EU 勞動法의 法源에 관한 硏究
저자
발행사항
서울 : 高麗大學校 勞動大學院, 2010
학위논문사항
학위논문(석사)-- 高麗大學校 勞動大學院 : 勞動法學科 2010.8
발행연도
2010
작성언어
한국어
주제어
발행국(도시)
서울
기타서명
(A) study on the sources of EU labour law
형태사항
vii, 155 p. ; 26 cm
일반주기명
지도교수: 박종희
참고문헌: p. 148-151
DOI식별코드
소장기관
A Study on the Sources of EU Labour Law
This paper focuses on the European Union(EU) as a single entity and the sources of European labour law which has been formed in the process of EU integration. The European Coal and Steel Community was founded in 1950 by 6 countries and now EU becomes the biggest single market in the world which is composed of 27 member states. Labour law has played an important role in unifying EU socially and economically. However, EU labour law is not a perfect one but still in the process of developing.
EU labour law has many sources consisting of Treaties, Regulations, Directives, Decisions, Recommendations and Opinions, international law, ECJ cases and general principle of law. The treaties constitute the EU's primary legislation. In accordance with Treaties, EU has a right to enact legislation comprehensively on all aspects of the labour law. Meanwhile, secondary sources such as Regulations and Directives are enacted on the basis of Treaty. Especially, Directives have harmonized the different labour law systems among member states. Thus, a variety of labour law systems in EU have in common to some degree.
The main areas of EU labour law are ⅰ) free movement of worker ⅱ) equal treatment ⅲ) the protection of working conditions (employment contract, working hours and occupational safety) ⅳ) the protection of employment in the event of the transfer of undertakings ⅴ) Irregular work(part-time work, fixed-term work, temporary agency work) and ⅵ) collective labour law.
Free movement of worker is one of the fundamental freedoms guaranteed by Community law. It has been made an essential precondition for the European single market. A principle of equal treatment for men and women to prevent wage dumping has also contributed to the formation of a single market as well. In recent years, besides gender, the elements of discrimination has been expanded into various fields such as race, ethnicity, religion, disability and age.
When it comes to the protection of working conditions, ⅰ) Directive 91/533/EC gives the employer's obligation to set labour contracts and to specify the important parts of working conditions in the employment contract. Employees have a right to be informed of this written notice. ⅱ) Directive 93/104/EC which was amended by 2003/88/EC set the general principles of working time protection. After this Directive entered into force, many directives were enacted due to collective agreements concluded by European social partners. ⅲ) Directive 89/391/EEC concerning the safety and health which has introduced a risk assessment at work guarantees the right of consultation and participation of worker.
In the case of collective redundancies, EU Directives promote a rational solution by imposing obligations on employer, such responsibilities as providing information, consultation, report, etc. In addition, it assumes the succession of the employment relationship when a transfer of business takes place. Besides, in the business bankruptcy case, an enhanced protection for workers has been established by ensuring social security benefits as well as wage claims.
Social dialogue is a unique feature of EU labour law. Collective agreements signed by social partners, such as ETUC, BUSINESSEUROPE, CEEP, are transformed into the legislative. Because of social dialogue, several Directives on irregular work has been enacted. It is noteworthy that EU accepts irregular work, such as part-time, fixed-term and temporary agency work, as one of the common forms of employment. At the same time, EU provides the complement system to prevent abuse of irregular works.
Worker's participation is the core issue of the collective labour law of the European Union. EU sets basic principles on employee's participation in the Community-scale undertakings and Community-scale groups of undertakings for the purposes of informing and consulting employees through Directives. The Directives make companies to establish a European Work Council(EWC) in undertakings and Special Negotiating Body(SNB) in European Company for the involvement of employees.
Since the beginning of the European Community, EU have established the principles of the free movement of worker, anti-discrimination and labour protection in order to achieve the single market. In recent years, EU has introduced the concept of Flexicurity through the European Employment Strategy. These legislative and employment policy could give us a good precedent at this point we are considering taking the first step toward integrated economies in north-east Asia. Futhermore, KOR-EU FTA deals with the protection of labour rights and labour cooperation in the chapter of trade and sustainable development. In this regard, it is clear that deeper research on EU labour law is inevitable for the future of Korea and Korean labour law.
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