• Journal of Venture Innovation
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• v.4 no.2
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• pp.97-108
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• 2021

Labor contracts appear in form as an exchange relationship between labor products and wages, but since they transcend the level of simple barter, they can be economically identified as "trading" and can be identified as "rental." From a legal point of view, a legal device that legally supports and imposes binding force on commodity exchange relations is a contract. Such a labor contract led to a relationship in which wages were received and a certain amount of time was placed under the direction and supervision of the employer as a counter benefit to the receipt of wages. Since working hours are subordinate hours with one's labor under the disposition authority of the employer, long hours of work can be done for the health and safety of workers and furthermore, it can be an act that violates the value to enjoy as a human being. The reduction of working hours needs to be shortened in terms of productivity and enjoyment of workers' culture so that they can expand and reproduce, but users' corporate management labor and production activities should also be compatible compared to those pursued by capitalist countries. Working hours can be seen as individual time and time in society as a whole, and long hours of work at the individual level are reduced, which is undesirable at the individual level, but an increase in products due to an increase in production time at the social level can help social development. It is necessary to consider working hours in terms of finding the balance between these individual and social levels. If the regulation method of working hours was to regulate the total amount of working hours, flexibility and elasticity of working hours are a qualitative regulation method that allows companies to flexibly allocate and organize working hours within a certain range of up to 52 hours per week. Accordingly, it is necessary to shorten working hours, but expand and implement the flexible working hours system according to the situation of the company. To this end, it is necessary to flexibly operate the flexible working hours system, which is currently limited to six months, handle the selective working hours by agreement between employers and workers, and expand the target work of discretionary working hours according to the development of information and communication technology and new types based on the 4th industrial revolution.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.26 no.2
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• pp.219-224
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• 2016

Objectives: Lung cancer occurred with worker working in an urban bus garage. A survey was conducted to investigate whether lung cancer had causal relationship with work. Exposure to asbestos and diesel engine exhaust were suspected. Methods: Airborne asbestos was sampled on membrane filter and analyzed using phase-contrast microscopy. Airborne diesel exhaust was sampled using quartz filter and analyzed with thermal-optical analyzer. Polynuclear aromatic hydrocarbons was sampled using PTFE filter and XAD-2 tube and analyzed with gas chromatography-mass selective detector. Results: Airborne asbestos concentration was under 0.01 fiber/cc. Worker who warmed up an engine of urban bus for 2 hours was exposed to elemental carbon concentration, $15.5{\mu}g/m^3$. Only naphtalene among polynuclear aromatic hydrocarbons was detected. Conclusions: It was difficult to conclude about worker exposure to asbestos because working hour related asbestos was too short. In reviewing papers, the exposure to asbestos over 0.01 fiber/cc during exchange brake lining was found. It was identified that worker's occupational exposure to diesel exhaust based on elemental carbon was higher than the other occupational exposure to diesel exhaust.

• Journal of the Korea society of information convergence
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• v.5 no.2
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• pp.49-58
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• 2012

Korea has entered into an aging society at an exceptionally high speed. Increasing aged workers give pressure on Korean companies with seniority based pay system with labor costs. The wage peak system has been introduced to Korean companies as an alternative to early retirements. The wage peak system currently adopted in Korea is mainly the aging-limit-security model. But in the future we should actively adopt the employment-extension model. To operate wage peak system successfully, I suggest introduction of the individual wage peak system, development of suitable jobs for the aged, selective application by job classification, incentive graded by performance evaluation, and working hour reduction with the decreased rate of wage.