사내하도급에서의 부당노동행위 주체에 관한 연구

Abstract

최근 하청업체 노동자가 원청업체 노동자와 함께 원청업체 사업장에서 업무를 수행하는 사내하도급이 급격하게 증가하고 있다. 그리고 많은 경우에 원청업체는 하청업체 노동자의 노동조건을 결정하는 실질적인 사용자라고 할 수 있다. 심지어 원청업체는 하청업체 노동자의 노동조합을 조직하거나 운영하는 것에 개입하기도 한다. 따라서 노동력을 직접 제공받아 이익을 가져가고 고용조건에 지배력 또는 영향력을 행사하는 원청업체를 부당노동행위 주체로 인정해야 한다. 그런데 실제 누가 부당노동행위 주체인지가 불분명하기 때문에 하청업체 노동자의 지위는 매우 불안정할 수밖에 없다. 그러므로 하청업체 노동자의 단결활동을 방해한 원청업체의 행위에 대하여, 원청업체가 부당노동행위 주체가 될 수 있다고 판결한, 현대중공업 판결이 갖는 의미는 매우 크다. 그러나 한계도 갖고 있는 판결이다. 이 글은 현대중공업 판결의 의미와 한계, 그리고 사내하도급에서 원청업체를 사용자로 인정할 수 있는지와 관련하여 일본과 국내에서의 논의들을 검토하고 있다. 그리고 부당노동행위 유형별로 원청업체를 사용자로 인정할 수 있는지, 그리고 인정할 수 있다면 어떤 구제명령을 할 수 있는지를 검토하고 있다. 이 글의 결론은, 하청업체 노동자에 대하여 불이익취급을 하는 행위, 하청업체 노동자의 단체교섭 요구를 거부하는 행위, 하청업체 노동자의 단결활동을 방해하는 행위 모두에 대하여, 원청업체를 부당노동행위 주체로 인정할 수 있어야 한다는 것이다.

주제어 : 사내하도급, 사용자, 부당노동행위, 현대중공업 판결|Recently there has been a rapid increase in a form of subcontract in which subcontractor's workers perform work within the user employer's firm along with the user employer’s workers. In many cases, the user employer is practically the real employer of the subcontractor's workers that determines their working conditions. User employers even interfere with organizing the trade union of subcontractors’ workers. Therefore it should be acknowledged that the user employer that benefits directly from the service of the subcontractor's workers and actually dominates or influences the terms of employment is the subject of the unfair labor practice. But the situation of subcontractor's workers may be particularly precarious because it is unclear who is in fact the subject of the unfair labor practice. Given the situation, the Supreme Court's decision on the Hyundai Heavy Industries Co. case(thereafter HHI case) that the user employer can be the subject of the unfair labor practice with regard to their interference with the trade union of the subcontractor's workers is very significant. But the ruling is also limited. This paper looks at the significance and limits of the HHI case and examines discussions in Japan and South Korea about whether or not the user employer should be recognized as the real employer. This paper also discusses whether or not the user employer can be recognized as the real employer depending on types of unfair labor practices, and if so, what measures or remedy can be ordered. The main argument of this paper is that it should be acknowledged that the user employer is the subject of unfair labor practices including user employer's acts that discriminate and disadvantage subcontractor's workers, disregard their rights to collective bargaining, and interfere with organizing of trade union or performing of the operation of trade union.

Keyword : Subcontract within the User employer’s Firm, Employer, Unfair Labor Practice, Hyundai Heavy Industries Co. case; Recently there has been a rapid increase in a form of subcontract in which subcontractor's workers perform work within the user employer's firm along with the user employer’s workers. In many cases, the user employer is practically the real employer of the subcontractor's workers that determines their working conditions. User employers even interfere with organizing the trade union of subcontractors’ workers. Therefore it should be acknowledged that the user employer that benefits directly from the service of the subcontractor's workers and actually dominates or influences the terms of employment is the subject of the unfair labor practice. But the situation of subcontractor's workers may be particularly precarious because it is unclear who is in fact the subject of the unfair labor practice. Given the situation, the Supreme Court's decision on the Hyundai Heavy Industries Co. case(thereafter HHI case) that the user employer can be the subject of the unfair labor practice with regard to their interference with the trade union of the subcontractor's workers is very significant. But the ruling is also limited. This paper looks at the significance and limits of the HHI case and examines discussions in Japan and South Korea about whether or not the user employer should be recognized as the real employer. This paper also discusses whether or not the user employer can be recognized as the real employer depending on types of unfair labor practices, and if so, what measures or remedy can be ordered. The main argument of this paper is that it should be acknowledged that the user employer is the subject of unfair labor practices including user employer's acts that discriminate and disadvantage subcontractor's workers, disregard their rights to collective bargaining, and interfere with organizing of trade union or performing of the operation of trade union.

Keyword : Subcontract within the User employer’s Firm, Employer, Unfair Labor Practice, Hyundai Heavy Industries Co. case