複數勞組制度의 導入이 企業水準의 勞使關係에 미치는 影響

The Impacts of Multi-Union System to the Labor-Management Relations

In 1997, there has been great changes in Korean Labor Law including removal the article (3: 5) on prohibition of multi-union system. But the multi-union system was allowed only at industrial and national level. The allowance of multi -union system at corporate or plant level was postponed until January 1st, 2002. During that time minister of Labor has to prepare the unification method of bargaining channel for multiple trade unions at enterprise level. But the Tripartite Commission agreed on 9 February 2001 to put an additional 5-year grace period before introducing multiple trade unions at enterprise level. The management side has been worrying about the introduction of multiple trade unions at enterprise level because the system is likely to slow down their business. They maintain that multiple unions at enterprise level will only cause more conflicts not only between unions but also between employers and workers due to the competition between trade unions to expand their organizational capacity. They also claim that the conflicts will often unnecessarily prolong collective bargaining. Regarding to the unification of bargaining channel for multiple trade unions, workers maintain that the issue must be left for autonomous decision by the parties concerned, while employers insist that workers must establish a single channel before bargaining takes place. way to break the deadlock. Therefore there seems to be no easy way to break the deadlock. In this regard this thesis has tried to suggest a rational strategic choices for both parties through reviewing the foreign countries' experiences on this issue including U.S.A, France, Japan, and U.K.