• Journal of Labour Economics
• /
• v.38 no.4
• /
• pp.1-29
• /
• 2015

The Individual Retirement Pension (IRP) enables workers to continuously receive a retirement pension even when workers change their jobs in different companies and so it performs a bridge fund as the complimentary living expenses until they receive government public pension. Although the Korean government has forced workers to maintain an IRP account until their retirement age and to close their accounts only when they want to do so, it is not clear to measure its really effectiveness and, in fact, most of IRP accounts have been terminated immediately after the changes of their jobs. In this respect, IRP has not performed the bridge role for the future retirement pension income. We provide an economic decision-making model of both government and workers, where the retirement benefits related with the IRP are explicitly considered. Our model is required to select specific severance pay systems to maximize the income security and stability for their future old ages. It is concluded that the need of workers on the severance pay system is automatically revealed into the switch to IRP when workers are out from their current jobs, which is equivalent to the effect of gradually unifying the dual system of the retirement payment. In additoin, our empirical data indicates the relatively higher probability of termination on IRP for the older male workers having the more retirement deposit.

• 월간 기계설비
• /
• no.6 s.191
• /
• pp.59-64
• /
• 2006

최근 건설업계의 최대 관심사 중 하나로 떠오르고 있는 근로자의 임금관계, 4대 보험 등 건설공사와 관련하여 발생되는 각종 노무분쟁이 발생하고 있다. 이에 따라 대한설비건설협회 서울특별시회(회장 강석대)가 회원사들의 경영활동에 도움을 주고자 지난 3월29일 설비건설회관 회의실에서‘회원사 대표자를 위한 노무특강’을 개최했다. 이날 특강에는 서울특별시회 고문 노무사로 있는 신흥식 노무법인 한길 대표가 강사로 초빙되어 임금 및 퇴직금에 대한 현안 문제점 및 대응 전략, 4대 보험에 대한 현안 문제점 및 대응전략 등을 강의하였고 인사∙노무관련 제반 사항에 대한 질의 응답 등을 통해 회원사 대표들의 궁금증을 풀어주었다. 본지는 이날 강연했던 내용을 지난호에 이어 이번호를 끝으로 게재한다.

• 월간 기계설비
• /
• s.242
• /
• pp.51-53
• /
• 2010

중소기업중앙회 노란우산공제산업단에서는 지난 2007년부터 중소기업 소상공인 사업주를 대상으로 매월 일정부금을 납부하면 폐업, 사망, 질병(부상)으로 인한 퇴임, 노령 은퇴시 생활안정과 사업재기를 도모할 수 있도록 퇴직금(목돈)을 지급하는 공제사업을 시행하고 있다. 건설업의 경우 상시근로자 50인 미만 중소건설 사업주만 가입이 가능하며 세금 절세혜택(연 300만원 소득공제)과 납부한 공제금은 압류, 양도, 담보가 금지되어 있으므로 폐업시 최소한의 생활안전과 사업재기를 위한 자금확보가 가능하다.

• Journal of agricultural medicine and community health
• /
• v.46 no.1
• /
• pp.12-22
• /
• 2021

Backgrounds: Proper distribution and supply of physicians are factors that affect national health care systems. This study investigated the payment distribution levels and the determinants that influence the salary levels of hospital hired physicians. Methods: We analyzed 4,014 job advertisements posted on an internet invitation information site about physician recruitment from May 2016 to May 2019. We used univariate analysis to determine the relationship between average monthly salary and the other related variables. Multiple regression analysis was used to determine the predictors of physician salary level. Results: The average monthly salary for the service physician was 15.4 million won, highest for orthopedic surgeons with 22.24 million won, and lowest for diagnostic laboratory physician with 11.4 million won. The factors significantly associated with average monthly salary were; non-major specialty, housing provision, no severance pay, and incentives(p<0.05). Non-major specialty, incentives, and the regions were predictors of the average standardized monthly salary(p<0.05). Conclusion: Factors associated with average monthly salary as revealed by this study were; medical specialty, hospital regional location, housing provision, payment of retirement allowance, and payment of other incentives respectively. However, this study was a cross-sectional study, and further studies will be required.

• KDI Journal of Economic Policy
• /
• v.9 no.2
• /
• pp.39-70
• /
• 1987

본고(本稿)에서는 정부투자기관(政府投資機關)의 적정보수(適正報酬) 수준(水準)에 관한 이론(理論)을 제시(提示)하고 이를 배경으로 하여 25개 정부투자기관의 보수실태를 민간기업(民間企業) 및 공무원(公務員)의 경우와 대비(對比)하여 실증적으로 분석 평가하고자 하였다. 정부투자기관의 보수수준(報酬水準)은 "민간(民間) 공공대등(公共對等)의 원칙(原則)"을 반영하여야 한다는 것이 본고(本稿)의 주장(主張)이며, 이에 따라 본고(本稿)에서는 1985년 3월의 시점에서 공공(公共) 민간(民間) 각 부문 종사자들의 직종별(職種別) 학력별(學歷別) 생애임금(生涯賃金)(퇴직금(退職金) 포함(包含)) 수준(水準)을 추계하여 비교하였고, 동시에 부문별(部門別) 임금함수(賃金函數)를 추정(推定)하여 임금격차(賃金隔差) 구조상(構造上)의 부문간 상이여부(相異與否)를 검증(檢證)하였다. 검증(檢證)에 의하면 민간기업(民間企業)(500인(人) 이상(以上))에 비하여 정부투자기관의 평균생애임금(平均生涯賃金)은 사무관리직(事務管理職)의 경우 21%, 생산기능직(生産技能職)의 경우 39% 높았다. 동시(同時)에 정부투자기관 상호간(相互間)의 생애임금(生涯賃金) 격차(隔差)도 적지 않았다. 반면에 학력(學歷) 성(性) 직종(職種)에 따른 임금격차는 민간기업에 비하여 정부투자기관이 훨씬 적었다. 보수체계(報酬體系)에 있어서는 사무직의 경우 각종 수당(手當)이 민간기업에서는 총급여(總給與)의 25%를 차지하였으나 투자기관에서는 총급여(總給與)의 53%에 달하였다. 한편 공무원(公務員)의 평균생애임금(平均生涯賃金)은 민간기업의 수준보다 낮아 사무관리직(事務管理職)의 경우 민간기업 수준의 71%, 생산기능직(生産技能職)의 경우 민간기업 수준의 90%에 불과하였다. 본고(本稿)의 결과에 의하면 공공부문(公共部門)의 보수정책(報酬政策)에는 개선(改善)의 여지가 적지 않다고 하겠다.

• The Journal of the Institute of Internet, Broadcasting and Communication
• /
• v.21 no.3
• /
• pp.151-157
• /
• 2021

This paper deals with financing an early retirement scheme problem(FERSP) with minimum initial cash and filling up maximum financial interest. For this problem, Guéret et al. programming the Mosel, and Edvall merely realize the CPLEX Branch-and-Cut MIP Solver program to get the optimal solution. But there is no clear rule to finding the solution. This paper suggests calculation formula of bond number decision-making that the reverse from long arrival due date to short. Then we optimize and confirm the bonds number in accordance with continuative effect of the arrival due date. The shortage prepare with the principal and interest of one year deposit(saving) reversely calculation formula.

• Journal of Labour Economics
• /
• v.34 no.3
• /
• pp.81-117
• /
• 2011

This study examined how firms responded to the articles regarding the prohibition or correction of discrimination against fixed-term workers in the 'fixed-term worker protection law', which has been effective since July of 2007 in Korea. Data used cone from the Korean Workplace Survey, and a difference-in-differences method was employed for the identification of the causal effect, noting that the 'discrimination prohibition law' has been applied to firms over stages based on their sizes. The empirical results show no strong evidence that the law played a positive role in reducing differentials between permanent workers and fixed-term workers in the areas of wage and various employee benefits, including the provision of severance pay, annual leave, and 4 major social insurances for fixed-term workers. A more thorough future analysis on the causes of the insignificant impact of the law in some employee welfare benefits, along with supplemental policies, is needed to have the law achieve the desired goal of removing discrimination at the workplace.

• Journal of Labour Economics
• /
• v.24 no.2
• /
• pp.125-162
• /
• 2001

According to the survey results on non-standard employment, most of the non-standard workers are women and work at service jobs and some jobs that do not require firm-specific skill. Also wages of non-standard workers appear to be lower than those of standard workers by 10~19%. Non-standard workers are very much likely to be excluded from beneficiaries of economic growth because job contents and ability are not important relatively as criteria in determining their basic wage and their benefits are also much lower in severance pay and bonuses, vacations, 4 social insurances, education and training opportunities. Because of very low rate of union membership, the working conditions of non-standard workers are not expected to be improvable easily by unions. It seems that the reason of the demand increase for non-standard workers is mainly because not only an individual establishment demands quantitative flexibility in employment, but also there are tendencies of being smaller in establishment size and of growing service industries macro-economically. The number of non-standard workers are expected to increase continuously in the future, too.

• Journal of Labour Economics
• /
• v.24 no.2
• /
• pp.95-123
• /
• 2001

One of the most pronounced phenomenon among the changes in the 1990s' Korean labor market is the growth of the share of temporary and daily workers. Yet, it is still not clear exactly how the phenomenon should be interpreted. In order to look into the phenomenon, the paper introduces various definitions of employment status based upon multi-dimensional classification criteria and estimates their sizes using the EAPS Supplemental Survey of August 2000 by the National Statistical Office of Korea. According to the data set, the share of temporary employment by the OECD standards is 17.6% which is higher than most European countries but not far away from them unlike some popular claims. Further, it is shown that the high proportion of temporary and daily workers among the employees, currently above 50%, is possibly due not only to the increased employment instability but also to the widened differentiation among workers in terms of fringe benefits such as the retirement pay and social insurances.

• The Journal of the Convergence on Culture Technology
• /
• v.8 no.4
• /
• pp.135-141
• /
• 2022

This study seeks to find ways to improve the volunteer fire brigade as the role and importance of the voluntary fire brigade, which can prevent various disasters including fire at all times and respond most quickly in case of disaster, increases. As a result of analyzing and deducing the problems of the current legal, administrative, and financial aspects of the volunteer fire brigade for this study, first, as a legal improvement method, it is necessary to raise the status of the volunteer fire brigade mission, flexible operation of the garden, and increase the professionalism of education and training. should be improved Second, as an administrative improvement plan, it is necessary to reorganize the character of the volunteer fire brigade, expand its role as a regional disaster prevention leader, enhance the professionalism of the volunteer fire brigade selection process, and expand the number of volunteer fire brigade members through group membership rather than individuals. Third, as a financial improvement plan, it is necessary to introduce appropriate remuneration and severance pay for volunteer firefighters, and insurance to be covered in case of injury or injury.