공무원 노사관계의 현황과 발전방향

Abstract

The labor management relation of public service personnel is acknowledging that the public service personnel are legal workers and acknowledging the relation with the employer as a labor relation. Accordingly, the public service personnel’s labor management relation is closely related to the activities of the public service personnel labor unions. Starting January 2006, Korean general workers and most of the level 6 or below public service personnel were permitted to join the public service personnel labor unions. It has been estimated that as of December 31st, 2008, there are a 983,000 public service personnel in Korea. Of these, only 299,000 public service personnel are permitted to join the public service personnel labor unions. A total of 95 public service personnel labor unions have been established in Korea and there are 215,537 union members. The official foundation of the public service personnel labor unions has brought a very important and major change personnel administration. When the collective bargaining process is fully expanded then the significance of public service personnel relations will be actually felt. However, we must acknowledge that positive and negative aspects exist in the activities of public service personnel labor unions organized through the recognition that public service personnel are legal workers. First and foremost, corruption must be prevented by elevating the social and economical status of the public service personnel by guaranteeing basic living expenses which will improve the public service personnel’s morale. Furthermore, the public service personnel labor unions should contribute to the development of the administration through mutual understanding and democratization of the administration by talking and negotiating with the management. Confusion in the command system of the administration’s organization must be prevented through voluntary participation in the public office society’s reformation. In addition, efforts must be made to not be referred to as the expression of group egoism of public service personnel. If necessary present laws and future statutes must be enacted according to the status of the public service personnel labor unions’ labor management relations. Statutes must be enacted and amended to democratically and rationally solve problems such as the specific legal number of public service personnel that are allowed to join the public service personnel labor unions, embodiment of the collective bargaining processes and window (counter) simplification problems, public service personnel labor management relations regulations and management of the arbitration committee. Ultimately, Korea’s public service personnel labor management relations must be led through harmonious division of roles and cooperation with the public service labor unions. Particularly, the role of the public service personnel labor unions must be more productive and positive compared to general worker labor movements. Furthermore, these points must become the goals to be achieved by the government authorities, the citizens and the public service personnel relevant to the earnest activities of the public service personnel labor unions.