ScholarWorks@Korea University: PARK, Jong Hee

Detailed Information

PARK, Jong Hee (박종희)

Research Area

Tel 02-3290-1896
Homepage

ResearcherID ORCiD Scopus Google Scholar ID ResearchGate

Keyword

공정대표의무:5||dismissal on the grounds of personal capability:4||징계해고:3||노동조합:3||공동교섭대표단:3||poor performers:3||교섭창구단일화:3||duty of fair representation:3||임금:3||disciplinary dismissal:3||flexibility estimation:3||교섭대표노조:3||통상해고:3||특수형태근로종사자:2||prior consultation with workers' representative:2||취업규칙:2||통상임금:2||협약 자치:2||temporary workers:2||불법파견:2||objectivity and fairness of performance appraisal:2||사회통념상 합리성:2||prohibition on discrimination:2||scope of temporary workers:2||유연성 판단:2||illegal temporary agency work:2||rational and fair criteria for dismissal:2||차별금지:2||trade union:2||wages:2||inhouse subcontract:2||decision cases of Seoul National Labor Relations Commission:2||bargaining representative union:2||urgent managerial needs:2||a strategic method of management:2||ordinary wages:2||labor supply service.:2||교섭단위 분리:2||개별교섭:2||the aspect of social insurance on industrial accident compensation insurance:2||the duty of fair representation:2||비정규근로자:2||The guideline for dismissal on the grounds of personal capability:2||단수노조:2||legal status of bargaining representative union:2||교섭권한의 위임:2||dismissal for managerial reasons:2||교섭대표기구:2||2020 National employment strategy:2||independent employees:2||Remedies for Wrongful Discharges:1||지노위 및 중노위의 판정:1||시정명령의 내용:1||기간제근로자 사용사유제한:1||Rules of Employment:1||Works Council:1||antidiscrimination:1||교섭창구단일화제도:1||사용자단체:1||공정대표의무 위반 시정명령:1||근로시간 면제 관련 강행규정의 의미:1||welfarepoint:1||payment of wages:1||임금의 지급:1||liquidation system:1||유리한 조건 우선의 원칙:1||근로자 과반수 동의:1||근로조건의 집단적 결정 법리:1||정년:1||정년퇴직자의 기대권:1||requirement for changing renewal expectation.:1||사업주의 지배・관리:1||strict criteria of review on social security benefit rights:1||노동조합의 민주성:1||irregular workers:1||유비정규근로자:1||합리적 이유:1||교섭창구단일화제도의 취지:1||산별노조 지부:1||조합원관계:1||교섭대표노조의 법적 지위:1||저성과자:1||인사권:1||역량개발:1||경고(개선기회 가능성):1||법률규정의 명확성:1||노동시장 양극화 완화:1||ILO노동기본권:1||노동기준과 무역의 연계:1||New Trade Policy May 10:1||통근재해비율(rate of commuting accident):1||근로기준법상 근로자:1||뇌혈관질환:1||workrelated accidents:1||기준근로시간 단축의 효과:1||the working hours of managers:1||the stabilization of labor relations:1||노사자치:1||부당노동행위:1||labormanagement autonomy:1||단결체와 노동조합:1||association and labor union:1||준고령근로자:1||기업별노동조합:1||group decision making methods:1||2020국가고용전략:1||Individualization of Working Conditions:1||contingent employee:1||less favorable treatments agains agency employee:1||purpose of requirement for trade unions:1||연합단체:1||order to correct violations of the duty of fair representation:1||노조에 대한 경비원조와 부당노동행위:1||근로시간면제자에 대한 퇴직금 산정:1||trade union merger:1||설립신고제도:1||갱신기대권:1||통상의 출퇴근에 대한 단일보험요율:1||reasonable factors:1||procedure for single bargaining unit:1||교섭요구사실 공고:1||조직형태변경:1||전략적 관리방안:1||procedural perspectives on duty of fair representation:1||Timeoff system:1||실체적 관점에서의 공정대표의무:1||wage peak system:1||직무관리:1||changes of terms and conditions of employment:1||justifiable reasons for dismissal:1||the reform of the wage system:1||reducing polarization of the labour market:1||가산임금:1||노사당사자 합의:1||The linkage between labor and trade:1||합리적 경로와 방법(reasonable route and mode of travel):1||객관적 해석론:1||법률의 우위:1||responsibility for proving in compensation of industrial injury:1||cerebrovascular disease:1||근로시간의 노사 자율 형성:1||the worked hours:1||서울지방노동위원회의 판정:1||the status of labor union:1||the coexistence of multiple trade unions:1||unfair labor practices:1||쟁의행위준비태세:1||preparation to strike:1||single collective bargaining agreement:1||consecutive employment relations:1||사회국가원리와 고령자고용정책:1||worker in business or workplace of business:1||legitimate trade union activity:1||eine einzige Gewerkschaft in einem Betrieb:1||교섭단위:1||재직자 요건:1||employment requirements:1||rationality following social norms:1||Doctrine of Employment at Will:1||비정규근로자에 대한 차별시정제도:1||차별금지 대상:1||비교방법에 따른 불리한 처우와 합리적 이유:1||decisions of National Labor Relations Commission and Local Labor Relations Commissions:1||비정규차별금지:1||긴박한 경영상 필요성:1||단체협약 체결능력:1||공정대표의무의 내용:1||ordinary wage aspect of welfarepoint:1||company welfare:1||통상임금의 고정성:1||the essence of employment rules:1||confirmation of retirementage date:1||산재보험의 책임보험적 성격:1||liability for damages:1||교대노조의 법적 지위:1||prohibiting employment discrimination to dispatched workers:1||the public notice on the trade union’s bargaining request:1||structural change of a trade union:1||노조 사무실과 공정대표의무:1||wages system:1||보상적 손해배상:1||업무상 재해(accident due to work):1||조합원 수 산정:1||joint bargaining representatives:1||collective agreements:1||economic dependency:1||Rechtsfort bildung contra legem:1||separation of power and Rechtsfortbildung:1||노조법상 근로자:1||법률보충적 법형성:1||업무상 재해:1||업무상 재해 인정기준:1||심장혈관질환:1||근로시간제도 재구축의 기본방향성:1||dismissal by the reason of disciplinary:1||to unify the terms and working conditions in a workplace:1||복수노동조합:1||근로조건의 통일적 형성:1||단체교섭응낙가처분:1||노동조합 개념:1||representative body:1||representative labor union:1||파견근로자보호 등에 관한 법률:1||unlawful agency work:1||the Employment Agency Worker Protection Act:1||고령사회:1||시장경제질서와 고령자고용정책:1||부분적･병존적 직장점거:1||Vereinheitlichung der Tarifverhandlungen:1||das Prinzip der Tarifautonomie:1||경영성과상여금. 근로의 대가:1||majority of workers:1||집단적 근로자 참가:1||취업규칙 불이익 변경:1||Labor Union:1||계속되는 처우:1||복리후생급여의 차별금지대상:1||교섭대표노조의 교섭권한 위임:1||단체협약 내용의 이행주체:1||공정대표의무의 범위:1||the party to the collective agreement:1||flexible employee benefit system:1||corporation in civil law:1||공무원노동조합:1||the consent of the majority of workers:1||principal of decision on work conditions:1||정년의 법적 성질:1||정년도과자의 갱신기대권:1||renewal expectation:1||출퇴근 재해:1||under the control and management of business owner:1||criteria on discriminatory treatment:1||single labor union:1||single bargaining unit system:1||the Supreme Court Grand Bench Decision:1||단위노동조합:1||substantive perspectives on duty of fair representation:1||절차적 관점에서의 공정대표의무:1||reasonableness of social convention:1||근로조건의 변경:1||competence improvement:1||해고:1||정리해고:1||disadvantageous actions in personnel by an employer:1||compensatory damages:1||bargaining unit:1||the superiority of law:1||종속성:1||법률의 해석:1||주관적 해석론:1||법관의 법률구속의 원칙:1||workrelated diseases:1||task correlation:1||cardiovascular ailments:1||근로시간과 고용정책:1||the flexible working time:1||the multiple union at a workplace:1||the single bargaining unit rule:1||노사관계 안정화:1||소수노동조합:1||provisional disposition forcing compliance to collective bargaining:1||단일 단체협약 적용의 원칙:1||collective agreements in parallel:1||single bargaining unit:1||직업안정법:1||employment agency work:1||고령근로자:1||비례성의 원칙과 고령자고용정책:1||개별교섭시 차별금지:1||평균임금:1||rules of employment:1||collective employee's participation:1||unfavorable change of rules of employment:1||집단적 근로조건 결정 법리:1||근로자 과반수:1||집단의사 결정방법:1||근로자대표와 사전협의:1||continuous treatments:1||노동조합 요건으로 목적성:1||the single bargaining unit system:1||fulltime union officials paid by the employer and unfair labor practice:1||근로시간면제자로서 전임자:1||fixedness of ordinary wage:1||public official’s trade union:1||su:1||meaning of the normative effect on employment rules:1||취업규칙의 규범적 효력의 의미:1||갱신기대권 변경을 위한 요건:1||renewal expectation for workers who are already past retirement age:1||사회보장수급권에서의 엄격한 심사척도:1||progress by the union members’ vote to accept or reject collective agreement:1||interpretation of collective agreement:1||공정대표의무 위반과 손해배상. 공정대표의무와 개별 협약조항의 해석:1||a worker compared to the target:1||비교대상근로자:1||자의금지원칙:1||완화된 심사척도:1||교섭창구단일화 절차규정의법적 성질:1||argaining representative union:1||교섭대표노동조합:1||정년 60세:1||인적자원관리:1||human resources management:1||redundancy:1||징벌적 손해배상:1||the perspicuity in providing laws:1||임금제도 개선:1||실질적 노사자치:1||한미FTA 노동조항:1||labor dispute settlements in KORUS FTA:1||통근재해(commuting accident):1||통근재해에 대한 보험급부별 지급현황(the present state of paying the insurance benefit for commuting accident):1||estimating union members:1||the interpretation of law:1||Rechtsfortbildung praeter legem:1||verdeckte Rechtsfortbildung:1||Judges’ principle of the legal restriction:1||흠결과 보충:1||업무상 질병:1||산재보상에서의 증명책임:1||the working hours by labor and management:1||실근로시간 단축:1||관리직근로자의 근로시간:1||해고제한법:1||일반해고:1||the joint body for collective bargaining:1||복수노조 병존:1||단체협약의 병존:1||social power:1||the define of labor union:1||joint representatives for collective bargaining:1||근로자파견:1||고용정책과 차별금지의 원칙:1||aged society:1||older worker:1||quasi older worker:1||principle of the proportionality:1||timeoff system:1||union member who do not work in business or workplace of business:1||partial and coexistent sitdown strike:1||die Ebene einer Tarifverhandlung:1||repräsentative Gewetkschaft für die Tarifverhandlung:1||Aushangspflicht über den Antrag der Tarifverhandlung:1||교섭창구단일화제도의 합헌론:1||average wages:1||U.S Dismissal Laws:1||사내하도급:1||근로자공급사업:1||합리적이고 공정한 해고대상자 선정기준:1||파견근로자에 대한 불리한 처우:1||employment benefits in comparable scope:1||ability to conclude collective agreements:1||delegation of right to collective bargaining of bargaining representative union:1||the employers’ organization:1||fulltime union officials on timeoff system:1||financial support for the operation of a trade union and unfair labor practice:1||retirement allowance calculation on timeoff worker:1||the meaning of mandatory rules on timeoff system:1||collective agreement succession:1||청산제도:1||포괄적 승계:1||취업규칙의 본질:1||정년퇴직일 확정:1||union democracy:1||the principle of proportionality:1||multiple labor unions:1||교섭대표노조의 지위:1||union and member’s relations:1||a Strategic method of management:1||통상해고 지침:1||임금피크제:1||불이익변경 판단기준:1||전략적 관리방식:1||job management:1||징계해고에서의 절차적 정당성:1||procedural justice in disciplinary dismissal:1||employment discriminations:1||시민권법 제7장(1991):1||행정구제:1||additional wages calculation:1||agreements between labor and management:1||protection of the most fundamental working conditions:1||practical labormanagement autonomy:1||Labor Provisions in KORUS FTA:1||교섭창구단일화와 산별교섭:1||the single bargaining channel system:1||bargaining representative organization:1||the legal restriction of the judiciary:1||은폐된 법형성:1||업무관련성:1||상당인과관계:1||criteria for recognition of the workrelated accident:1||the effect of a cut in maximum hours:1||기준근로시간:1||근로시간의 유연화:1||legal restriction on dismissal:1||decision of Seoul National Labor Relations Commission:1||the delegation of a right to bargain collectively:1||노동조합의 지위:1||the nonmajority union:1||사회적 세력:1||단체협약의 경합:1||the conflict of collective agreements:1||antidiscirmination:1||해고자 노조 가입:1||근로시간면제:1||종사근로자:1||교섭단위 통합:1||enterprise trade union:1||joining the union of fired worker:1||freiwilliger Tarifverhandlungsverlauf:1||교섭요구사실 공고의무:1||wage:1||subjects of the antidiscrimination:1||경영상 해고:1||종업원대표제:1||근로조건의 개별화:1||다수 비교대상자:1||잠재적 비교대상자:1||federation of trade unions:1||delegation of right to collective bargaining:1||전임자에 대한 급여지급과 부당노동행위:1||복지포인트:1||복지포인트의 통상임금성:1||기업복지:1||establishment report system:1||노동조합 합병:1||민법상 법인:1||조합원지위 승계:1||principle of applying a favorable condition by priority:1||산재보험의 사회보장적 성격:1||the commuting accident:1||prohibiting employment discrimination:1||파견근로자에 대한 차별금지:1||차별금지대상:1||a branch of industrial trade union:1||lowertier affiliated trade union:1||전원합의체:1||labor union office.:1||criteria for unfavorable amending of the rules of employment.:1||임금조정:1||관계조정:1||해고의 정당한 이유:1||dismissal:1||warning(chance of improvements:1||고용차별:1||최저근로조건 보호:1||한미FTA 분쟁조정 절차:1||통근재해 재정추계(forecasting the public finances in commuting accident):1||사업주의 지배관리(the management and control of the employer):1||autonomy of collective agreement:1||an employee of the Labor Standards Act:1||an employee of the Trade Union and Labor Relations Adjustment Act:1||dependency:1||경제적 종속성:1||사법부의 법률구속:1||법률에 반하는 법형성:1||권력분립과 법형성:1||proximate causal relationship:1||guidelines for restructuring the system of working hours:1||연장근로:1||the standard working hours:1||the employment policy and working hours:1||general dismissal:1||the separation of bargaining unit:1||국가중립의무:1||연쇄적 근로관계:1||Job Security Act:1||principle of the social state:1||business performancebased bonuses:1||Temp Help Employment:1||Layoff:1||the antidiscrimination procedure for irregular employees:1||lessfavorable treatments and reasonable grounds by a comparative method:1||비정규근로자 범주:1||서울지방노동위원회의 판정례:1||Employee Representation System:1||노사협의회:1||plural comparable group:1||potential comparable group:1||unit of trade union:1||parties to collective bargaining:1||단위노조:1||단체교섭 당사자:1||단체협약 체결 당사자:1||legal status of fulltime union officials:1||전임자의 법적 지위:1||선택적복리후생제도:1||comprehensive succession:1||단체협약 승계:1||retirement age:1||legal nature of retirement age:1||a single premium rate in general commuting:1||the relation between breach of the duty of fair representation and effect of the collective agreement:1||공정대표의무와 조합원인준 절차:1||공정대표의무의 위반과 단체협약의 효력:1||tempered evaluation standard:1||교섭대표노조결정 절차.:1||평가의 공정성과 객관성:1||근무성적 부진자:1||근로시간 면제시간 배분과 공정대표의무:1||mandatory retirement of agesixty:1||wage adjustment:1||임금체계:1||authority over human resources:1||relations adjustment:1||사용자의 불이익한 인사처분:1||title Ⅶ of civil rights act(1991):1||punitive damages:1||administrative relief:1||5․10 신무역정책:1||ILO Fundamental Labor Rights:1||centralized bargaining in the single bargaining channel system:1||economically dependent workers:1||subjective interpretation:1||objective interpretation:1||loopholes and subsidiarity:1||the state's obligation to maintain impartiality:1||비종사조합원:1||정당한 조합활동:1||Verfassungsmäßigkeit des Systems der Vereinheitlichung der Tarifverhandlungen:1||paid in return for labor:1||collective working condition decision principle:1||

RSS_1.0 RSS_2.0 ATOM_1.0

145 Anam-ro, Seongbuk-gu, Seoul, 02841, Korea+82-2-3290-2963

Certain data included herein are derived from the © Web of Science of Clarivate Analytics. All rights reserved.
You may not copy or re-distribute this material in whole or in part without the prior written consent of Clarivate Analytics.

Detailed Information

Keyword

BROWSE