연장근로와 휴일근로의 관계 = 근로시간단축과 관련하여

다국어 초록 (Multilingual Abstract)

A holiday defines for the day when the labor obligation is exempted, and the employee should be allowed for the average of one or more paid holiday per week. (Labor Standard Act Article 55). Also, each work plant can place a separate holiday plan. For example in the case where the 5-day work per week is set, holidays (such as Saturday) in addition to statutory holidays is generally recognized. In this case, the meaning of holiday work stipulated in the Article 56 of the Labor Standards Act should be narrowly interpreted to the workings during the paid holidays guaranteed by the law. In other word, this means to work during the statutory holiday (weekly holiday). There are thoughts that the pre-agreed two days holidays are feasible, from the opinion of providing two days holidays can occur based on the contract, even when the provision of the law states to provide only at least once a week of paid holiday. However the opinion that states that the holiday assured by the statutory law is once a week only and thus all other holidays should be seen as the non-statutory holidays is still persuasive. What the law assures is always the minimum and thus all other advancement should be by each party’s accord. Therefore, the legal fact that the Labor Standard Act provides the statutory obligation to employers to pay 50% premium wage should applied, as a principle, to only the statutory holidays. Whether to fix a premium wage to all other holidays can be agreed as a separate agreement in the employer-employee relation.
Since these holidays are specifically guaranteed by the law, unlike to the extended work, the work provided by the employees should be performed only in the exceptional cases based on the consent of the workers when there are specific, inevitable and reasonable needs. Therefore the legal requirement for a practical regulation of the holiday works which separates it from the extended works should be clearly fixed. Nevertheless, even when the holiday work is provided, the daily work hours is limited to 8 hours from the Labor Standards Act, paragraph 2 of Article 50, therefore the overtime rule in the Article 53 shall apply if exceed the general work hours.
In addition to the 8 hours of extended work beside the 52 hours of weekly work, 16 hours of extended work become possible in the companies where the two days holidays per week is set, if the weekly holiday terms were fixed by each party’s free accord. In this case the total weekly work hours can reach up to 68 hours.

목차 (Table of Contents)

• Ⅰ. 문제의 제기
• Ⅱ. 연장근로와 휴일근로의 관계에 관한 해석론
• Ⅲ. 요약 및 결론
• 참고문헌
• 〈Abstract〉

참고문헌 (Reference)

1 김홍영, "휴일근로의 주간 연장근로 산입 여부" 2012

2 한인상, "휴일근로의 연장근로 산입에 따르는 쟁점과 과제" 국회입법조사처 2012

3 박제성, "장시간 노동과 노동시간 단축 〔Ⅰ〕" 한국노동연구원 2011

4 박지순, "장시간 근로 개선 쟁점 연구" 고용노동부 2012

5 조준모, "실근로시간 단축 관련 외국사례 및 개선방안 연구" 고용노동부 2010

6 김형배, "노동법" 박영사 2013

7 김소영, "근로시간운용의 탄력화에 관한 비교법적 고찰 ― 유럽 주요국가의 근로시간법제 변화를 중심으로 ―" 한국비교노동법학회 18 : 185-218, 2010

8 김영섭, "근로시간단축에 관한 연구" 2003

9 안경희, "근로시간단축과 유연화에 관한 연구" 2013

10 박지순, "근로시간 특례 사업 실태조사 및 개선방안 연구" 고용노동부 2010

11 "근로시간 단축에 관한 공청회"

12 김재훈, "근로시간 단축관련 법ㆍ제도 정비방안" 한국노동연구원 2004

13 노동법실무연구회, "근로기준법주해〔Ⅲ〕" 박영사 2010

14 하갑래, "근로기준법(제24판)" 중앙경제 2012