행정업무운영제도에 관한 연구

The Study of the Administrative Work Operation System: Focused on Public Officers' Recognition of the Seoul and Gyeongbuk

정부적인 차원에서 2004년도 개정된 사무관리제도에 정보화를 중심으로 개편되었으나 새로운 제도는 수혜자 입장을 중심으로 진행되었다고 할 수 있다. 사무관리제도는 정부의 국정운영을 지원하고, 지방자치단체를 포함한 정부의 행정절차 단축을 위하여 정보와 관련된 다양한 기능들을 요구하고 있다고 할 수 있다. 따라서 본 연구를 통하여 현재의 사무관리제도에 대한 중요도와 만족도를 (1) 신속성, 정확성, 편리성, 경제성(효율성), 책임성, (2) 투명한 정부, 서비스 정부, 과학화, 업무의 간소화, 표준화 등의 영역, (3) 공문서작성 및 관리, 관리시스템 등의 기본적인 영역으로 서울과 경북지역 공무원을 대상으로 설문조사 및 계량적인 방법으로 구체적인 비교·검토·분석을 진행하였다. 결과적으로 사무현장에서 사무관리제도의 장·단점 파악을 통하여 미래지향적인 측면에서 방향 설정을 제시하고자 한다.

Workers are free to organize or join labor unions and are assured labor's three primary rights. The guarantee of workers' right to organize under the Constitution and the labor union under the Labor Union Act should be finished the report of the establishment by organizing independently with workers becoming the main body and by having the qualification of not conforming to the active and passive requirements with the aim of improving and maintaining the working conditions and of enhancing other workers’ economic and social position. The administrative agency's recent notification of non-legal union to teachers' union caused a considerable social controversy in relation to the existence of labor unions. This outlawed trade union notification system is what raises a fundamental question about the legal status of a trade union and is what determines the existence of labor unions under the leadership of the administrative authorities, thereby bringing about various constitutional problems. This system has problems such as the regulatory autonomy, the over-packing of risks, the excessive intervention by the administrative agency, and the weakening of workers' right to a trial. When a labor organization of meeting the substantial requirements for a trade union does not receive a certificate of the establishment report, it is considered to be just unable to get a certain amount of protection such as the labor dispute mediation and the application for relief of unfair labor practices, but to be capable of being protected general rights, which are recognized by the subjects of enjoying the basic labor rights. Also, an individual worker who is a member of the organization may apply to the Labor Relations Commission for relief in own name or in the name of the organization concerned when dismissal or other disadvantageous treatment thereof corresponds to an unfair labor practice. When an employer inflicts a damage by infringing on the legitimate unity activities of the organization, the organization needs to be regarded as being capable of claiming the damages for illegal activities.