지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
초록· 키워드
오류제보하기
It is 10year since the legal definition on workplace sexual harassment was stipulated in The Act for Equal Employment between Men and Women. Despite of it, This definition has been in debate until now.
This paper scrutinized the contents and problems of the current legal definition through the comparative study on a few domestic and leading foreign laws relating to the sexual harassment. And It also analyzed judicial precedents and decision cases of National Human Rights Commission and National Labor Relations Commission focusing on the decision criterions of the workplace sexual harassment applied by these Institutions.
Thus, this paper pointed out problems of the current definition and judicial precedents and decision cases on workplace sexual harassment as follows;
Firstly, the current definition set a excessive limit on the scope of the parties only including business proprietor, one's senior and worker who directly employed by the business proprietor and the limit result in excluding the third party who closely connected to victims on the business and worker indirectly employed
Secondly, the current definition also exclude sexual violence crimes from sexual harassment in the view of regarding sexual harassment as a minor problem.
Thirdly, the current definition has not various types of sexual harassment especially unwelcome sexual advance, requests for sexual favors suggesting benefits on the terms of submission to such conduct.
Fourthly, the current definition has a peculiarity which constitute workplace sexual harassment only if the harasser give a sense of sexual humiliation to the victims by doing conduct of a sexual nature even though such conducts has not the purpose or effect of unreasonably interfering with the victim's work performance or creating an intimidating, hostile, or offensive working environment.
Fifthly, Courts and two Commission have decided whether a conduct constitute sexual harassment or not without a uniform decision criterions which are consistent with the legal definition and this problem have aroused confusion in not only dealing with cases and but also in taking preventive policy.
In conclusion, this paper suggest legal revision of the current laws and regulation on workplace sexual harassment to solve various problems including the linguistic problems of the current definition and to make a uniform decision criterions which the perspectives of the victims can be sufficiently considered.
This paper scrutinized the contents and problems of the current legal definition through the comparative study on a few domestic and leading foreign laws relating to the sexual harassment. And It also analyzed judicial precedents and decision cases of National Human Rights Commission and National Labor Relations Commission focusing on the decision criterions of the workplace sexual harassment applied by these Institutions.
Thus, this paper pointed out problems of the current definition and judicial precedents and decision cases on workplace sexual harassment as follows;
Firstly, the current definition set a excessive limit on the scope of the parties only including business proprietor, one's senior and worker who directly employed by the business proprietor and the limit result in excluding the third party who closely connected to victims on the business and worker indirectly employed
Secondly, the current definition also exclude sexual violence crimes from sexual harassment in the view of regarding sexual harassment as a minor problem.
Thirdly, the current definition has not various types of sexual harassment especially unwelcome sexual advance, requests for sexual favors suggesting benefits on the terms of submission to such conduct.
Fourthly, the current definition has a peculiarity which constitute workplace sexual harassment only if the harasser give a sense of sexual humiliation to the victims by doing conduct of a sexual nature even though such conducts has not the purpose or effect of unreasonably interfering with the victim's work performance or creating an intimidating, hostile, or offensive working environment.
Fifthly, Courts and two Commission have decided whether a conduct constitute sexual harassment or not without a uniform decision criterions which are consistent with the legal definition and this problem have aroused confusion in not only dealing with cases and but also in taking preventive policy.
In conclusion, this paper suggest legal revision of the current laws and regulation on workplace sexual harassment to solve various problems including the linguistic problems of the current definition and to make a uniform decision criterions which the perspectives of the victims can be sufficiently considered.
목차
Ⅰ. 서론
Ⅱ. “직장 내 성희롱”의 법적 개념
Ⅲ. “직장 내 성희롱”의 성립요건
Ⅳ. “직장 내 성희롱”의 판단기준
Ⅴ. 결론과 제언
참고문헌
〈Abstract〉
참고문헌 (33)
참고문헌 신청
1. [단행본] - 국가인권위원회 / 2009 / 성희롱 시정권고 사례집
2. [단행본] - 국가인권위원회 차별판단지침연구 테스크포스 / 2008 / 차별판단지침
3. [학술지(정기간행물)] - 김태선 / 2009 / 성희롱의 민사책임:미국법과의 비교를 중심으로 / 저스티스 112 : 145 ~ 173
4. [단행본] - 노동부 / 2009 / 직장내 성희롱예방 업무메뉴얼
5. [학술지(정기간행물)] - 변혜정 / 2008 / 성희롱의 법적 판단기준과 피해의미의 딜레마: 법/경험의 틈새를 성찰하는‘피해자’관점을 중심으로 / 한국여성학 24 (3) : 111 ~ 145
2. [단행본] - 국가인권위원회 차별판단지침연구 테스크포스 / 2008 / 차별판단지침
3. [학술지(정기간행물)] - 김태선 / 2009 / 성희롱의 민사책임:미국법과의 비교를 중심으로 / 저스티스 112 : 145 ~ 173
4. [단행본] - 노동부 / 2009 / 직장내 성희롱예방 업무메뉴얼
5. [학술지(정기간행물)] - 변혜정 / 2008 / 성희롱의 법적 판단기준과 피해의미의 딜레마: 법/경험의 틈새를 성찰하는‘피해자’관점을 중심으로 / 한국여성학 24 (3) : 111 ~ 145
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