미국 비노조 사업장의 갈등관리 및 시사점
Conflict Management System and Implications of Non-union Workplaces in the United States
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우리나라는 근로자 30인 이상의 사업장에 노사협의회 및 고충처리위원을 설치하도록 법적으로 규정되어 있으나 상당수 유명무실하며, 기업 내 ADR(대안적 분쟁해결)식 고충처리에 대해서도 특별히 보고된 것이 없다. 한편 ADR의 활용을 통해 고충처리 기능을 활성화하기 위한 몇몇 방안이 제기되어왔으나 단순히 외국의 사례를 소개하거나 당위적으로 사적 조정의 확대 및 노동위원회의 조정기능 강화를 주장하는 수준에 머무르고 있다. 이글에서는 미국 비(非)노조 사업장의 ADR 및 갈등관리의 도입 배경과 이론적 근거, 전개과정을 검토함으로써 우리나라 비노조 사업장의 합리적 갈등관리를 위한 시사점을 구하고자 한다. 먼저 미국 유(有)노조 사업장의 갈등관리의 특징을 살펴보고, 비노조 사업장에서 갈등관리가 도입된 배경과 원인을 탐색하며, 갈등관리의 이론적 배경을 정리한다. 이어 갈등관리의 영향에 대한 실증조사를 정리하며, 갈등관리시스템으로의 발전 및 최근 경향을 요약한다. 마지막으로 시사점을 정리하고 우리나라의 상황과 비교함으로써 우리나라에서 활용 가능한 갈등관리 방안에 대해 검토한다.
Abstract
Korea is legally required to have a labor-management council and a grievance committee at workplaces with more than 30 workers, but many of them are nominal, and there are no particular reports on ADR-type grievance treatment in companies. On the other hand, some measures have been proposed to activate the grievance function through the use of ADR, but they are simply introducing foreign cases or insisting on expanding private adjustments and strengthening the coordination function of the Labor Relations Commission. In this article, we would like to examine the background, rationale, and development process of ADR and conflict management in non-union workplaces in the U.S. to find more specific implications for revitalizing conflict management in Korea. First, we will examine the characteristics of conflict management at U.S. oil union workplaces, explore the background and cause of the introduction of conflict management at non-union workplaces, and organize the theoretical background of conflict management. It then summarizes the empirical investigation into the impact of conflict management, and summarizes the development of the conflict management system and recent trends. Finally, we determine the ADR options available in our country by organizing the implications and comparing them with the situation in our country.
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