• The Safety technology
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• no.179
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• pp.24-25
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• 2012

신계륜 국회 환경노동위원회 위원장은 자타가 공인하는 환경노동 전문가로 꼽힌다. 이는 그의 지난 활동들을 들여다보면 쉽게 파악할 수 있다. 신 위원장은 1980년대부터 10여 년간 산업현장을 직접 누비며 노동 인권 운동에 앞장서 왔다. 이후 그는 1992년 14대 국회에서 입성한 후 환경노동위원회에 몸을 담으면서 근로자들의 안전을 위한 활동을 시작했다. 또 16대 국회에서는 현장중심의 의정활동을 본격적으로 펼쳐 나갔다. 당시 환노위 법안심사소위원장 재임시절에 노동계와 재계의 합의를 이끌어 내면서 주5일 근무제를 도입시킨 것이 대표적이 예라고 할 수 있다. 그리고 19대 국회에서는 그동안의 환경노동 관련 경험을 인정받아 전반기 환경노동위원회 위원장에 선임됐다. 이처럼 그는 환경노동 분야에서 잔뼈가 굵은 전문가 중에 전문가라고 할 수 있다. 그만큼 신 위원장의 의정활동에는 많은 이들의 시선이 집중되는 것이다. 이에 신계륜 환노위 위원장을 만나 앞으로의 계획과 우리나라 산업안전문화에 대해 여러 이야기를 나눠봤다.

• Proceedings of the Korea Institutes of Information Security and Cryptology Conference
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• 2003.12a
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• pp.543-559
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• 2003

The information drive of the businesses requires new alternatives in that the promotion of business efficiency through information process technologies ends up conflicting with the protection of information human rights on laborers’side. Nevertheless, apathy on information protection has a tendency to be distorted by the efficiency of the businesses. Should the capital and mass media warn economic red lights, political circles with uneasiness would ignore the significance of information protection on the behalf of business efficiency. Therefore, the importance of information protection is considered a smaller interest than that of business efficiency with the infringements of human rights on laborers’side arising. Informatization of the businesses along with the developments of information process technologies has enabled the management to monitor and control the behaviors of laborers. This new problem needs to establish both information protection mechanism and institutional devices to regulate those labor controls. The security of business activity without human rights infringement warrants both basic rights of the public and spirit of the Constitution. The study suggests the establishment and revision of laws suitable to the period of information human rights. On top of that, the establishment of the basic law for information protection of individuals’with the common principle that integrates the related laws and rules on-off line is needed. This will warrant the active participation of labor unions and create specific alternatives for information protection.

• LP가스
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• s.93
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• pp.39-46
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• 2004

블루스카이와 화물연대가 공동으로 10월 11일 국가인권위원회에서 토론회를 갖고 정부의 에너지 상대가격 조정방안에 대한 보완대책 등에 대해 의견을 나눴다. 화물연대와 산업연구원 발표내용을 게재한다.

• Proceedings of the Korean Society of Computer Information Conference
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• 2020.07a
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• pp.173-174
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• 2020

이 연구는 선행연구를 바탕으로 아파트경비원에 대한 감정노동에 대한 경비원들의 경험을 통하여 나타나는 문제점과 이에 대한 효율적인 발전방향을 제시하는데 있다. 심층면담 범주와 결과 크게 3가지로 나누었으며 첫째. 경비원들이 인식하는 감정노동인식은 높은 것으로 나타났다. 또한 주민들의 욕설 및 인격모독에 따른 스트레스 증가로 인해 의욕저하로 이어져 왔다. 둘째, 열악한 근무환경에 따른 휴게시간이 보장되지 않으며 경비업무 외적인 업무를 더 많이 수행하는걸로 나타났다. 셋째, 입주민들의 경비업무에 대한 이해도가 낮았으며 수평적 관계가 아닌 갑을관계로 인식하는 경향도 나타났으며. 또한 거기에 따른 부당한 업무지시로 인해 높은 노동강도를 보이고 있는 것으로 나타났다. 따라서 법 개정을 통하여 인권에 사각지대에 놓인 아파트경비원을 보호할 장치가 마련되어야 할 것으로 판단되며, 입주민들의 경비업무에 대한 이해도를 높이고 나아가 처우개선 및 근무환경개선이 필요하다고 사료된다.

• Journal of the Economic Geographical Society of Korea
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• v.14 no.2
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• pp.176-191
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• 2011

The regional supply and demand for labor are different among the regions because of the regional disparity of the human capital and the industrial structure. Honam, Kangwon and Jeju province in particular has a more rapid change of the job search(labor supply), the job offer(labor supply) and the employed person according to the business fluctuations. The employed person of the capital region, Seoul in particular increased: though diminished the job offer and the job search grew. But the employed person of Youngnam and Honam province in particular decreased: though grew the job offer and the job search diminished. The employment rate and employment opportunity of all population group except the high-educated person are higher in the capital region than the province. The province has a low employment rate even in the managerial work and the professional work that the employment opportunity is high because of the lack of human capital.

• Korean Journal of Social Welfare Studies
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• v.47 no.4
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• pp.281-307
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• 2016

This study is to analyze experiences and perceptions of care workers for enhanced user choice since the introduction of voucher in Korea. The analysis shows that as it has increased the influence of service users on care workers'employment, dismissal, labor intensity, and so on, more and more care workers appear to experience 'labor alienation'such as weakened position in the labor domain, the sense of loss and frustration in the meaning of work, and identity confusion as a care work. Because the labor alienation felt by them possibly has a negative impact on quality of social service, it suggests to address improving service users'rights as well as protecting human rights and rights to work of care workers to provide a high quality social service.

• Korean Journal of Labor Studies
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• v.24 no.2
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• pp.137-179
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• 2018

To reduce labor market discrimination, there are lively discussions about the role of extant labor regime based on labor unions. It includes both the critical perspective on extant labor movement and the necessity of new actors for resolving discriminations within labor market. Among new actors, the present study focuses on contingent labor centers. Specifically, we have investigated on the development and identity of contingent labor centers as coalition of local government-labor organization. The core content of this study is to reconstruct the activities and strategies of contingent labor centers throughout the longitudinal approach. From many evidences, we can confirm that contingent labor centers have evolved via three phases such as differentiation, de- politicizing, and networks. This finding also provides insights about inside relationships between contingent labor centers and outside tensions between contingent labor center and extant labor organizations. We finally discuss on the theoretical implications of contingent labor center as new actor for contingent worker movement.

• Journal of Digital Convergence
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• v.14 no.5
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• pp.117-123
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• 2016

As a multicultural society, is it right to adhere to the prevention principle of permanent migration of migrant workers? We need to try to do a little more calm consideration on the prevention principle for permanent migration rather than in terms of human right and emotional aspect. Even though there is a suggestion that we need to decrease the proportion of 3D Jobs by improving industrial demand, migrant workers can be an alternative in that we need a solution unless we can be freed from 3D Jobs. The prevention principle for permanent migration not only is against the trend of multicultural society but also blocks the opportunity for migrant workers to share their skills and knowledge taught in our country. In addition, with the society aging, that the permanent migration of migrant workers can be proper channels to supply young labor force should be kept in mind. In addition to this practical aspect, considering that all human beings are equal and with dignity and unequal conditions that migrant workers undergo require empathetic viewpoint, the prevention principle should be amended.

• The Journal of Asian Women
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• v.53 no.2
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• pp.75-110
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• 2014

This research examines marriage migrant women's interpreting and translation work as an ethnic labor, analyzing its creation and work experiences. Major findings about ethnic labor in the research are as follows: First, Korean gendered and discriminatory- exclusive immigration policy enables the creation of interpreting and translation job to marriage migrant women. While the policy limits settlement and employment fields of male immigrant workers, marriage migration women are allowed to settle and find any job. Second, job security and wage of marriage migrant women's interpreting and translation work are still low, although the job is considered a relatively decent one in foreign immigrant labor market. Finally, they experience conflicts between role as neutral interpreters and identity as migrant women, facing native Koreans' distrust and discrimination against them. In conclusion, this study suggests some issues on marriage migrant women's empowerment and their labor market prospect in terms of the sustainability of this job.

• 월간 기계설비
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• s.320
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• pp.66-69
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• 2017

매년 사업주와 근로자로부터 상담한 내용을 돌아보면 우리 사회 노동시장의 현안이 무엇인지, 인권수준은 어떠한지, 노동행정의 방향이 어떠한지를 확연히 체감하게 된다. 그 중 하나가 육아휴직제도이다. 20년 전만 하더라도 육아휴직은 거의 허용되지 않았다. 결혼 또는 임신하면 퇴직이 관행이던 시절이었다. 관행에도 불구하고 임신한 근로자가 퇴직하지 않으면 출 퇴근이 어려운 지방으로 배치전환하거나, 직무를 변경하고, 담배연기 가득한 방 가운데 여성근로자를 근무시키는 비인간적인 처사도 행해졌다. 2~3년 전만 하더라도 "우리 회사는 육아휴직은 안된대요. 그럴바엔 그만두래요. 아이 맡길 곳도 만만치 않은데 어쩌면 좋아요"라는 여성근로자들의 상담이 한달에도 몇 건씩 쏟아져 나왔었다. 초기 여성노무사가 소수이다 보니 워킹맘들의 노동법률상담을 할 기회가 많았다. 때론 사업주들을 설득하고, 중재하고, 처벌조항을 들어 압박하기도 하면서 육아휴직을 권장했지만 기존의 관행과 문화가 일시에 변화하기는 어려운 일이다. 여성의 경제활동율이 늘어나고 출산율이 줄어들면서 정책적으로 출산 및 육아휴직을 장려하는 정부의 감독행정 강화, 그간 노동계 및 시민사회단체의 노력 등으로 인해 법률에 규정된 육아휴직제도가 비로소 현실적으로 보장되어가고 있음을 목도한다. 이즈음에 육아휴직자의 연차휴가 사용, 퇴직금, 육아휴직급여 등에 대한 문의가 많은데 그만큼 육아휴직자가 늘어났다는 것을 반증하는 결과이다. 따라서 이번호에서는 출산휴가 및 육아휴직자들의 연차휴가 사용과 퇴직금 산정방법, 출산 육아휴직급여에 대해 알아보고자 한다.