RISS 검색 - 국내학술지논문 상세보기

부가정보

다국어 초록 (Multilingual Abstract)

After the financial crisis, employers decided to hire fixed-term workers in the form of jobs that provide agreed-upon work for a certain period of time when employers and workers agree to flexible employment. On the other hand, pfixed-term worker‘s status on labor contracts has become unstable. This is because it was up to the employer to decide whether to continue or reject the contract when the contract of employment period expired. The need to protect workers' status has emerged in the process of renewing the contract of employment. The court has developed the "the right to expect renewal" law to regulate abuse of fixed-term work and protect fixed-term workers. However, it does not explicitly stipulate the right to expect renewal, so employer‘s discretion may still be abused. Immediately after experiencing the pandemic due to COVID-19, there were frequent cases of refusing renewal for management reasons. The number of disputes over the termination of working relations has also increased. In particular, the travel and tourism industries were hit by a recession. This study deals with refusing renewal of the contract of employment in the air transportation industry that occurred during this period. Air transportation is an industry that employs workers of various nationalities. If a large number of workers have to be cut due to management difficulties, problems such as firing the majority of workers in a particular country or refusing to renew their contract of employment may arise. I would like to find out in detail whether the company's worsening management caused by COVID-19 could be a reasonable reason for refusing to renewal contract of employment and whether there is a reasonable reason for it only for Korean flight attendants.