• KOREAN ASSOCIATION OF OCCUPATIONAL HEALTH NURSES
• /
• v.20 no.4
• /
• pp.46-52
• /
• 2013

• The Safety technology
• /
• no.195
• /
• pp.56-57
• /
• 2014

• The Journal of the Convergence on Culture Technology
• /
• v.4 no.1
• /
• pp.241-252
• /
• 2018

This study explored the life of social workers by applying the photo Voice research method. Participants selected three themes through group discussions and shared the daily life of a social worker through photos they prepared in relation to each topic. Through this process, they shared their own experiences on 'difficulties related to work activities,' 'factors that create positive aspects that motivate social workers,' and 'factors that create negative aspects that demotivate social workers.' Using these three themes and 11 sub-themes, the participants shared their own experiences as social workers in the workplace. In order to improve the quality of life of social workers, we proposed amendments to related laws such as the Labor Standards Act, and also proposed legislative and institutional measures such as the enactment of policies related to personal safety threats.

• Journal of Korean society of Dental Hygiene
• /
• v.22 no.3
• /
• pp.199-207
• /
• 2022

Objectives: The objectives of this study were to find the influential factors of dental hygienists' work environment and level of perception of rights on their retention intention, and to provide basic data for protecting their rights and interests and improving their employment rate. Methods: From June 6 to July 24, 2021, a questionnaire survey was conducted among 214 dental hygienists via an online link. After questionnaire collection, IBM SPSS program (ver. 21.0; IBM Corp., Armonk, NY, USA) was used to conduct frequency analysis, t-test, one-way ANOVA and multiple regression analysis. Results: The significant and positive influential factors of dental hygienists' retention intention were married individuals (p=0.022), fewer working hours (p<0.001, p=0.007), good work environment (p=0.002), higher wages (p<0.001, p<0.001), higher education (p=0.032), and perception of rights in a mid-level (p=0.038). Conclusions: It is necessary to consider wages and welfare equivalent to dental hygienists' work intensity and workload. By regularly educating dental hygienists to increase their perception of rights, expanding an opportunity of participation, and improving their work environment, it will be possible to increase their retention intention and efficiently establish manpower in dental clinics.

• Proceedings of the Korean Society of Disaster Information Conference
• /
• 2022.10a
• /
• pp.294-295
• /
• 2022

우리나라의 산재사망률과 산업재해 발생은 세계 최고 수준이다. 여기에는 여러 가지 이유가 있지만, 노동자의 휴식권이 제대로 보장되지 않고 있는 우리나라 산업현장의 특성도 한 원인으로 지목되고 있다. 근로기준법 제54조에 따르면 사용자는 노동자에게 휴게시간을 주도록 규정되어 있다. 그러나 휴게시설 설치에 관한 별도의 의무 조항은 없는 상황이다. 노동자의 휴게시간이 보장되어 있지만, 쉴 공간이 없는 것이다. 이러한 문제를 개선하고자 2021년 8월 산업안전보건법이 개정되면서 사업주의 휴게시설 설치 의무가 법률적 근거로 마련됐다. 개정된 법은 올해 8월부터 시행됐다. 하지만 2022년 4월 25일 정부가 내놓은 하위법령을 보면, 휴게시설 설치 의무 대상을 사업장 규모(상시 노동자수 20명 이상만 시행)와 사업의 종류(설치 필수직종 규정)별로 여러 제약조건을 두면서 법 개정 취지가 무색해지고 있다.

• Proceedings of the Korean Society of Disaster Information Conference
• /
• 2023.11a
• /
• pp.217-218
• /
• 2023

최근 건설현장의 사고사망만인율을 줄이기 위해 범 국가적인 차원에서 법,제도 등을 마련하여 적극적인 움직임을 보이고 있다. 산업안전보건법 전면개편,중대재해처벌법 제정,사업장 위험성평가 개정 등으로 법을 정비하고, 중대재해 감축 로드맵을 통하여 사업장의 전반적인 안전관리 가이드에 대해 제시하고 26년까지 OECD국가 기준 사망만인율을 줄이는 것을 목표로 하고 있다.

• KLA journal
• /
• v.45 no.4 s.347
• /
• pp.22-28
• /
• 2004

'주5일근무제(이하 '주5일제')와 도서관'이 왜 지금 이 시점에 우리 도서관계의 이슈가 되고 있는가. 왜냐하면 지난해 9월 근로기준법이 개정되면서 이제까지는 자율적으로 실시해오던 주5일제가 앞으로는 반드시 지켜야 할 제도가 되었으며, 그 시행 시점이 바로 2004년 7월이기 때문이다. 7월이라면 이제 얼마 남지 않았는데 도서관계의 논의는 과연 어느 단계에 와 있는 것일까. 우리 "도서관문화" 편집팀은 이번 4월호에서 "주5일제와 도서관"을 두고 우리 도서관계 현장에서 지난 몇 년간 무엇을 고민해왔으며 또한 그 고민을 해결하기 위해 현재 어떤 대비책을 마련하고 있는지를 알아보고자 한다. 이번 시도가 도서관계의 주5일제 대비 방안 마련의 기초적인 자료가 될 수 있기를 희망한다.

• 프린팅코리아
• /
• v.10 no.8
• /
• pp.124-129
• /
• 2011

지난 2004년부터 실시된 주 40시간 근무제가 지난 7월 1일부터 5인 이상 사업장으로 확대됐다. 지난 2008년까지는 20인 이상 사업장에 한해 40시간 근무제가 실시됐으나 이번 7월부터는 대부분의 인쇄사 및 관련업체들이 포함되는 5인 이상사업장이 그 대상이 되고 있다. 근로자에는 대표자는 포함되지 않으나 계약직 정규직 4대보험 미신고자 등과 상관없이 모든 근로자들이 포함된다. 40시간 근무제의 확대시행으로 이를 제대로 지키지 않을 경우 근로기준법위반으로 형사처벌을 받을 수도 있다. 이에 본지에서는 40시간 근무제가 무엇이고 인쇄사에서 주의해야 할 점들에 대해 알아본다.

• Journal of the Korean Society of Marine Environment & Safety
• /
• v.12 no.4 s.27
• /
• pp.307-312
• /
• 2006

The necessity of improving manning standards in the Ship Officer's Act has recently been strongly advocated by the fisheries industry. The fisheries industry maintained the position of the relaxation cf current manning standards. However, the Labor unions, Marine Officers Association, and Radio Officers' Association persisted to strengthen the standards or to keep the current standards. This paper studies the appropriateness of current manning standards and proposes its improvement scheme to secure the safe operation of vessels.

• Journal of Legislation Research
• /
• no.41
• /
• pp.337-366
• /
• 2011

In this article, I intend to analyze the definition of an employee under the Trade Union Act in Japan. Recently, the Supreme Court of Japan held that not only opera singer but also customer engineer is an employee under the Act. Conclusions are as follows:First, it is noteworthy that the Supreme Court reaffirmed the principle of all circumstances established by CBC case. The case focused on deciding that who is an employee under the Act. Notwithstanding this holding of the Supreme Court, district courts and courts of appeals, in deciding this kind of question, have emphasized especially on the side of a legal right and obligation on a contract between an employer and a potential employee. Therefore an independent contractor has not been generally recognized as an employee under the Act. However, even though he or she was, as an independent contractor in name, offering its work to his or her putative employer, the Supreme Court applied the principle of all circumstances to both cases and held in favor on the workers on April, in 2011. Second, the Supreme Court failed to make a general legal principle for deciding that who is an employee under the Act. According to the above holdings of the Supreme Court, nobody can anticipate wether he or she is an employee or not in a concrete case. Finally, the Supreme Court did not also make its opinion clearly about the relations between an employee of the Section 3 of the Act and an employee whom an employer employs under the Section 7(2) of the Act. In conclusion, it can be said that the Supreme Court has narrowly and strictly interpreted an employee of the Section 3. That is to say, only where an employee is recognized as an employee of the Section 7(2), the employee will be also an employee of the Section 3. In Japan, however, the majority interprets that an employee by the Section 3 should be distinguished from the employee whom an employer employs by the Section 7(2). Consequently, according to the majority opinions, unemployed persons, students and citizens will be also included in the definition of an employee by the Section 3.