论韩国雇佣许可制下中韩劳务合作争议的预防与解决

发布时间：2018-03-09 18:00

本文选题：雇佣许可制　切入点：劳务合作　出处：《山东大学》2017年硕士论文　论文类型：学位论文

【摘要】：中韩两国地缘相近,文缘相通。随着经济全球化的浪潮及韩国经济的高速发展,自从上个世纪九十年代以来,大量中国劳动力涌入了韩国劳务市场。韩国的外国劳动力引入制度度过了从产业研修制向雇佣许可制的演变。在雇佣许可制中韩劳务合作中,从运行到事后管理都由政府直接负责,劳务人员直接与韩国雇主签订标准劳务合同,形成雇佣合同关系。两国政府指定的公共机构为劳务人员提供帮助与服务,不与劳务人员签订任何合同。由此,中韩雇佣制下的法律关系得以简化明确,劳动者身份得到承认。并且,由公共机构运营管理,劳务派遣过程更为公正透明,劳务人员权益得到进一步保障。然而,雇佣许可制并非解决外籍劳工问题的完美方案,其自身的缺陷及不足加上外界种种因素的影响,导致了中韩劳务合作进程中争议的出现,既包括劳务人员与韩国雇主之间围绕劳动报酬、安全生产、休息休假等发生的劳务争议,也包括派遣过程中劳务人员与公共机构之间因等待时间长,派遣率低及乱收费引发的矛盾与问题。形成问题的原因多样:韩国雇佣许可制本身存在的缺陷;雇主恶意侵害劳务人员权益;法律法规的不健全;我国政府机构设置的不合理,工作理念的偏差,效率的低下;对韩劳务人员素质较低等。针对雇佣制下中韩劳务合作中的问题,文章提出了预防的建议:第一,改革管理机制,提高派出效率,扩大合作规模;第二,细化国内制度建设,加强双边沟通;第三,巩固政府服务,保护劳务人员权益;第四,强化劳务人员出国前培训。针对中韩雇佣制下的劳动争议,文章在分析现行韩国法下的争议解决方式的基础上,对北美自由贸易协定下劳工争端解决机制亦进行了整理分析,并加以借鉴,得出对于中韩雇佣制下劳工争端的解决,应以协商调解为主,其相对于仲裁诉讼具有成本低、效率高的优势。文章的最后,对中韩雇佣制下劳务争议的处理提出了建议。首先,对外劳务人员应通过正当途径解决与雇主间的争议,避免过激行为;其次,政府应加快完善协商机制,充分重视协商、调解的争议解决方式;最后,应谨慎选择仲裁、诉讼方式解决争议,并在争议解决的法律程序中强化雇主的举证责任。此课题的研究,让我们意识到,对中韩劳务合作方式的探索不应止步,雇佣许可制下的中韩劳务合作仍面临挑战。如何更好地预防及解决争议,使得中韩劳务合作能够更加平顺的展开并步入常态化,值得进一步研究与思考。这将对中韩劳务合作乃至中国与其他所有国家开展劳务合作都具有积极意义。
[Abstract]:China and South Korea are geographically close, the edge connected. With the rapid development of economic globalization and the South Korean economy, since the last century since 90s, a large number of Chinese labor into the Korean labor market. South Korea's foreign labor into the system had evolved from industrial training system to the employment permit system. In China and South Korea cooperation in labor employment permit system, from operation to post management by the government is directly responsible for personnel, labor standards directly sign labor contract with the employer in South Korea, the formation of the employment contract. Two public institutions designated by the government to provide assistance and services for migrant workers do not sign any contracts with the laborers. Thus, the legal relations between China and South Korea employment system to simplify the clear, workers identity recognized. And, by the operation and management of public institutions, the labor dispatch process more fair and transparent, labor rights and interests further Security. However, the perfect scheme of employment permit system is not to solve the problem of foreign workers, affect their own shortcomings and deficiencies and external factors, led to the emergence of China and South Korea cooperation in the process of labor dispute, both on the labor remuneration, labor service personnel and Korean employers safety production, rest and vacations when labor dispute also, including labor dispatch process and public institutions for waiting for a long time, sending rate and charges caused by the contradictions and problems. The cause of the problems of diversity: defects Korea employment permit system itself; the Employer against malicious labor rights; laws and regulations are not perfect; the government of our country is not set reasonable deviation of the concept of efficiency is low; the Korea labor personnel quality is lower. The labor employment system in the cooperation between China and Korea, article puts forward some preventive suggestions: No. First, the reform of management mechanism, improve the dispatch efficiency, expand the scale of cooperation; second, the construction of domestic refining system, strengthen bilateral communication; third, strengthen government services, protect labor rights and interests; fourth, strengthen personnel training before going abroad. In China and South Korea employment system of labor dispute, based on the analysis of the current South Korean law under the dispute resolution on the basis, the mechanism of the North American Free Trade Agreement under the labor dispute settlement is also analyzed, and reference, obtain employment system of labor dispute in China and South Korea, should be based on the negotiation and mediation, the arbitration procedure has the advantages of low cost, high efficiency advantages. Finally, put forward suggestions to deal with the China and South Korea employment under labor disputes. Firstly, foreign labor service personnel should resolve the dispute between the employer and the right way, to avoid aggressive behavior; secondly, the government should improve the negotiation mechanism Full attention, negotiation, mediation of dispute resolution; finally, should be careful to choose arbitration, litigation to resolve disputes, the burden of proof to strengthen the legal procedures and the employer in the settlement of disputes. The study of this subject, we realized that, on the way to explore the labor cooperation between China and South Korea should not stop, and labor cooperation employment permit the system is still facing challenges. How to better prevent and resolve the dispute, the labor cooperation between China and South Korea to start smoothly and into the normalization, it is worthy of further research and thinking. This will be for the labor cooperation between China and South Korea and China and all other countries carry out labor cooperation has a positive meaning.

【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D912.5;D822.331.26

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