계, 차등적용으로 인한 효과와 다른 노동법상 제도에 미치는 영향까지 충분히 고려되어야 한다. 최저임금의 지역별 차등적용은 지역의 생활 수준과 생계비를 구체적으로 고려할 수 있다는 점에서 최저임금법 목적에 부합한다. 다만, 이를 통해서 지역의 전체 경제상황 개선, 고용률 증가, 근로조건 개선 등의 효과까지 폭넓게 기대하는 것은 적절하지 않다. 법정 최저임금이 원칙이고 지역별 차등 최저임금이 예외라는 점을 명확히 할 필요가 있다. 또한, 모든 지역에 지역별 차등 최저임금이 설정될 필요는 없다. 필요성이 있는 특정 지역에 한하여 차등 최저임금을 적용하는 것이 합리적이다. 법정최저임금의 적용이 어려운 지역에 지역별 차등 최저임금을 적용하되, 한시적으로 운용한 이후에 법정최저임금제도로 복귀할 수 있는 수단과 방법이 마련되어야 한다. 지역별 차등 최저임금의 적용을 위해서는 더욱 상세한 통계자료의 확보와 분석이 필요하고 실태조사도 이루어져야 한다. 장기간의 입법·정책적 영향요인에 관한 자세한 검토도 필요하다.

EU 국가의 최저임금제도와 한국에 대한 시사점

송유철 ( Yoocheull Song ) 한독경상학회 2017 경상논총 Vol.35 No.4

Most of the EU countries maintain a minimum wage system and since January 2015 Germany has introduced a new minimum wage system. Korea has also introduced a minimum wage of 600 won per hour since 1989, and plans to raise it to 6,470 won in 2017 and 7,530 won in 2018. The Korean government plans to raise it to 10,000 won by 2020. As a result, various views on the economic effect of the minimum wage system are being expressed recently. If the minimum wage system is introduced, the minimum wage level will be improved, and it will contribute to the stabilization of the lives of low-income workers by expanding the application sites. In addition, the target of receiving the minimum wage is expanded, and social influence can be greatly enhanced by linking with various institutional devices. However, if the minimum wage level is determined to be too high, the employment of vulnerable groups such as adolescents, women, uneducated, blind, disabled, and elderly people will decrease, which will increase the wages of other workers. Resulting in an overall decrease in employment. Therefore, setting an appropriate minimum wage is indispensable. Therefore, this paper examines the current status of the minimum wage system in EU countries and suggests implications for the Korean economy. First, Chapter II attempts to review the literature on the effects of various minimum wage systems. Chapter Ⅲ analyzes the current status of EU minimum wage system. Chapter IV gives a more detailed analysis of the German system. Chapter V examines the current status of Korea's minimum wage system and draws policy implications based on the analysis. In this study, it was confirmed that the EU countries are improving the minimum wage system by introducing various grace system and adjusting the range of inclusion. The minimum wage level in Korea is lower than in developed countries, but it can be evaluated that the speed of its increasing is faster than that of the productivity increase. In the EU countries, there are differences in minimum wage according to the type of industry and age. In Germany, the transition period is set aside and the application of the minimum wage is suspended for a certain period in weak sectors. Therefore, in Korea, it is also possible to consider introducing differences by industry, age, and region. In the case of Korea, it is also necessary to operate carefully the minimum wage system considering the profitability and inflation rate of the company as well as the employment rate. This is because the rise in the inflation rate is expected to offset the effect of the minimum wage increase. The problem of polarization in income in Korea seems to be exacerbated by cyclical and structural changes in the labor market, an increase in the importance of capital income relative to labor income, and a decrease in the efficiency of income redistribution mechanisms. Therefore, the problem of income polarization should be solved through balanced application of various policies, not just the increase of minimum wage.

최저임금제도의 문제와 과제

김강식 ( Kang-sik Kim ) 한국질서경제학회 2016 질서경제저널 Vol.19 No.2

The Minimum wage system aims to protect low income employees as intervening of government in the process of wage bargaining between labor and management to determine the minimum level of wage and to force employer to keep this level with law. In this paper we discuss current issues of minimum wage system in Korea and try to find alternatives to solve problems of minimum wage system. Meanwhile, the minimum wage has contributed to improving the quality of life and income security of low-wage workers. But every year labor and employers have confrontations about the increase rate of minimum wage. The big number of non-regular workers and employers in small businesses are facing a reality that they do not get even the minimum wage. The minimum wage level is one of the major issues related to the minimum wage. In the determination of the minimum wage level it is necessary to establish the criteria on the basis of objective indicators. It is also necessary to review the scope of the minimum wage to be counted. A careful review of including periodic bonuses and salaries in the minimum wage is required. The current minimum wage does not reflect the differences among industrial sectors. Taking into account the different management conditions between sectors, it is necessary to determine the minimum wage by business type. The current minimum wage does not reflect the regional characteristics and it is determined as a nationwide single one. It is necessary to consider the regional minimum wage based on cost of living, wage levels, and the economy of the region. In order to increase employment opportunities for some workers groups it is needed to consider the adjustment of the minimum wage rate applies to them.

최저임금제도 국제비교 및 시사점

김강식 ( Kang-sik Kim ) 한국질서경제학회 2017 질서경제저널 Vol.20 No.2

The Minimum Wage Act has been revised 11 times since it was enacted in 1986. In the meantime, many issues have been discussed in the minimum wage system and there have been some institutional changes. However, the main content of the current Minimum Wage Act remains unchanged since the time of enactment. Korea’s economic and social conditions in 2017 related to the minimum wage 2017, which has passed 30 years after the enactment of the Minimum Wage Act, differs markedly from the 1986 when it was enacted. The minimum wage system, which was designed 30 years ago and in a completely different era, now needs to be improved to adapt the current conditions. Therefore, this study analyzes the actual condition of the minimum wage system in major countries and considers the implications for Korea, especially in the aspects of the minimum wage type and the minimum wage system. Considering that the minimum wage system is designed to protect the livelihood of low-paid workers, Korea has a relatively large gap in economic conditions among the regions, so regional minimum wage system is more appropriate for workers. Regional minimum wage system can contribute to balanced regional development by increasing the role of local governments and it can be a legal basis for solving the wage problems between South and North Korea after unification in the future. In addition, it is necessary to determine the minimum wage for type of business considering the different economic situations of each industry. It is necessary to proactively examine the decision to determine the minimum wage by industry taking into consideration the ratio of employee less than minimum wage and influence rate of minimum wage by industry, the ratio of short-time workers, and the increase in burden due to revision of the Minimum Wage Act. In order for the minimum wage system to be discussed more effectively, the range of minimum wages, which is the standard for calculating the minimum wage, must be expanded. Therefore, it is necessary to review the inclusion of allowances, periodic bonuses, and benefits that have already been fixed in enterprises in the calculation of minimum wages. In other words, it is necessary to examine the inclusion of other allowances, fixed monthly bonuses, and allowances in kind in the minimum wage calculated based on current normal wages.

최저임금제도의 새로운 구상과 법적 과제

방준식 노동법이론실무학회 2017 노동법포럼 Vol.- No.22

The minimum wage system that has been maintained for the past 30 years now requires a new concept to realize the realization of the minimum wage and its effectiveness. If the minimum wage system of 1986 was started as a system to protect the minimum wage of low-wage workers, it should now be reformed to function as a social safety net for the guarantee of the living of the low-income class. Therefore, the legislative purpose of protecting the workers 'lives by imposing a minimum wage on employers, excluding the risk that the minimum wage law entrusts workers' wages only to the market, is still valid. Likewise, proper wages of professions should not simply be put on the market to protect the lives and safety of the nation, but the state should provide specific guidelines. In this paper, various legal issues of the minimum wage system are presented. The introduction of the minimum wage system for each industry by type of minimum wage law and the reorganization of the minimum wage committee are legal issues that must be urgently addressed in order to realize the minimum wage. In order to realize the minimum wage, it is necessary to pay attention to the changes in the workers. The Minimum Wage Act now needs to be reformed for the majority of low - wage - irregular workers in line with changes in the times. In addition, each local government needs to supplement the low minimum wage by introducing the living wage system. Finally, in order to secure the effectiveness of the minimum wage system and establish the rule of law, strict supervision and supervision of the labor supervisor and criminal punishment against the violating workplace must be achieved. 지난 30년간 이어져 온 최저임금제도는 이제 최저임금의 현실화와 그 실효성의 확보를 위해서라도 새로운 구상이 요구된다. 1986년 최저임금제도가 저임금근로자의 최소한의 임금을 보호하기 위한 제도로 시작되었다면, 이제는 저소득계층의 생활보장을 위한 사회안전망으로서의 기능과 역할을 수행하도록 개편되어야 한다. 따라서 최저임금법이 근로자의 임금을 시장에만 맡기는 위험을 배제하고 사업주에게 최저임금을 강제하여 근로자의 생활을 보호하려는 입법목적은 여전히 유효하다고 본다. 마찬가지로 전문직의 적정임금도 국민의 생명과 안전을 보호하기 위해 단순히 시장에 맡길 것이 아니라 국가가 구체적인 가이드라인을 제시해야 한다. 이 논문에서는 최저임금제도의 법적 과제를 다양하게 제시하였다. 최저임금법상 업종별․지역별 최저임금제의 도입이라든지 최저임금위원회의 개편 등은 최저임금의 현실화를 위해 시급히 해결해야 할 법적 과제이다. 또한 최저임금의 현실화를 위해서는 근로자상의 변화에 주목해야 한다. 최저임금법은 이제 시대의 변화에 맞게 대다수 저임금·비정규직근로자를 대상으로 개편되어야 할 것이다. 또한 각 지방자치단체는 생활임금제의 도입을 통해 낮은 최저임금을 보완할 필요가 있다. 마지막으로 최저임금제도의 실효성 확보와 법치주의의 확립을 위해서는 근로감독관의 엄격한 관리감독과 위반사업장에 대한 형사처벌이 반드시 이루어져야 할 것이다.

일본 지역별·산업별 최저임금제도에 대한 고찰

김환일 전북대학교 부설법학연구소 2022 법학연구 Vol.69 No.-

The Japanese minimum wage has a structure in which the central minimum wage deliberation committee proposes a regional standard, and then the regional minimum wage deliberation committee of 47 prefectures deliberates and decides on the revision of the wage every year. However, as the regional wage gap continues to widen, the labor and management are strongly arguing that reform should be done, questioning the original attitude of the Minimum Wage Deliberation Committee. Recently, the labor and bar associations insist that the Minimum Wage Deliberation Committee is difficult, but it is necessary to gather wisdom on how to balance the minimum wage increase to secure employment and livelihood stability for low-wage workers. On the other hand, employers strongly insist on freezing the minimum wage in order to continue business and maintain employment, as it has a huge impact on local small and medium-sized enterprises(SMEs) and small business owners with a weak management base. Therefore, it is necessary to establish active policies such as tax and social insurance premium reduction and subsidy support for small and medium-sized enterprises that are difficult to raise the minimum wage. To this end, if we look at the tasks of the Japanese minimum wage system, first, the significance and correct understanding of the minimum wage system, second, the principle of disclosure in the non-disclosure of the minimum wage council, third, the limitations of the regional minimum wage system and the introduction of a nationwide minimum wage system, Fourth, diversification and strengthening of representativeness of the members, and fifth strengthening the role of public interest members. Therefore, in order to introduce the minimum wage system by region and industry in Korea, it is necessary to come up with a rational improvement plan for the minimum wage system suitable for Korea based on the experience of the Japanese minimum wage system. 일본 최저임금은 중앙최저임금심의위원회에서 지역기준액을 제시한 다음 47개 도도부현의 지방최저임금심의위원회가 매년 임금액의 개정을 심의·결정하는 구조이다. 하지만 지역별 임금격차가 계속 확대되면서 최저임금심의위원회에 본연의 자세에 대해 의문을 갖고 개혁해야 한다고 노사 간에 강하게 주장하고 있다. 최근 노동계 및 변호사연합회 측에서는 최저임금심의위원회가 어렵지만 저임금 근로자의 고용 확보 및 생활안정을 위한 최저임금 인상을 어떻게 실시할 것인지에 지혜를 모아야 한다고 주장하고 있다. 반면 사용자 측에서 최저임금 인상은 경영기반이 취약한 지방중소기업·소규모사업자에게 큰 영향을 미치므로 사업계속과 고용유지를 위해 동결을 강하게 주장하고 있다. 따라서 최저임금의 인상이 어려운 중소영세기업에 대해 세금 및 사회보험료의 감면, 보조금 지원 등 중소영세기업의 비용경감을 위해 적극적인 지원정책을 수립해야 할 것이다. 이를 위해 일본 최저임금제도의 과제를 살펴보면 첫째, 최저임금제도의 존재 의의 및 올바른 이해, 둘째, 최저임금심의위원회의 비공개에서 공개 원칙, 셋째, 지역별 최저임금제도의 한계와 전국일률최저임금제도의 도입, 넷째, 위원의 다양화 및 대표성 강화, 다섯째 공익위원의 역할 강화 등이다. 따라서 우리나라에서 지역별·산업별 최저임금제도가 도입되기 위해서는 일본 최저임금제도의 경험을 토대로 우리나라에 적합한 최저임금제도의 합리적 개선방안을 마련해야 할 것이다.