영국 공무원 단체교섭제도의 한국적 함의

국문 초록 (Abstract)

본 논문의 목적은 영국의 공무원 노사관계 사례분석을 통해 우리의 제반 문제점들을 검토하여, 앞으로 우리나라 공무원 노사관계에 필요한 합리적인 교섭 관행 정착방안의 함의 및 대안을 모색하는 것이다. 영국의 지방정부의 경우, 별도의 사용자 단체를 운영함으로써 사용자들의 전문성을 제고하고 있으며, 장기간 노동조합과의 네트워크를 형성해 노사관계 안정화에 이바지하고 있다. 또한, 직접적인 임금교섭 이외에 제3의 기구, 즉 임금평가기구(Pay Review Bodies: PRBs)에 의한 임금결정방식이 공공부문 내에서 확대되고 있다. 이러한 제3기구에 의한 임금결정방식은 노사 간의 갈등을 사전에 예방할 수 있으나 노동조합의 교섭권을 박탈할 위험이 있어 정부가 어떠한 태도를 보이는가에 따라 그 성공 여부가 결정된다고 할 수 있다. 이 밖에도 영국 공무원의 단체협약 구조의 유연성, 노사 자율을 강조하는 노사갈등 해결시스템 등은 우리에게 유의미한 시사점을 가지고 있다. 영국과 우리의 공무원 노사관계를 단순 비교하는 것에는 한계가 있지만 그럼에도 영국 사례가 우리에게 의미하는 바는 적지 않다.

다국어 초록 (Multilingual Abstract)

The purpose of this study is to seek alternatives for solving a serious industrial conflict between the government and its employees by examining the collective bargaining structure of government employees in Britain. British local governments have formed a separate employer’s organization, namely Local Government Employer (LGE), which deals with collective bargaining and other labor issues. Through the operation of the LGE, employers can enhance their professionalism and a sustainable relationship between the LGE and trade unions, thereby contributing to the stabilization of industrial relations. Apart from the direct pay bargaining between employers and trade unions, public sector employees’ pay are increasingly determined by the Pay Review Bodies(PRBs). The pay determination mechanism throughout the PRBs contributes to stabilizing the industrial relations in the public sector since employers and employees in the sector are able to avoid direct conflict regarding determining their pay (one of the largest causes of labour conflict). However, it is important to note that the attitude of the government greatly determines whether the mechanism is called a success or failure, as it is often argued that the collective bargaining power of trade unions are violated through this mechanism. In addition, the flexibility of a collective bargaining agreement and labor-management conflict resolution system within central and local governments has significant implications for the stabilization of government employees’ industrial relations in Korea. A comparative study will have its limitations, however, the British experience on government industrial relations, which has a history of more than a hundred years will provide some insight and lessons for the Korean case, which is at a developmental stage.

목차 (Table of Contents)

• Ⅰ. 문제의 제기
• Ⅱ. 전통적 영국의 공무원 노사관계
• Ⅲ. 공무원 단체교섭구조의 변화
• Ⅳ. 영국의 공무원 단체교섭제도
• Ⅴ. 공무원 단체교섭 당사자
• Ⅵ. 한국적 함의
• 참고문헌
• abstract

참고문헌 (Reference)

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