비정규근로의 법리

Abstract

산업구조가 고도화되고 노동력구조가 변화함에 따라 점차 고용ㆍ취업형태가 다양화하고 비정규근로자가 늘어나게 된다. 또한 정부로서는 실업문제에 대한 대책으로 단시간근로를 널리 활용하고자 한다. 그런데 이러한 '고용ㆍ취업형태의 다양화현상'의 결과 종신고용제나 연공서열형 임금체계 등 통상적인 근로자를 기반으로 한 종래의 고용관행이 붕괴되는 것이 아닌가 하는 의문이 제기되기도 한다. 또한 이러한 현상은 이른바 정규근로자의 보호를 주는 염두에 두고 만들어진 현행 노동법제와 대해서도 새로운 문제를 제기하고 있다.

이 글에서는 임시근로, 단시간근로, 파견근로, 하도급근로, 가내근로 등 비정규근로 형태로 일하는 근로자들에 대한 처우와 관련된 법적 쟁점을 살펴보았다. 그 결과 비정규근로자에 대한 법적 보호가 필요하고, 특히 동일가치노동에 대한 동일한 보수를 포함한 균등처우원칙의 정립이 절실하다는 결론을 얻었다.

With the adjustment of Korea's industrial structure and changes in the composition of the labour force, the patterns of employment are becoming diversified and the number of atypical workers are increasing. While most governments are able to cope with the burgeoning unemployment rate that of late has become an urgent issue, part-time work is now the subject of attention as an appropriate countermeasure against joblessness.

However as the patterns of employment are becoming diversified, workers worry about that the life-time employment system and seniority-based wage scheme may be collapsed. And the existence of atypical workers makes us to reconsider the labor law structure as now.

We examined the legal status of atypical workers who work in the form of such as fixed-term contract, part-time work, temporary help service, subcontract work, and homework. And we arrived at the conclusion that the atypical workers should be protected and that the principle of equal treatment including fair wages and equal remuneration for work of equal value without distinction of any kind should be established.

With the adjustment of Korea's industrial structure and changes in the composition of the labour force, the patterns of employment are becoming diversified and the number of atypical workers are increasing. While most governments are able to cope with the burgeoning unemployment rate that of late has become an urgent issue, part-time work is now the subject of attention as an appropriate countermeasure against joblessness.

However as the patterns of employment are becoming diversified, workers worry about that the life-time employment system and seniority-based wage scheme may be collapsed. And the existence of atypical workers makes us to reconsider the labor law structure as now.

We examined the legal status of atypical workers who work in the form of such as fixed-term contract, part-time work, temporary help service, subcontract work, and homework. And we arrived at the conclusion that the atypical workers should be protected and that the principle of equal treatment including fair wages and equal remuneration for work of equal value without distinction of any kind should be established.