파견근로자 직접고용규정이 노동시장에 미치는 영향

다국어 초록 (Multilingual Abstract)

Temporary Work Agency Employee Protection Act has established on the 20th of February, 1998. The controversy of its aftereffects has never been unstoppable. The types of in house subcontracting had legislated before the Temporary Work Agency Employee Protection Act established, yet, Employment Security Act were in the shadow double edged sword of the law in those days. Therefore, it was inevitable for subcontracted employee to protected by its act. According to its circumstance, it has been proposed to protect the right of the employee of subcontractors in order to build the cornerstone of legitimate subcontracting, which is for the efficiency of increasing supply and demand of manpower in labor market. The genuine aim of its legislation on the Temporary Work Agency Employee Protection Act is to protect the employee who are under vicious cycle of subcontracts and guarantee the expansion of the labor market. In case of the possibilities that the status of recruitment for labours cannot be avoidable of being unstabilized, there was a settlement of section regarding direct employment legislated on the 21st of December, 2006. This act was altered as legitimate duty, followed by revision on the 1st of February, 2012. However, it cannot conclude this is rational regulation when it considers the practical demand of labor market in order to abide the principle of direct employment by only regulating the amount of task given to each worker, which is clearly supported by illegal subcontracting in current situation. The limitation of both the amount the task given and the period of contracts can have more possibilities to improve lawful stabilization and clarity. In other words, revising of current act represents the solidification of functional labor market with enforcement of agreeable subcontracting environment. Unfortunately, subcontracting issues in our country has outweighted on the security of employment according to illegal subcontracting. This does not mean that its security can be ignored, yet, current circumstances cannot be satisfied with equality of income and completed employment since globalization has brought the alteration of employment and the information era. There must be revision of Temporary Work Agency Employee Protection Act in order to resolve what section direct employment faces with.

목차 (Table of Contents)

• Ⅰ. 서
• Ⅱ. 파견근로관계
• Ⅲ. 파견근로자 직접고용규정의 변화와 내용
• Ⅳ. 노동시장에 미치는 영향과 개선방안
• Ⅴ. 결
• 참고문헌

참고문헌 (Reference)

1 박수근, "파견근로자의 직접고용에 대한 평가와 해석과제" 법학연구소 24 (24): 2007

2 김성진, "파견근로관계의 내용과 법적쟁점" 동북아법연구소 4 (4): 331-357, 2010

3 박소민, "직접고용간주 규정과 불법파견의 법률효과 - 대법원 2008. 9. 18. 선고 2007도22320 전원합의체 판결을 중심으로 -" 법학연구소 15 (15): 1057-1088, 2014

4 조성혜, "제정취지에 비추어 본 비정규직법의 평가와 개선과제" 한국노동법학회 (46) : 255-295, 2013

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6 김수복, "비정규직 노동법" ㈜중앙경제 2007

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9 김형배, "노동법" 박영사 2010

10 박수근, "근로자파견의 기간제한과 직접고용의 문제" 한국노동법학회 (11) : 2000

11 신종철, "근로자 파견제도가 조직성과에 미치는 영향" 대한경영학회 23 (23): 3513-3531, 2010

12 배동희, "고용과 사용이 분리된 근로관계와 근로자파견의 판단기준에 관한 고찰" 노동법이론실무학회 (2) : 2009

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14 통계청, "2012년 3월 경제활동인구조사 근로형태별 부가조사 결과" 2012