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김홍영 한국노동법학회 2018 노동법학 Vol.0 No.66
In order to decide whether or not to comply with the Minimum Wage Act, the wage to be compared with the minimum wage is called "comparable wage for minimum wage". The current Minimum Wage Act does not include comparable wage as periodic bonus, accommodation fee etc. The problem of expanding inclusion ranges has emerged as an important issue concerning minimum wage. In this article, with regard to the scope of inclusion, we will consider the following matters and develop discussions in the legislative process. First, we evaluate the content recommended by the System Improvement TF of the Minimum Wage Committee, and at the same time present an alternative recommendation. It is recognized that it is necessary to expand the inclusive range of the wage to be compared with the minimum wage. There are limits on both majority opinion and minority opinion of the TF, of "wages paid beyond one month" such as regular bonuses, and complementation is necessary. In order to clarify the scope of inclusion, it is reasonable that most wages are included in the comparable wages. However, in order to be consistent with the purpose of the minimum wage system to stabilize the lives of low-income earners, we must force wages above minimum wages in a short period of earning time. Second, we investigate the relationship between the comparable wage for the minimum wage and the normal wage (that is ordinary and regular wage). It is not appropriate to set the comparable wage similarly to or by the normal wage as it is, without considering the difference between the purpose of the minimum wage system and the purpose of the normal wage system. The range of normal wages presented in terms of interpretation is not appropriate for specifying the range of comparable wage, for which judgment is not easy. Third, we consider changes to shorten the payment cycle of regular bonuses to include in the comparable wage, in light of the purpose of the minimum wage system. Changes that shorten the payment cycle to one month not only do not contravene the purpose of the minimum wage system, but also agree with the purpose of the minimum wage system. In the event that a social consensus is made to change employment rules and collective agreements at business establishments through social dialogue between labor and management, it will be helpful for the stable development of the minimum wage system. Fourth, we consider the discussion of weekly holiday allowance by judging whether or not to violate minimum wage. For the precedents, weekly holiday payments are also included in the comparable wages. The problem of the weekly holiday allowance calculation on comparable wage is solved, as if the weekly holiday shall be unpaid. It is desirable to improve the wage level of low-wage workers by effectively operating the minimum wage system.
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전력계통 Peak-Shaving 성능향상을 위한 부하곡선 생성
손수빈(Subin Son),송화창(Hwachang Song) 한국지능시스템학회 2014 한국지능시스템학회논문지 Vol.24 No.2
본 논문은 Peak Shaving 알고리즘의 성능 향상을 위한 예측 부하 곡선의 생성의 한 방법을 제시한다. 여기서 논하는 Peak Shaving 알고리즘은 대용량의 배터리 에너지 저장시스템 (BESS, Battery Energy Storage System)을 위한 PMS (Power Management System)의 장주기 스케쥴링 알고리즘을 의미한다. 위의 PMS는 주로 배터리에서 에너지의 입출력을 제어하는 데에 주목적이 있다. 이를 위해서 Peak Shaving 알고리즘이 사용되는데, 여기서 예측 부하곡선과 실제 부하곡선 사이의 불확실성이 나타난다. 원활한 에너지의 충,방전을 위하여 본 논문에서는 주 단위의 표준화 방법과 계절별 부하의 특성을 고려한 예측 부하 곡선 생성 방법을 제안한다. This paper suggests a way of generating one-day load curves for performance improvement of peak shaving in a power system. This Peak Shaving algorithm is a long-term scheduling algorithm of PMS (Power Management System) for BESS (Battery Energy Storage System). The main purpose of a PMS is to manage the input and output power from battery modules placed in a power system. Generally, when a Peak Shaving algorithm is used, a difference occurs between predict load curves and real load curves. This paper suggests a way of minimizing the difference by making predict load curves that consider weekly normalization and seasonal load characteristics for smooth energy charging and discharging.
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