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학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
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연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
초록· 키워드
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It is one of the important tasks of the employment and labor policies to increase the employment rate of women and support the reconciliation of work and family life. In the process of implementing the task, the supply and demand is expected to increase sharply for the care work such as domestic labor, nursing, and home child care. The care work that can serve as a new frontier for job creation needs to be developed from a poor and vulnerable work to a decent work. To achieve this, legal foundation is required to be established to clarify its concept and secure proper level of protection.
The nation's labor standards act makes it absolutely clear that it is not applied to domestic workers. The followings are quoted as the main reasons for it; the domestic labor is not for business or privacy needs to be protected or there are limitations in carrying out labor inspection. The above-mentioned reasons, however, have weak validity as a logical ground for not applying the labor standards act to domestic workers.
According to the research conducted by the ILO on 65 countries, only 9 countries including Japan, Egypt, Turkey, and Jordan do not explicitly apply labor standards act to domestic workers. Therefore, legislative approach is needed for applying labor standards act to domestic workers.
3 methods can be suggested as concrete ways to apply labor standards act to domestic workers. First, labor standards act can be applied to domestic workers just like average workers. Second, only some clauses whose applicability is stated in the labor standards act can be applied. Third, some working conditions can be protected by enacting a special law instead of labor standards act. Given that domestic workers have different characteristics compared to average workers, the second and the third methods can be satisfactory alternatives. Considering the overall system of the labor standards act, however, the third method is the better solution.
The nation's labor standards act makes it absolutely clear that it is not applied to domestic workers. The followings are quoted as the main reasons for it; the domestic labor is not for business or privacy needs to be protected or there are limitations in carrying out labor inspection. The above-mentioned reasons, however, have weak validity as a logical ground for not applying the labor standards act to domestic workers.
According to the research conducted by the ILO on 65 countries, only 9 countries including Japan, Egypt, Turkey, and Jordan do not explicitly apply labor standards act to domestic workers. Therefore, legislative approach is needed for applying labor standards act to domestic workers.
3 methods can be suggested as concrete ways to apply labor standards act to domestic workers. First, labor standards act can be applied to domestic workers just like average workers. Second, only some clauses whose applicability is stated in the labor standards act can be applied. Third, some working conditions can be protected by enacting a special law instead of labor standards act. Given that domestic workers have different characteristics compared to average workers, the second and the third methods can be satisfactory alternatives. Considering the overall system of the labor standards act, however, the third method is the better solution.
목차
Ⅰ. 들어가면서
Ⅱ. 노동법 적용범위의 확대
Ⅲ. 가사근로와 노동법 적용
Ⅳ. 법적보호의 필요성
Ⅴ. 입법론적 고찰
Ⅵ. 나오면서
참고 문헌
〈Abstract〉
참고문헌 (25)
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이 논문과 연관된 판례 (3)
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대법원 1994. 12. 9. 선고 94다22859 판결
근로기준법상의 근로자에 해당하는지 여부를 판단함에 있어서는 그 계약의형식이 민법상의 고용계약인지 또는 도급계약인지에 관계없이 그 실질에 있어 근로자가 사업 또는 사업장에 임금을 목적으로 종속적인 관계에서 사용자에게 근로를 제공하였는지 여부에 따라 판단하여야 할 것이고, 위에서 말하는 종속적인 관계가 있는지 여부를 판단함에 있어서는, 업무의
자세히 보기 -
대법원 1987. 4. 14. 선고 87도153 판결
근로기준법의 적용범위를 정한 동법 제10조, 동시행령 제1조 단서 소정의 “상시 5인 이상의 근로자를 사용하는 사업 또는 사업장”중 상시라 함은 상태라고 하는 의미로서 어떠한 사업 또는 사업장이 상시 5인 이상의 근로자를 사용하는 경우에 해당하는지 여부는 사회통념에 의하여 객관적으로 판단되어야 할 것
자세히 보기 -
대법원 1994. 10. 25. 선고 94다21979 판결
가. 근로기준법의 적용대상사업인지의 여부는 상시 5인 이상의 근로자를 사용하는지에 달려 있으므로 상시 5인 이상의 근로자를 사용하는 사업이라면 그 사업이 1회적이거나, 그 사업기간이 일시적이라 하여 근로기준법의 적용대상이 아니라 할 수 없다.
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UCI(KEPA) : I410-ECN-0101-2012-336-004218213