経營参加制度와 우리나라 勞使協議制度에 關한 研究

A Study on Joint Consultation System in Korea

The labor relations of our country has got out of the traditional, Subordinate relations and has set in the new are of industrial relations. Thus, we have the times of opportunity to realize the democratization of management or the peace of industry by converting the opponent and conflict industrial warfare into the brillient and sound labor-management cooperative relations. During some decades we had to put up with lots of difficulties to achieve the higher economic growth within short-term periods. Furthermore, for this growth purpose , the basic rights for workers in some aspects was not guaranted by legal protection. It, however, seems that with legislating the Joint Consutation Act in early eighties the era of new recognition and understanding about labor relations will come true. Although the enactment for the Joint Consultation Act Is under obligation to observerance, we cannot expect the fully peace of industry immediately without further investigation on longstanding conflicts which has been sustained until now. Therefore, to make Joint Consultation system active and settled, in this article we points out several problems and proposals as follow: 1) to articulate limitations of the duplication of contents and the boundary of obscure matters concerned with collective bargainning. 2) to adopt the method organizing m proportion to employee s numbers rather than the way forming the same number of the Joint Consultation committee. 3) not to exclude the considerable weight of both womenfolk and minority numbers in the constitution. 4) to perform relevant jobs continuously by the selection of the standing committee from employee s committee. Besides those mentioned above, we face to problems not only to set up long-range labor policy but also to strengthen administrative directions, But what is more important problem is to achieve the desired end of expectations based on mutual confidence and reciprocal respects for each views.