복수노조 제도가 노사관계 변화에 미치는 영향

Abstract

The legalization of plural unions at the workplace level starting July 1, 2010 has affected a number of changes in the labor-management relations landscape of Korea, such as an increase in the number of unions and membership, altering nature of labor-management relations, emergence of labor disputes and changing dynamics between labor and management. This study analyzes the potential impact of union pluralism on labor-management relations in the context of Korea's existing labor- management practices and legal environment. For comparison's purpose, it analyzes the relations in workplaces with plural unions in other countries such as the UK, Japan, and Canada, as well as the impact on collective bargaining and strikes. Based on such literature review, it analyzes the potential impact that might be wrought given the labor-management environment and institutions of Korea today. A status survey was conducted on the interest parties in 206 workplaces and an empirical analysis was undertaken to understand the relational characteristics at workplaces with high likelihood of plural unions, and to look forward to the possible impact of such union pluralism on collective bargaining, strikes and changes in the nature of the relations. The empirical analysis results in 7〜14% of workplaces with an existing union having plural unions between July 2011 and 2012. However, given that 48% of new unionization appears to result from a “split” (where one existing union is split into several), the increase in actual organization rate is not likely to be in direct proportion to the increase in the number of unions. The empirical analysis also showed that the workplaces that are likely to see plural unions tend to be large in size, low in organization rate or not organized at all. It was also found that where the union leadership is not strong or labor-management relations are confrontational, it is likely to lead to plural unions. With the presence of plural unions, 86% said they would try to unify the collective bargaining channel. Most of the collective bargaining is expected to take place at the workplace level, possibly spelling trouble in the sectors (metal, hospitals, financial industry) where industrial bargaining has been the norm. Analysis of the possible impact points to destabilization in labor-management relations and a slight increase in the likelihood of a strike. But for the long term, it was found that the relations at the workplace level will become more cooperative and the dynamics will tilt in favor of the employer.