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커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
초록· 키워드
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The number of companies in corporate rehabilitation proceedings due to economic depression has been increasing, and the controversial issues of whether those companies can layoff employees in the midst of rehabilitation proceedings arisen, but standard rules on that issue hasn’t been organized yet. This issue, like in Korea, has not been settled in Japan either. Recently the case of JAL’s laying off its employees during the reorganization proceedings that will influence similar court case in Korean.
Accordingly, the objective of this research is to help interpret the law of Korea by studying the court’s ruling and interpretations of conditions of company’s laying off in reorganizing proceedings. Followings are: first, reviewing the features of laying off in terms of Corporate Reorganization Act in Japan, second, reviewing the theories and legal precedents, lastly reviewing what suggestions we can get from those studies.
First, although the regulations regarding laying off has been stipulated in Civil Law, not in Labor Law, they established “the theory of abuse of rights.” nullifying the legal force in Civil Law. Later, it influenced the Labor Standard Act in 2003 when it was amended, and became stipulated in the Labor Contract Act when it enacted in 2007. Second, the problem arises regarding what law can be applied when the company in reorganizing proceedings has to layoff employees; Labor Contract Act or regulations in Corporate Reorganization Act. Some support the former while majority support the latter.
Third, in case that we take layoff theory based on Labor Contract Act, the problem also arises whether we should take the same measures as normal corporate or take flexible measures. The general consensus on this issue is taking the latter.
Fourth, in Japan, the companies in reorganizing proceedings make every effort to avoid redundancy dismissal; a personnel reshuffle, transferring to affiliates, voluntary retirement, pay cut, suspending pay bonus, pay cut for executives, decrease the number of executive officers etc. In recent, supporting reemployment for laid-off workers are being considered seriously.
Fifth, there are controversies over the standard of designating the workers who are to be laid off; age and disease.
Lastly, proceedings of agreement with labor union is considered seriously. General theory is that it requires serious effort for the proceedings of agreement with labor union, but for reorganizing proceedings, some argue that they should take flexible measures.
Accordingly, the objective of this research is to help interpret the law of Korea by studying the court’s ruling and interpretations of conditions of company’s laying off in reorganizing proceedings. Followings are: first, reviewing the features of laying off in terms of Corporate Reorganization Act in Japan, second, reviewing the theories and legal precedents, lastly reviewing what suggestions we can get from those studies.
First, although the regulations regarding laying off has been stipulated in Civil Law, not in Labor Law, they established “the theory of abuse of rights.” nullifying the legal force in Civil Law. Later, it influenced the Labor Standard Act in 2003 when it was amended, and became stipulated in the Labor Contract Act when it enacted in 2007. Second, the problem arises regarding what law can be applied when the company in reorganizing proceedings has to layoff employees; Labor Contract Act or regulations in Corporate Reorganization Act. Some support the former while majority support the latter.
Third, in case that we take layoff theory based on Labor Contract Act, the problem also arises whether we should take the same measures as normal corporate or take flexible measures. The general consensus on this issue is taking the latter.
Fourth, in Japan, the companies in reorganizing proceedings make every effort to avoid redundancy dismissal; a personnel reshuffle, transferring to affiliates, voluntary retirement, pay cut, suspending pay bonus, pay cut for executives, decrease the number of executive officers etc. In recent, supporting reemployment for laid-off workers are being considered seriously.
Fifth, there are controversies over the standard of designating the workers who are to be laid off; age and disease.
Lastly, proceedings of agreement with labor union is considered seriously. General theory is that it requires serious effort for the proceedings of agreement with labor union, but for reorganizing proceedings, some argue that they should take flexible measures.
#민법
#노동법
#일본 회사갱생법
#일본 회사갱생절차
#권리남용론
#일본 노동계약법
#일본 노동기준법
#해고회피노력
#배치전환
#타사전출
#희망퇴직의 실시
#임금삭감
#상여금의 미지급
#임원보수의 감액
#집행임원수의 축소
#재취업 지원
#해고
#일본항공(JAL) 정리해고사건
#노동조합
#Civil Law
#Labor Law
#Corporate Reorganization Act in Japan
#corporate rehabilitation proceedings in Japan
#the theory of abuse of rights
#Labor Contract Act in Japan
#Labor Standard Act in Japan
#avoid redundancy dismissal
#personnel reshuffle
#transferring to affiliates
#voluntary retirement
#pay cut
#suspending pay bonus
#pay cut for executives
#decrease the number of executive officers
#supporting reemployment
#laying off
#the case of JAL's laying off
#labor union
목차
Ⅰ. 문제의 제기
Ⅱ. 회사갱생절차상 해고의 특성
Ⅲ. 회사갱절차상 해고의 요건
Ⅳ. 사견 및 시사점
참고문헌
〈Abstract〉
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UCI(KEPA) : I410-ECN-0101-2015-330-002747684