Korean Job Discussion Forums

[ethanshin]

Labor Standards Act
[Amended by Act No. 11270, Feb 1, 2012]
[Implemented Aug 2, 1012]
http://www.k-labor.co.kr/eng/books_03.asp?position=3&code1=3

근로기준법
[법률 제 11270호, 2012.2.1, 일부개]
[시행: 2012.8.2]
http://www.law.go.kr/lsInfoP.do?lsiSeq=122686&efYd=20120802#0000

Introduction
It appears that sticky post of the Korean Labor Standards Act has not been updated for about 5 years. So I have decided to update it with my self. I have also added the Korean translation. I'm also going to add links and few other stuff for convenience.

So PLEASE DON'T DELETE THIS AND MAKE THIS THE NEW STICKY.

Also, this takes a bit of time so I will not be able to finish at once but I will do as much as I can.

Thanks!

Table of Contents
Chapter 1 - General Provisions
Chapter 2 - Labor Contract
Chapter 3 - Wages
Chapter 4 - Working Hours and Recess
Chapter 5 - Females and Minors
Chapter 6 - Safety and Health
Chapter 7 - Apprenticeship
Chapter 8 - Accident Compensation
Chapter 9 - Rules of Employment
Chapter 10 - Dormitory
Chapter 11 - Labor Inspectors, etc.
Chapter 12 - Penal Provisions

For Relevant Act and Official Source
Minimum Wage Act
Employee Retirement Benefit Security Act
Act on the Protection, etc. of Fixed-term and Part-time Employees
Framework Act on Labor Welfare
Wage Claim Guarantee Act
Certified Labor Affairs Consultant Act
Act on the Protection, etc., of Dispatched Workers

Note: for Mac users the government's official site may not be compatible, I'll try to find other sources.

http://www.moel.go.kr/english/topic/laborlaw_view.jsp?idx=256&tab=Standards

[ethanshin]

Chapter 1 � General Provisions
제1장 총칙

Article 1 (Purpose)
The purpose of this Act is to set the standards for the conditions of labor in conformity with the constitution, thereby securing and improving the living standards of workers and achieving a well-balanced development of the national economy.
제1조 (목적)
이 법은 헌법에 따라 근로조건의 기준을 정함으로써 근로자의 기본적 생활을 보장, 향상시키며 균형 있는 국민경제의 발전을 꾀하는 것을 목적으로 한다.

Article 2 (Definition)
제2조(정의)
(1) Terms used in this Act are defined as follows:
(1) 이 법에서 사용하는 용어의 뜻은 다음과 같다:

1. The term �worker� in this Act means a person who offers work to a business or workplace to earn wages, regardless of kinds of job he/she is engaged in.
1. "근로자"란 직업의 종류와 관계없이 임금을 목적으로 사업이나 사업장에 근로를 제공하는 자를 말한다.

2. The term �employer� in this Act means a business owner, or a person responsible for management of a business or a person who works on behalf of a business owner with respect to matters relating to workers.
2. "사용자"란 사업주 또는 사업 경영 담당자, 그 밖에 근로자에 관한 사항에 대하여 사업주를 위하여 행위하는 자를 말한다.

3. The term �work� in this Act means mental or physical work.
3. "근로"란 정신노동과 육체노동을 말한다.

4. The term �labor contract� in this Act means a contract which is entered into in order for a worker to offer work and for an employer to pay wages for that work.
4. "근로계약"이란 근로자가 사용자에게 근로를 제공하고 사용자는 이에 대하여 임금을 지급하는 것을 목적으로 체결된 계약을 말한다.

5. The term �wages� in this Act means wages, salaries and any other money and valuable goods an employer pays to a worker for his/her work, regardless of how such payments are termed.
5. "임금"이란 사용자가 근로의 대가로 근로자에게 임금, 봉급, 그 밖에 어떠한 명칭으로든지 지급하는 일체의 금품을 말한다.

6. The term �average wages� in this Act means the amount calculated by dividing the total amount of wages paid to the relevant worker during three calendar months prior to the date on which the event necessitating such calculation occurred by the total number of calendar days during those three calendar months. This shall also apply mutatis mutandis to less than three months of employment.
6. "평균임금"이란 이를 산정하여야 할 사유가 발생한 날 이전 3개월 동안에 그 근로자에게 지급된 임금의 총액을 그 기간의 총일수로 나눈 금액을 말한다. 근로자가 취업한 후 3개월 미만인 경우도 이에 준한다.

7. The term �contractual working hours� in this Act means working hours on which workers and employers have made an agreement within the limit of working hours under Article 50 or Article 69 of this Act, or Article 46 of the Occupational Safety and Health Act.
7. "소정(所定)근로시간"이란 제50조, 제69조 본문 또는 「산업안전보건법」 제46조에 따른 근로시간의 범위에서 근로자와 사용자 사이에 정한 근로시간을 말한다.

8. The term �part-time worker� in this Act means an employee whose contractual working hours per week are shorter than those of a full-time worker engaged in the same kind of job in the same workplace.
8. "단시간근로자"란 1주 동안의 소정근로시간이 그 사업장에서 같은 종류의 업무에 종사하는 통상 근로자의 1주 동안의 소정근로시간에 비하여 짧은 근로자를 말한다.

(2) If the amount calculated pursuant to subparagraph 6 of paragraph (1) is lower than the ordinary wages of the worker concerned, the amount of the ordinary wages shall be deemed the average wages.
(2) 제1항제6호에 따라 산출된 금액이 그 근로자의 통상임금보다 적으면 그 통상임금액을 평균임금으로 한다.

Article 3 (Standards of Working Conditions)
The working conditions provided herein shall prescribe the minimum standards and the parties to employment relations, therefore, shall not reduce the working conditions under the pretext of compliance with this Act.
제3조 (근로조건의 기준)
이 법에서 정하는 근로조건은 최저기준이므로 근로 관계 당사자는 이 기준을 이유로 근로조건을 낮출 수 없다.

Article 4 (Determination of Working Conditions)
The working conditions shall be determined based upon the mutual agreement between employers and workers, on an equal footing.
제4조 (근로조건의 결정)
근로조건은 근로자와 사용자가 동등한 지위에서 자유의사에 따라 결정하여야 한다.

Article 5 (Observance of Working Conditions)
Both employers and workers shall comply with collective agreements, rules of employment, and terms of labor contracts, and abide by them in good faith.
제5조 (근로조건의 준수)
근로자와 사용자는 각자가 단체협약, 취업규칙과 근로계약을 지키고 성실하게 이행할 의무가 있다.

Article 6 (Equal Treatment)
No employer shall discriminate against workers on the basis of gender, or give discriminatory treatment in relation to the working conditions on the basis of nationality, religion or social status.
제6조 (균등한 처우)
사용자는 근로자에 대하여 남녀의 성(性)을 이유로 차별적 대우를 하지 못하고, 국적�신앙 또는 사회적 신분을 이유로 근로조건에 대한 차별적 처우를 하지 못한다.

Article 7 (Prohibition of Forced Labor)
No employer shall force a worker to work against his own free will through the use of violence, intimidation, confinement or any other means which unlawfully restrict mental or physical freedom.
제7조 (강제 근로의 금지)
사용자는 폭행, 협박, 감금, 그 밖에 정신상 또는 신체상의 자유를 부당하게 구속하는 수단으로써 근로자의 자유의사에 어긋나는 근로를 강요하지 못한다.

Article 8 (Prohibition of Violence)
No employer shall physically abuse a worker for the occurrence of accidents or for any other reason.
제8조 (폭행의 금지)
사용자는 사고의 발생이나 그 밖의 어떠한 이유로도 근로자에게 폭행을 하지 못한다.

Article 9 (Elimination of Intermediary Exploitation)
Unless otherwise provided by law, no one shall either intervene in the employment of other person for the purpose of making a profit, or gain benefit as an intermediary.
제9조 (중간착취의 배제)
누구든지 법률에 따르지 아니하고는 영리로 다른 사람의 취업에 개입하거나 중간인으로서 이익을 취득하지 못한다.

Article 10 (Guarantee of Exercise of Civil Rights)
No employer shall reject a request from a worker to grant time necessary to exercise franchise or other civil rights, or to perform official duties during his working hours. However, the time requested may be changed, provided that such change does not impede the exercise of those rights or performance of those civil duties.
제10조 (공민권 행사의 보장)
사용자는 근로자가 근로시간 중에 선거권, 그 밖의 공민권(公民權) 행사 또는 공(公)의 직무를 집행하기 위하여 필요한 시간을 청구하면 거부하지 못한다. 다만, 그 권리 행사나 공(公)의 직무를 수행하는 데에 지장이 없으면 청구한 시간을 변경할 수 있다.

Article 11 (Scope of Application)
제11조 (적용 범위)
(1) This Act shall apply to all businesses or workplaces in which five or more workers are ordinarily employed. This Act, however, shall not apply to any business or workplace which employs only relatives living together, and to a worker who is hired for domestic work.
(1) 이 법은 상시 5명 이상의 근로자를 사용하는 모든 사업 또는 사업장에 적용한다. 다만, 동거하는 친족만을 사용하는 사업 또는 사업장과 가사(家事) 사용인에 대하여는 적용하지 아니한다.
(2) With respect to businesses or workplaces which ordinarily employs fewer than five workers, only part of the provisions of this Act may be made applicable as prescribed by the Presidential Decree.
(2) 상시 4명 이하의 근로자를 사용하는 사업 또는 사업장에 대하여는 대통령령으로 정하는 바에 따라 이 법의 일부 규정을 적용할 수 있다.
(3) In the application of this Act, the method of calculating the number of workers ordinarily employed shall be prescribed by the Presidential Decree.
(3) 이 법을 적용하는 경우에 상시 사용하는 근로자 수를 산정하는 방법은 대통령령으로 정한다.

Article 12 (Scope of Application)
This Act and the Presidential Decree issued in accordance with this Act shall apply to the government, Seoul Metropolitan Government, metropolitan cities, Provinces, Shi, Kun, Ku; Eup, Myon, Dong, or other municipal equivalents.
제12조 (적용 범위)
이 법과 이 법에 따른 대통령령은 국가, 특별시�광역시�도, 시�군�구, 읍�면�동, 그 밖에 이에 준하는 것에 대하여도 적용된다.

Article 13 (Duty to Report and Attend)
An employer or a worker shall, without delay, report on matters required, or shall present himself, if the Minister of Labor, the Labor Relations Commission under the Labor Relations Commission Act (hereinafter referred to as the �Labor Relations Commission�) or a Labor Inspector requests to do so in relation to the enforcement of this Act.
제13조 (보고, 출석의 의무)
사용자 또는 근로자는 이 법의 시행에 관하여 고용노동부장관�「노동위원회법」에 따른 노동위원회(이하 "노동위원회"라 한다) 또는 근로감독관의 요구가 있으면 지체 없이 필요한 사항에 대하여 보고하거나 출석하여야 한다.

Article 14 (Publicity of Law and Decree, etc.)
제14조(법령 요지 등의 게시)
(1) An employer shall keep workers informed of the main points of this Act, the Presidential Decree promulgated pursuant hereto, and the rules of employment, by posting at all times or keeping them where workers have free access.
(1) 사용자는 이 법과 이 법에 따른 대통령령의 요지(要旨)와 취업규칙을 근로자가 자유롭게 열람할 수 있는 장소에 항상 게시하거나 갖추어 두어 근로자에게 널리 알려야 한다.
(2) An employer shall keep workers living in the dormitory informed of the provisions regarding dormitory, prescribed in the Presidential Decree referred to in paragraph (1), and the dormitory rules under Article 99 (1), by posting or keeping them in the dormitory.
(2) 사용자는 제1항에 따른 대통령령 중 기숙사에 관한 규정과 제99조제1항에 따른 기숙사규칙을 기숙사에 게시하거나 갖추어 두어 기숙(寄宿)하는 근로자에게 널리 알려야 한다.

[ethanshin]

Chapter 2 � Labor Contract
제2장 근로계약

Article 15 (Labor Contract contrary to This Act)
제15조 (이 법을 위반한 근로계약)
(1) A labor contract which establishes working conditions which do not meet the standards provided for in this Act shall be null and void to that extent.
(1) 이 법에서 정하는 기준에 미치지 못하는 근로조건을 정한 근로계약은 그 부분에 한하여 무효로 한다.
(2) Those conditions invalidated in accordance with the provisions of paragraph (1) shall be governed by the standards provided in this Act.
(2) 제1항에 따라 무효로 된 부분은 이 법에서 정한 기준에 따른다.

Article 16 (Term of Contract)
제16조 (계약기간)
The term of a labor contract shall not exceed one year, except in cases where no term is fixed or a term is fixed as necessary for the completion of a project.
근로계약은 기간을 정하지 아니한 것과 일정한 사업의 완료에 필요한 기간을 정한 것 외에는 그 기간은 1년을 초과하지 못한다.

Article 17 (Statement of Working Conditions)
제17조 (근로조건의 명시)
(1) An employer shall clearly state the matters described in any of the following subparagraphs. The same shall apply in the case of altering the following matters after a labor contract is made:
(1) 사용자는 근로계약을 체결할 때에 근로자에게 다음 각 호의 사항을 명시하여야 한다. 근로계약 체결 후 다음 각 호의 사항을 변경하는 경우에도 또한 같다.
1. Wages;
1. 임금
2. Contractual working hours;
2. 소정근로시간
3. Holidays under Article 55;
3. 제55조에 따른 휴일
4. Annual paid leave under Article 60;
4. 제60조에 따른 연차 유급휴가
5. Other working conditions prescribed by the Presidential Decree.
(2) An employer shall issue a worker with a written statement specifying the components of, and methods of calculation and payment of, the wages referred to in paragraph (1) 1 and matters described in subparagraphs 2 through 4 : Provided that if the matters above are altered due to the reasons prescribed by the Presidential Decree, such as changes in collective agreements or employment rules, etc., the statement shall be issued to the worker at his/her request.
5. 그 밖에 대통령령으로 정하는 근로조건
(2) 사용자는 제1항제1호와 관련한 임금의 구성항목�계산방법�지급방법 및 제2호부터 제4호까지의 사항이 명시된 서면을 근로자에게 교부하여야 한다. 다만, 본문에 따른 사항이 단체협약 또는 취업규칙의 변경 등 대통령령으로 정하는 사유로 인하여 변경되는 경우에는 근로자의 요구가 있으면 그 근로자에게 교부하여야 한다.

Article 18 (Working Conditions for Part-time Worker)
제18조(단시간근로자의 근로조건)
(1) working conditions for part-time workers shall be determined on the basis of the relative ratio of their working hours computed in comparison with those of full-time workers engaged in the same kind of job in the same workplace.
(1) 단시간근로자의 근로조건은 그 사업장의 같은 종류의 업무에 종사하는 통상 근로자의 근로시간을 기준으로 산정한 비율에 따라 결정되어야 한다.
(2) The criteria or other matters to be considered for the determination of working conditions under paragraph (1) shall be prescribed in the Presidential Decree.
(2) 제1항에 따라 근로조건을 결정할 때에 기준이 되는 사항이나 그 밖에 필요한 사항은 대통령령으로 정한다.
(3) With respect to workers whose contractual working hours is an average of less than 15 hours per week over a four-week period (the employment period, in case they are employed for less than four weeks), Articles 55 and 60 shall not apply.
(3) 4주 동안(4주 미만으로 근로하는 경우에는 그 기간)을 평균하여 1주 동안의 소정근로시간이 15시간 미만인 근로자에 대하여는 제55조와 제60조를 적용하지 아니한다.

Article 19 (Violation of Working Conditions)
제19조 (근로조건의 위반)
(1) If any of the working conditions set forth in accordance with Article 17 is found to be inconsistent with the actual conditions, the worker concerned shall be entitled to claim damages resulting from the breach of the working conditions or may terminate the labor contract forthwith.
(1) 제17조에 따라 명시된 근로조건이 사실과 다를 경우에 근로자는 근로조건 위반을 이유로 손해의 배상을 청구할 수 있으며 즉시 근로계약을 해제할 수 있다.
(2) Any worker who intends to claim for damages in accordance with paragraph (1), may do so with the Labor Relations Commission. If a labor contract has been terminated, an employer shall pay travel expenses to a worker who changes his residence for the purpose of securing a new job.
(2) 제1항에 따라 근로자가 손해배상을 청구할 경우에는 노동위원회에 신청할 수 있으며, 근로계약이 해제되었을 경우에는 사용자는 취업을 목적으로 거주를 변경하는 근로자에게 귀향 여비를 지급하여야 한다.

Article 20 (Prohibition of Predetermination of Nonobservance)
제20조 (위약 예정의 금지)
No employer shall enter into a contract by which a penalty or indemnity for possible damages incurred from breach of a labor contract is predetermined.
사용자는 근로계약 불이행에 대한 위약금 또는 손해배상액을 예정하는 계약을 체결하지 못한다.

Article 21 (Prohibition of Offsetting Wages against Advances)
제21조 (전차금 상계의 금지)
No employer shall offset wages against an advance or other credits given in advance on the condition of worker's labor.
사용자는 전차금(前借金)이나 그 밖에 근로할 것을 조건으로 하는 전대(前貸)채권과 임금을 상계하지 못한다.

Article 22 (Prohibition of Compulsory Saving)
제22조 (강제 저금의 금지)
(1) No employer shall enter into a contract with a worker, in addition to a labor contract, which stipulates compulsory savings or the management of savings.
(1) 사용자는 근로계약에 덧붙여 강제 저축 또는 저축금의 관리를 규정하는 계약을 체결하지 못한다.
(2) If an employer is entrusted by a worker to manage his savings, the said employer shall observe the matters described in the following subparagraphs:
(2) 사용자가 근로자의 위탁으로 저축을 관리하는 경우에는 다음 각 호의 사항을 지켜야 한다.
1. The type and period of savings and financial institutions which manage the savings shall be determined by the concerned worker and the savings account shall be under the name of the worker; and
1. 저축의 종류�기간 및 금융기관을 근로자가 결정하고, 근로자 본인의 이름으로 저축할 것
2. Upon request of the concerned worker to see the related materials such as savings certificate, or have them returned, the employer shall immediately comply with the request.
2. 근로자가 저축증서 등 관련 자료의 열람 또는 반환을 요구할 때에는 즉시 이에 따를 것

Article 23 (Restriction on Dismissal, etc.)
제23조 (해고 등의 제한)
(1) No employer shall dismiss, lay off, suspend, or transfer a worker, or reduce wages, or take other punitive measures (hereinafter referred to as �unfair dismissal, etc.�) against a worker without justifiable reasons.
(1) 사용자는 근로자에게 정당한 이유 없이 해고, 휴직, 정직, 전직, 감봉, 그 밖의 징벌(懲罰)(이하 "부당해고등"이라 한다)을 하지 못한다.
(2) No employer shall dismiss any worker during a period of temporary interruption of work for medical treatment of an occupational injury or disease and within 30 days thereafter, and any female worker during a period of temporary interruption of work before and after childbirth as provided herein and within 30 days thereafter. Provided that if an employer has paid lump sum compensation pursuant to Article 84 hereof or is not able to continue his business, this shall not apply.
(2) 사용자는 근로자가 업무상 부상 또는 질병의 요양을 위하여 휴업한 기간과 그 후 30일 동안 또는 산전(産前)�산후(産後)의 여성이 이 법에 따라 휴업한 기간과 그 후 30일 동안은 해고하지 못한다. 다만, 사용자가 제84조에 따라 일시보상을 하였을 경우 또는 사업을 계속할 수 없게 된 경우에는 그러하지 아니하다.

Article 24 (Restriction on Dismissal for Managerial Reasons)
제24조 (경영상 이유에 의한 해고의 제한)
(1) Dismissal of a worker by an employer for managerial reasons shall be based on urgent managerial needs. In such cases as transfer, acquisition and merger of business which are aimed to avoid financial difficulties, it shall be deemed that an urgent managerial need exists.
(1) 사용자가 경영상 이유에 의하여 근로자를 해고하려면 긴박한 경영상의 필요가 있어야 한다. 이 경우 경영 악화를 방지하기 위한 사업의 양도�인수�합병은 긴박한 경영상의 필요가 있는 것으로 본다.
(2) In the case of paragraph (1), an employer shall make every effort to avoid dismissal of workers and shall select workers to be dismissed by establishing rational and fair criteria for dismissal. In such cases, there shall be no discrimination on the basis of gender.
(2) 제1항의 경우에 사용자는 해고를 피하기 위한 노력을 다하여야 하며, 합리적이고 공정한 해고의 기준을 정하고 이에 따라 그 대상자를 선정하여야 한다. 이 경우 남녀의 성을 이유로 차별하여서는 아니 된다.
(3) With regard to the possible methods for avoiding dismissal and the criteria for dismissal as referred to in paragraph (2), an employer shall give a notice 50 days prior to dismissal day to a labor union which is formed by the consent of the majority of all workers in the business or workplace concerned(or to a person representing the majority of all workers if such a labor union does not exist, hereinafter referred to as a �workers' representative�) and have good faith consultation.
(3) 사용자는 제2항에 따른 해고를 피하기 위한 방법과 해고의 기준 등에 관하여 그 사업 또는 사업장에 근로자의 과반수로 조직된 노동조합이 있는 경우에는 그 노동조합(근로자의 과반수로 조직된 노동조합이 없는 경우에는 근로자의 과반수를 대표하는 자를 말한다. 이하 "근로자대표"라 한다)에 해고를 하려는 날의 50일 전까지 통보하고 성실하게 협의하여야 한다.
(4) An employer intending to dismiss more than the number of workers prescribed by the Presidential Decree pursuant to paragraph (1), shall report the same to the Minister of Employment and Labor as prescribed by the Presidential Decree.
(4) 사용자는 제1항에 따라 대통령령으로 정하는 일정한 규모 이상의 인원을 해고하려면 대통령령으로 정하는 바에 따라 고용노동부장관에게 신고하여야 한다.
(5) In cases where an employer has dismissed workers in accordance with the requirements as set forth in paragraphs (1) to (3), the dismissal concerned shall be deemed to have been made for the justifiable reasons under paragraph (1) of Article 23.
(5) 사용자가 제1항부터 제3항까지의 규정에 따른 요건을 갖추어 근로자를 해고한 경우에는 제23조제1항에 따른 정당한 이유가 있는 해고를 한 것으로 본다.

Article 25 (Preferential Re-employment, etc.)
제25조 (우선 재고용 등)
(1) If an employer who dismissed a worker pursuant to Article 24 intends to employ a worker for the same job the dismissed worker was in charge of at the time of dismissal, within three years from the day when the worker was dismissed, he/she shall preferentially employ the worker dismissed pursuant to Article 24, provided that the worker wants that job.
(1) 제24조에 따라 근로자를 해고한 사용자는 근로자를 해고한 날부터 3년 이내에 해고된 근로자가 해고 당시 담당하였던 업무와 같은 업무를 할 근로자를 채용하려고 할 경우 제24조에 따라 해고된 근로자가 원하면 그 근로자를 우선적으로 고용하여야 한다.
(2) The government shall give priority to workers dismissed under Article 24 in taking necessary measures including, but not limited to, securing livelihood, reemployment, and vocational training.
(2) 정부는 제24조에 따라 해고된 근로자에 대하여 생계안정, 재취업, 직업훈련 등 필요한 조치를 우선적으로 취하여야 한다.

Article 26 (Advance Notice of Dismissal)
제26조 (해고의 예고)
An employer shall give an advance notice to a worker at least thirty days before dismissal (including dismissal for managerial reasons). If the notice is not given thirty days before the dismissal, ordinary wages of more than thirty days shall be paid to the worker, except in cases, prescribed by the Ordinance of the Ministry of Employment and Labor, where it is impossible to continue business because of natural disasters, armed conflicts, or other unavoidable causes, or where a worker has caused considerable difficulties to business, or damage to properties on purpose.
사용자는 근로자를 해고(경영상 이유에 의한 해고를 포함한다)하려면 적어도 30일 전에 예고를 하여야 하고, 30일 전에 예고를 하지 아니하였을 때에는 30일분 이상의 통상임금을 지급하여야 한다. 다만, 천재�사변, 그 밖의 부득이한 사유로 사업을 계속하는 것이 불가능한 경우 또는 근로자가 고의로 사업에 막대한 지장을 초래하거나 재산상 손해를 끼친 경우로서 고용노동부령으로 정하는 사유에 해당하는 경우에는 그러하지 아니하다.

Article 27 (Written Notification of Reasons for Dismissal)
제27조 (해고사유 등의 서면통지)
(1) If an employer intends to dismiss a worker, the employer shall notify the worker of reasons for dismissal and the date of such dismissal in writing.
(1) 사용자는 근로자를 해고하려면 해고사유와 해고시기를 서면으로 통지하여야 한다.
(2) The dismissal of a worker shall take effect only after the written notification is given to the worker pursuant to paragraph (1).
(2) 근로자에 대한 해고는 제1항에 따라 서면으로 통지하여야 효력이 있다.

Article 28 (Application for Remedy for Unfair Dismissal, and Related Acts)
제28조 (부당해고등의 구제신청)
(1) If an employer dismisses a worker unfairly, the worker may apply for remedy to the Labor Relations Commission.
(1) 사용자가 근로자에게 부당해고등을 하면 근로자는 노동위원회에 구제를 신청할 수 있다.
(2) The application for remedy under paragraph (1) shall be made within three months from the date on which the unfair dismissal, and related acts took place.
(2) 제1항에 따른 구제신청은 부당해고등이 있었던 날부터 3개월 이내에 하여야 한다.

Article 29 (Investigation, etc.)
제29조 (조사 등)
(1) Upon receiving the application for remedy under Article 28, the Labor Relations Commission shall conduct necessary investigations and question related parties without delay.
(1) 노동위원회는 제28조에 따른 구제신청을 받으면 지체 없이 필요한 조사를 하여야 하며 관계 당사자를 심문하여야 한다.
(2) When conducting an inquiry pursuant to paragraph (1), the Labor Relations Commission may, at the request of the parties concerned or by virtue of its authority, have witnesses appear before the Commission and question them regarding necessary matters.
(2) 노동위원회는 제1항에 따라 심문을 할 때에는 관계 당사자의 신청이나 직권으로 증인을 출석하게 하여 필요한 사항을 질문할 수 있다.
(3) When conducting an inquiry pursuant to paragraph (1), the Labor Relation Commission shall give sufficient opportunities for the parties concerned to present evidence and to cross-examine the witnesses.
(3) 노동위원회는 제1항에 따라 심문을 할 때에는 관계 당사자에게 증거 제출과 증인에 대한 반대심문을 할 수 있는 충분한 기회를 주어야 한다.
(4) Detailed procedures for the investigation and inquiry by the Labor Relations Commission under paragraph (1) shall be determined by the National Labor Relations Commission (hereinafter referred to as as the �National Labor Relations Commission�) under the Labor Relations Commission Act.
(4) 제1항에 따른 노동위원회의 조사와 심문에 관한 세부절차는 「노동위원회법」에 따른 중앙노동위원회(이하 "중앙노동위원회"라 한다)가 정하는 바에 따른다.

Article 30 (Remedy Order, etc.)
제30조 (구제명령 등)
(1) The Labor Relations Commission shall issue a remedy order to the employer, if the case is determined to constitute an unfair dismissal, etc. after the completion of the inquiry under Article 29, and shall dismiss the application for remedy if the case is determined not to constitute an unfair dismissal, etc.
(1) 노동위원회는 제29조에 따른 심문을 끝내고 부당해고등이 성립한다고 판정하면 사용자에게 구제명령을 하여야 하며, 부당해고등이 성립하지 아니한다고 판정하면 구제신청을 기각하는 결정을 하여야 한다.
(2) The judgment, remedy order and dismissal decision under paragraph (1) shall be notified to the employer and worker concerned in writing.
(2) 제1항에 따른 판정, 구제명령 및 기각결정은 사용자와 근로자에게 각각 서면으로 통지하여야 한다.
(3) When issuing a remedy order (referring only to an order of remedy for dismissal) pursuant to paragraph (1), if the worker does not want the reinstatement, the Labor Relations Commission may order the employer to pay to the worker an amount not less than the amount of wages he/she would have received if he/she had worked during the dismissal period, in lieu of ordering his/her reinstatement.
(3) 노동위원회는 제1항에 따른 구제명령(해고에 대한 구제명령만을 말한다)을 할 때에 근로자가 원직복직(原職復職)을 원하지 아니하면 원직복직을 명하는 대신 근로자가 해고기간 동안 근로를 제공하였더라면 받을 수 있었던 임금 상당액 이상의 금품을 근로자에게 지급하도록 명할 수 있다.

Article 31 (Confirmation of Remedy Order, etc.)
제31조(구제명령 등의 확정)
(1) If an employer or a worker is aggrieved by a remedy order or dismissal decision rendered by a Regional Labor Relations Commission in accordance with the Labor Relations Commission Act, he/she may apply for reexamination to the National Labor Relations Commission within ten days of the date on which he/she received the notice of the remedy order or dismissal decision.
(1) 「노동위원회법」에 따른 지방노동위원회의 구제명령이나 기각결정에 불복하는 사용자나 근로자는 구제명령서나 기각결정서를 통지받은 날부터 10일 이내에 중앙노동위원회에 재심을 신청할 수 있다.
(2) An employer or a worker may file a lawsuit in accordance with the Administrative Litigation Act against the decision made by the National Labor Relations Commission after the reexamination pursuant to paragraph (1) within fifteen days from the date on which he/she received the notice of decision on the reexamination.
(2) 제1항에 따른 중앙노동위원회의 재심판정에 대하여 사용자나 근로자는 재심판정서를 송달받은 날부터 15일 이내에 「행정소송법」의 규정에 따라 소(訴)를 제기할 수 있다.
(3) If no application for reexamination is made or no administrative lawsuit is filed within the periods prescribed in paragraphs (1) and (2), the remedy order, dismissal decision or decision on reexamination shall be finally confirmed.
(3) 제1항과 제2항에 따른 기간 이내에 재심을 신청하지 아니하거나 행정소송을 제기하지 아니하면 그 구제명령, 기각결정 또는 재심판정은 확정된다.

Article 32 (Effect of Remedy Order, etc.)
제32조 (구제명령 등의 효력)
The effect of remedy order, dismissal decisions or decisions on reexamination rendered by the Labor Relations Commission pursuant to Article 31 shall not be suspended by an application for reexamination to the National Labor Relations Commission or by the initiation of an administrative lawsuit.
노동위원회의 구제명령, 기각결정 또는 재심판정은 제31조에 따른 중앙노동위원회에 대한 재심 신청이나 행정소송 제기에 의하여 그 효력이 정지되지 아니한다.

Article 33 (Enforcement levy)
제33조 (이행강제금)
(1) If an employer, after receiving the remedy order (including a decision on reexamination concerning a remedy order; hereinafter the same shall apply in this Act) from the Labor Relations Commission, failes to comply with a remedy order by the compliance deadline, an enforcement levy in the amount not exceeding 20 million won shall be imposed on the employer.
(1) 노동위원회는 구제명령(구제명령을 내용으로 하는 재심판정을 포함한다. 이하 이 조에서 같다)을 받은 후 이행기한까지 구제명령을 이행하지 아니한 사용자에게 2천만원 이하의 이행강제금을 부과한다.
(2) The Labor Relations Commission shall inform the employer in writing of its intention to impose and collect enforcement levy, at least thirty days before the imposition of enforcement levy under paragraph (1).
(2) 노동위원회는 제1항에 따른 이행강제금을 부과하기 30일 전까지 이행강제금을 부과�징수한다는 뜻을 사용자에게 미리 문서로써 알려 주어야 한다.
(3) The imposition of enforcement levy pursuant to paragraph (1) shall be done in writing which shall specify, among others, the amount of enforcement levy, reasons for the imposition, the payment deadline, the recipient organization, how to raise an objection, and to what organization such a objection can be raised.
(3) 제1항에 따른 이행강제금을 부과할 때에는 이행강제금의 액수, 부과 사유, 납부기한, 수납기관, 이의제기방법 및 이의제기기관 등을 명시한 문서로써 하여야 한다.
(4) Types of violations for which enforcement levy is imposed pursuant to paragraph (1), amounts of charges based on the degree of violation, procedures for a refund of enforcement levy and other necessary matters shall be prescribed by the Presidential Decree.
(4) 제1항에 따라 이행강제금을 부과하는 위반행위의 종류와 위반 정도에 따른 금액, 부과�징수된 이행강제금의 반환절차, 그 밖에 필요한 사항은 대통령령으로 정한다.
(5) The Labor Relations Commission may impose and collect the enforcement levy under paragraph (1) repeatedly until the order is complied with, up to twice per year from the date on which the first remedy order is issued. In this case, enforcement levy shall not be imposed or collected for more than two years.
(5) 노동위원회는 최초의 구제명령을 한 날을 기준으로 매년 2회의 범위에서 구제명령이 이행될 때까지 반복하여 제1항에 따른 이행강제금을 부과�징수할 수 있다. 이 경우 이행강제금은 2년을 초과하여 부과�징수하지 못한다.
(6) The Labor Relations Commission shall not newly impose enforcement levy once a person who received a remedy order has complied with that order, but shall collect enforcement levies that have already been imposed before the compliance.
(6) 노동위원회는 구제명령을 받은 자가 구제명령을 이행하면 새로운 이행강제금을 부과하지 아니하되, 구제명령을 이행하기 전에 이미 부과된 이행강제금은 징수하여야 한다.
(7) If a person to whom the enforcement levy has been imposed fails to pay them by the payment deadline, the Labor Relations Commission may set a deadline and urge the payment and if the person continues to fail the enforcement levy under paragraph (1), may collect them according to the process for recovery of the national taxes in arrears.
(7) 노동위원회는 이행강제금 납부의무자가 납부기한까지 이행강제금을 내지 아니하면 기간을 정하여 독촉을 하고 지정된 기간에 제1항에 따른 이행강제금을 내지 아니하면 국세 체납처분의 예에 따라 징수할 수 있다.
( If an employer who has received a remedy order fails to comply with the order by the compliance deadline, the worker may inform the Labor Relations Commission of the non-compliance within fifteen days from the compliance deadline.
( 근로자는 구제명령을 받은 사용자가 이행기한까지 구제명령을 이행하지 아니하면 이행기한이 지난 때부터 15일 이내에 그 사실을 노동위원회에 알려줄 수 있다.

Article 34 (Retirement Benefit System)
제34조 (퇴직급여 제도)
With regard to the system of retirement benefits paid by employers to retiring workers, conditions prescribed by the Employee Retirement Benefit Security Act shall apply.
사용자가 퇴직하는 근로자에게 지급하는 퇴직급여 제도에 관하여는 「근로자퇴직급여 보장법」이 정하는 대로 따른다.

Article 35 (Exceptions for Advance Notice of Dismissal)
제35조(예고해고의 적용 예외)
The provisions of Article 26 shall not apply to workers who fall within the purview of each of the following subparagraphs:
제26조는 다음 각 호의 어느 하나에 해당하는 근로자에게는 적용하지 아니한다
1. a worker who has been employed on a daily basis for less than three consecutive months;
1. 일용근로자로서 3개월을 계속 근무하지 아니한 자;
2. a worker who has been employed for a fixed period not exceeding two months;
2. 2개월 이내의 기간을 정하여 사용된 자;
3. a worker who has been employed as a monthly-paid worker for less than six months;
3. 월급근로자로서 6개월이 되지 못한 자;
4. a worker who has been employed for seasonal work for a fixed period not exceeding six months; or
4. 계절적 업무에 6개월 이내의 기간을 정하여 사용된 자;
5. a worker in a probationary period
5. 수습 사용 중인 근로자;

Article 36 (Payment of Money and Valuables)
제36조 (금품 청산)
If a worker dies or retires, an employer shall pay the wages, compensations, and other money or valuables within 14 days after the cause for such payment has occurred; however, the period, under special circumstances, may be extended by the mutual agreement between the parties concerned.
사용자는 근로자가 사망 또는 퇴직한 경우에는 그 지급 사유가 발생한 때부터 14일 이내에 임금, 보상금, 그 밖에 일체의 금품을 지급하여야 한다. 다만, 특별한 사정이 있을 경우에는 당사자 사이의 합의에 의하여 기일을 연장할 수 있다.

Article 37 (Late Payment Interests on Unpaid Wages)
제37조(미지급 임금에 대한 지연이자)
(1) An employer, who fails to pay all or part of the wages or the benefits (only those paid in a lump sum) pursuant to Article 36 or subparagraph 5 of Article 2 of the Employee Retirement Benefit Security Act, respectively, within fourteen days from the day when the cause for payment occurs, shall pay late payment interests on the number of days from the date following the expiry of the fourteen day period until the payment is made, at the rate up to 40/100 and as prescribed in the Presidential Decree in consideration of economic conditions, including the late payment interest rate applicable among banks under the Banking Act.
(1) 사용자는 제36조에 따라 지급하여야 하는 임금 및 「근로자퇴직급여 보장법」 제2조제5호에 따른 급여(일시금만 해당된다)의 전부 또는 일부를 그 지급 사유가 발생한 날부터 14일 이내에 지급하지 아니한 경우 그 다음 날부터 지급하는 날까지의 지연 일수에 대하여 연 100분의 40 이내의 범위에서 「은행법」에 따른 은행이 적용하는 연체금리 등 경제 여건을 고려하여 대통령령으로 정하는 이율에 따른 지연이자를 지급하여야 한다.
(2) If an employer delays wage payment due to natural disasters, armed conflicts or other reasons prescribed in the Presidential Decree, the provisions of paragraph (1) shall not apply to the period period during which such reasons continue to exist.
(2) 제1항은 사용자가 천재�사변, 그 밖에 대통령령으로 정하는 사유에 따라 임금 지급을 지연하는 경우 그 사유가 존속하는 기간에 대하여는 적용하지 아니한다.

Article 38 (Preferential Reimbursement for Claim of Wages)
제38조 (임금채권의 우선변제)
(1) Wages, retirement pay, accident compensation and other claims arising from employment shall be paid in preference to taxes, public levies, or other claims except for the claims secured by pledges or mortgages on the total asset of the employer; however, this shall not apply to taxes or public levies which take precedence over pledges or mortgages.
(1) 임금, 재해보상금, 그 밖에 근로 관계로 인한 채권은 사용자의 총재산에 대하여 질권(質權)�저당권 또는 「동산�채권 등의 담보에 관한 법률」에 따른 담보권에 따라 담보된 채권 외에는 조세�공과금 및 다른 채권에 우선하여 변제되어야 한다. 다만, 질권�저당권 또는 「동산�채권 등의 담보에 관한 법률」에 따른 담보권에 우선하는 조세�공과금에 대하여는 그러하지 아니하다.
(2) Notwithstanding the provisions of paragraph (1), the claims which fall under the following subparagraphs shall be paid in preference to any obligation, taxes, public levies and other claims secured by pledges or mortgages on the total asset of an employer:
(2) 제1항에도 불구하고 다음 각 호의 어느 하나에 해당하는 채권은 사용자의 총재산에 대하여 질권�저당권 또는 「동산�채권 등의 담보에 관한 법률」에 따른 담보권에 따라 담보된 채권, 조세�공과금 및 다른 채권에 우선하여 변제되어야 한다:
1. Wages of the final three months; and
1. 최종 3개월분의 임금
2. Accident compensation.
2. 재해보상금

Article 39 (Certificate of Employment)
제39조 (사용증명서)
(1) If a worker makes a request to issue a certificate specifying term of employment, job specification, title and wages or other necessary information even after the retirement of the worker, the employer shall immediately prepare and issue the factually correct certificate.
(1) 사용자는 근로자가 퇴직한 후라도 사용 기간, 업무 종류, 지위와 임금, 그 밖에 필요한 사항에 관한 증명서를 청구하면 사실대로 적은 증명서를 즉시 내주어야 한다.
(2) The certificate referred to in paragraph (1) shall only contain the items that the worker concerned has requested.
(2) 제1항의 증명서에는 근로자가 요구한 사항만을 적어야 한다.

Article 40 (Prohibition of Interference with Employment)
제40조 (취업 방해의 금지)
No one shall prepare and use secret signs or lists, or have communication for the purpose of interfering with employment of a worker.
누구든지 근로자의 취업을 방해할 목적으로 비밀 기호 또는 명부를 작성�사용하거나 통신을 하여서는 아니 된다.

Article 41 (Registry of Workers)
제41조 (근로자의 명부)
(1) An employer shall maintain a registry of workers by workplace, containing name, birth date, personal history and other items relating to workers as prescribed by the Presidential Decree.
(1) 사용자는 각 사업장별로 근로자 명부를 작성하고 근로자의 성명, 생년월일, 이력, 그 밖에 대통령령으로 정하는 사항을 적어야 한다.
(2) If there is any change in the items prescribed in paragraph (1), correction shall be made without delay.
(2) 제1항에 따라 근로자 명부에 적을 사항이 변경된 경우에는 지체 없이 정정하여야 한다.

Article 42 (Preservation of Documents regarding Contract)
제42조 (계약 서류의 보존)
An employer shall preserve a registry of workers and other important documents regarding labor contract prescribed by the Presidential Decree for three years.사용자는 근로자 명부와 대통령령으로 정하는 근로계약에 관한 중요한 서류를 3년간 보존하여야 한다.

[ethanshin]

Chapter 3 � Wages
제3장 임금

Article 43 (Payment of Wages)
제43조 (임금 지급)
(1) Payment of wages shall be directly made in full to worker in cash; however, if otherwise stipulated by special provisions of laws or decrees or a collective agreement, wages may partially be deducted or may be paid by other than cash.
(1) 임금은 통화(通貨)로 직접 근로자에게 그 전액을 지급하여야 한다. 다만, 법령 또는 단체협약에 특별한 규정이 있는 경우에는 임금의 일부를 공제하거나 통화 이외의 것으로 지급할 수 있다.
(2) Wages shall be paid at least once per month on a fixed day; however, this shall not apply to extraordinary wages, allowances, or any other similar payment or those wages provided for by the Presidential Decree.
(2) 임금은 매월 1회 이상 일정한 날짜를 정하여 지급하여야 한다. 다만, 임시로 지급하는 임금, 수당, 그 밖에 이에 준하는 것 또는 대통령령으로 정하는 임금에 대하여는 그러하지 아니하다.

Article 43-2 (Disclosure of a List of Failing to Pay)
제43조의2 (체불사업주 명단 공개)
(1) In cases where an employer (representative director for the corporation, hereinafter referred to as �employer failing to pay�) who has not paid wages, incentives, allowances, and/or other money and valuable goods (hereinafter referred to as �wages�) pursuant to Article 36, 43, and 56, totaling at least 30 million won in the past year, and has twice been proven to have delayed the payment of wages within the past three (3) years, the Minister of Employment & Labor may disclose that employer�s personal information in a list of employers failing to pay. Provided, this shall not apply to cases where it is useless to disclose a list of employers failing to pay due to the death of such an employer, his or her bankruptcy, or other reasons as prescribed by Presidential Decree.
(1) 고용노동부장관은 제36조, 제43조, 제56조에 따른 임금, 보상금, 수당, 그 밖에 일체의 금품(이하 "임금등"이라 한다)을 지급하지 아니한 사업주(법인인 경우에는 그 대표자를 포함한다. 이하 "체불사업주"라 한다)가 명단 공개 기준일 이전 3년 이내 임금등을 체불하여 2회 이상 유죄가 확정된 자로서 명단 공개 기준일 이전 1년 이내 임금등의 체불총액이 3천만원 이상인 경우에는 그 인적사항 등을 공개할 수 있다. 다만, 체불사업주의 사망�폐업으로 명단 공개의 실효성이 없는 경우 등 대통령령으로 정하는 사유가 있는 경우에는 그러하지 아니하다.
(2) When the Minister of Employment & Labor intends to publish the list in accordance with paragraph (1), he/she shall provide at least three months� opportunity to such employers to explain their actions.
(2) 고용노동부장관은 제1항에 따라 명단 공개를 할 경우에 체불사업주에게 3개월 이상의 기간을 정하여 소명 기회를 주어야 한다.
(3) The Ministry of Employment & Labor shall establish a Committee for Review of Unpaid Wage Claims (hereinafter referred to as �the Committee�) to determine whether to disclose the identity of an employer failing to pay pursuant to paragraph (1). In this case, detailed procedures for the composition, operation, etc., of the Committee shall be determined by Ordinance of the Ministry of Employment & Labor.
(3) 제1항에 따른 체불사업주의 인적사항 등에 대한 공개 여부를 심의하기 위하여 고용노동부에 임금체불정보심의위원회(이하 이 조에서 "위원회"라 한다)를 둔다. 이 경우 위원회의 구성�운영 등 필요한 사항은 고용노동부령으로 정한다.
(4) Necessary items to be included in the disclosure of an employer failing to pay concerning substantial contents, period and method pursuant to paragraph (1) shall be determined by Presidential Decree.
(4) 제1항에 따른 명단 공개의 구체적인 내용, 기간 및 방법 등 명단 공개에 필요한 사항은 대통령령으로 정한다.

Article 43-3 (Provision of Data regarding Delayed Payment of Wages)
제43조의3 (임금등 체불자료의 제공)
(1) If an employer who has failed to pay wages totaling at least 20 million won in the past year, and has been proven to have delayed the payment of wages twice within the past three (3) years, the Minister of Employment & Labor may submit personal information on that employer, as well as data on the unpaid wages (hereinafter together referred to as �data related to unpaid wages�) when the Comprehensive Credit Information Organization, pursuant to Article 25(2)-1 of the�Act Regarding the Use and Protection of Credit Information�, requests such information. Provided, this shall not apply to cases where it is useless to disclose a list of employers failing to pay due to the death of such an employer, his or her bankruptcy, or other reasons as prescribed by Presidential Decree.
(1) 고용노동부장관은 「신용정보의 이용 및 보호에 관한 법률」 제25조제2항제 1호에 따른 종합신용정보집중기관이 임금등 체불자료 제공일 이전 3년 이내 임금등을 체불하여 2회 이상 유죄가 확정된 자로서 임금등 체불자료 제공일 이전 1년 이내 임금등의 체불총액이 2천만원 이상인 체불사업주의 인적사항과 체불액 등에 관한 자료(이하 "임금등 체불자료"라 한다)를 요구할 때에는 임금등의 체불을 예방하기 위하여 필요하다고 인정하는 경우에 그 자료를 제공할 수 있다. 다만, 체불사업주의 사망�폐업으로 임금등 체불자료 제공의 실효성이 없는 경우 등 대통령령으로 정하는 사유가 있는 경우에는 그러하지 아니하다.
(2) Those who receive data related to unpaid wages pursuant to paragraph (1) shall not use it for any purpose outside of work related to the credit and eligibility for credit transactions of the employer failing to pay, nor shall receivers of such data reveal it to outside parties.
(2) 제1항에 따라 임금등 체불자료를 받은 자는 이를 체불사업주의 신용도�신용거래능력 판단과 관련한 업무 외의 목적으로 이용하거나 누설하여서는 아니 된다.
(3) Necessary items on procedure and method for the provision of data regarding delayed payment of wages pursuant to paragraph (1) shall be determined by Presidential Decree.
(3) 제1항에 따른 임금등 체불자료의 제공 절차 및 방법 등 임금등 체불자료의 제공에 필요한 사항은 대통령령으로 정한다.

Article 44 (Payment of Wages in Subcontract Businesses)
제44조 (도급 사업에 대한 임금 지급)
(1) If a project is carried out based upon several tiers of contracts and a subcontractor has failed to pay wages to its workers because of a fault attributable to its direct upper-tier contractor, the direct upper-tier contractor shall be jointly responsible along with the subcontractor concerned. However, If fault is attributable to its direct upper-tier contractor, the upper-tier contractor shall be jointly responsible along with the subcontractor concerned.
(1) 사업이 여러 차례의 도급에 따라 행하여지는 경우에 하수급인(下受給人)이 직상(直上) 수급인의 귀책사유로 근로자에게 임금을 지급하지 못한 경우에는 그 직상 수급인은 그 하수급인과 연대하여 책임을 진다. 다만, 직상 수급인의 귀책사유가 그 상위 수급인의 귀책사유에 의하여 발생한 경우에는 그 상위 수급인도 연대하여 책임을 진다.
(2)The scope of the attributable fault referred to in paragraph (1)shall be determined by Presidential Decree.
(2) 제1항의 귀책사유 범위는 대통령령으로 정한다.

Article 44-2 (Joint Responsibility for Paying Wages in the Construction Industry)
제44조의2 (건설업에서의 임금 지급 연대책임)
(1) If a project in the construction industry is carried out through two or more tiers of contracts hereinafter referred to as �construction contracts�) prescribed in subparagraph 8 of Article 2 of the Framework Act on the Construction Industry and its subcontractor other than a constructor prescribed in subparagraph 5 of Article 2 of the Framework Act on the Construction Industry fails to pay wages (limited to wages incurred for the construction work concerned) to a worker it has used, the direct upper-tier contractor shall take responsibility for paying wages to the worker of the subcontractor, jointly with the subcontractor.
(1) 건설업에서 사업이 2차례 이상 「건설산업기본법」 제2조제11호에 따른 도급(이하 "공사도급"이라 한다)이 이루어진 경우에 같은 법 제2조제 7호에 따른 건설업자가 아닌 하수급인이 그가 사용한 근로자에게 임금(해당 건설공사에서 발생한 임금으로 한정한다)을 지급하지 못한 경우에는 그 직상 수급인은 하수급인과 연대하여 하수급인이 사용한 근로자의 임금을 지급할 책임을 진다.
(2) If the direct upper-tier contractor under paragraph (1) is not a constructor prescribed in subparagraph 5 of Article 2 of the Framework Act on the Construction Industry, the lowest-tier constructor among its upper-tier contractors, who meets the definition of a constructor in the same subparagraph, shall be regarded as the direct upper-tier contractor.
(2) 제1항의 직상 수급인이 「건설산업기본법」 제2조제7호에 따른 건설업자가 아닌 때에는 그 상위 수급인 중에서 최하위의 같은 호에 따른 건설업자를 직상 수급인으로 본다.

Article 44-3 (Special Provisions Concerning Wages under Construction Contract in the Construction Industry)
제44조의3 (건설업의 공사도급에 있어서의 임금에 관한 특례)
(1) If a construction contract falls within the purview of any of the following subparagraphs, a direct upper-tier contractor shall, at the request of a worker employed by its subcontractor, directly pay the worker an amount of wages (limited to wages incurred for the construction work concerned) the subcontractor should have paid to the worker, up to the amount of construction payment owed to the subcontractor:
(1) 공사도급이 이루어진 경우로서 다음 각 호의 어느 하나에 해당하는 때에는 직상 수급인은 하수급인에게 지급하여야 하는 하도급 대금 채무의 부담 범위에서 그 하수급인이 사용한 근로자가 청구하면 하수급인이 지급하여야 하는 임금(해당 건설공사에서 발생한 임금으로 한정한다)에 해당하는 금액을 근로자에게 직접 지급하여야 한다.
1. Where the direct upper-tier contractor and the subcontractor have agreed that the direct upper-tier contractor may pay wages directly to a worker employed by the subcontractor instead of the subcontractor and also agreed on the methods of and procedures for the payment;
1. 직상 수급인이 하수급인을 대신하여 하수급인이 사용한 근로자에게 지급하여야 하는 임금을 직접 지급할 수 있다는 뜻과 그 지급방법 및 절차에 관하여 직상 수급인과 하수급인이 합의한 경우
2. If there is a payment order confirmed pursuant to Article 56, subparagraph 3, of the Civil Execution Act, a execution certificate pursuant to Article 56, subparagraph 4, which certifies that a worker of the subcontractor has the right to file a claim for wages against the subcontractor, a decision to recommend compliance made under Article 5-7 of the Trials of Small Claims Act, and a certificate of other equivalent execution rights; and
2. 「민사집행법」 제56조제3호에 따른 확정된 지급명령, 하수급인의 근로자에게 하수급인에 대하여 임금채권이 있음을 증명하는 같은 법 제56조제4호에 따른 집행증서,「소액사건심판법」 제5조의7에 따라 확정된 이행권고결정, 그 밖에 이에 준하는 집행권원이 있는 경우
3. In case the subcontractor has informed the direct upper-tier contractor that it has unpaid wages owed to its worker and the direct upper-tier contractor has recognized that the subcontractor has apparent reasons not to be able to pay wages, such as bankruptcy.
3. 하수급인이 그가 사용한 근로자에 대하여 지급하여야 할 임금채무가 있음을 직상 수급인에게 알려주고, 직상 수급인이 파산 등의 사유로 하수급인이 임금을 지급할 수 없는 명백한 사유가 있다고 인정하는 경우
(2) Where the contractor (hereinafter referred to as the �original contractor�) of the original contract under subparagraph 7 of Article 2 of the Framework Act on the Construction Industry subcontracts the construction contract resulting in two or more tiers of contractors, and where a worker of its subcontractor (including subcontractors to the subcontractor; hereinafter the same shall apply.) has a certificate of execution rights under subparagraph 2 of paragraph 1, the worker may demand the original contractor to directly pay an amount equivalent to wages (limited to wages incurred for the construction work concerned) the subcontractor should have paid to him/her. The original contractor shall pay the amount to the extent that the worker can exercise his/her subrogation right against the original contractor under Article 404 of the Civil Act.
(2) 「건설산업기본법」 제2조제 10호에 따른 발주자의 수급인(이하 "원수급인"이라 한다)으로부터 공사도급이 2차례 이상 이루어진 경우로서 하수급인(도급받은 하수급인으로부터 재하도급 받은 하수급인을 포함한다. 이하 이 항에서 같다)이 사용한 근로자에게 그 하수급인에 대한 제1항제2호에 따른 집행권원이 있는 경우에는 근로자는 하수급인이 지급하여야 하는 임금(해당 건설공사에서 발생한 임금으로 한정한다)에 해당하는 금액을 원수급인에게 직접 지급할 것을 요구할 수 있다. 원수급인은 근로자가 자신에 대하여 「민법」 제404조에 따른 채권자대위권을 행사할 수 있는 금액의 범위에서 이에 따라야 한다.
(3) If a direct upper-tier contractor or original contractor pays an amount equivalent to wages to a worker of its subcontractor pursuant to paragraphs (1) and (2), it shall be deemed to have relieved of its payment obligation owed to the subcontractor to the extent of the amount.
(3) 직상 수급인 또는 원수급인이 제1항 및 제2항에 따라 하수급인이 사용한 근로자에게 임금에 해당하는 금액을 지급한 경우에는 하수급인에 대한 하도급 대금 채무는 그 범위에서 소멸한 것으로 본다.

Article 45 (Emergency Payment)
제45조 (비상시 지급)
If a worker requests wage payment in order to meet the expenses incurred from childbirth, disease, disasters or other cases of emergency prescribed in the Presidential Decree, the employer shall pay wages for the work already performed even prior to the payday.
사용자는 근로자가 출산, 질병, 재해, 그 밖에 대통령령으로 정하는 비상(非常)한 경우의 비용에 충당하기 위하여 임금 지급을 청구하면 지급기일 전이라도 이미 제공한 근로에 대한 임금을 지급하여야 한다.

Article 46 (Allowances during Business Suspension)
제46조(휴업수당)
(1) If business is suspended for reasons attributable to an employer, the employer shall pay a worker allowances equivalent to seventy percent or more of the average wages during the period of suspension. If the amount equivalent to seventy percent or more of the average wages exceeds the ordinary wages, the ordinary wages may be paid as allowances during the business suspension.
(1) 사용자의 귀책사유로 휴업하는 경우에 사용자는 휴업기간 동안 그 근로자에게 평균임금의 100분의 70 이상의 수당을 지급하여야 한다. 다만, 평균임금의 100분의 70에 해당하는 금액이 통상임금을 초과하는 경우에는 통상임금을 휴업수당으로 지급할 수 있다.
(2) Notwithstanding the provisions of paragraph (1), an employer who is unable to continue business for unavoidable reasons may, upon approval of the Labor Relations Commission, pay allowances for the suspension of business in the amount lower than the standards stipulated in paragraph (1).
(2) 제1항에도 불구하고 부득이한 사유로 사업을 계속하는 것이 불가능하여 노동위원회의 승인을 받은 경우에는 제1항의 기준에 못 미치는 휴업수당을 지급할 수 있다.

Article 47 (Subcontract Workers)
제47조 (도급 근로자)
For those workers who are employed for subcontract or other equivalent system, an employer shall guarantee a certain amount of remuneration in proportion to their actual working hours.
사용자는 도급이나 그 밖에 이에 준하는 제도로 사용하는 근로자에게 근로시간에 따라 일정액의 임금을 보장하여야 한다.

Article 48 (Wage Ledger)
제48조 (임금대장)
An employer shall prepare a wage ledger for each workplace and enter the matters which serve as a basis for determining wages and family allowances, the amount of wages and other matters as provided for by the Presidential Decree whenever wages are paid.
사용자는 각 사업장별로 임금대장을 작성하고 임금과 가족수당 계산의 기초가 되는 사항, 임금액, 그 밖에 대통령령으로 정하는 사항을 임금을 지급할 때마다 적어야 한다.

Article 49 (Prescription of Wages)
제49조(임금의 시효)
The statute of limitation to exercise a claim for wages under the provisions of this Act shall be three years.
이 법에 따른 임금채권은 3년간 행사하지 아니하면 시효로 소멸한다.

[ethanshin]

Chapter 4 � Working Hours and Recess
제4장 근로시간과 휴식

Article 50 (Working Hours)
제50조 (근로시간)
(1) Working hours per week shall not exceed forty hours excluding recess hours.
(1) 1주 간의 근로시간은 휴게시간을 제외하고 40시간을 초과할 수 없다.
(2) Working hours per day shall not exceed eight hours excluding recess hours.
(2) 1일의 근로시간은 휴게시간을 제외하고 8시간을 초과할 수 없다.
(3) In calculating working hours in accordance with the provisions of paragraphs (1) and (2), waiting hours the worker spends while under the employer's direction and supervision for work shall be regarded as working hours.
(3) 제1항 및 제2항에 따른 근로시간을 산정함에 있어 작업을 위하여 근로자가 사용자의 지휘�감독 아래에 있는 대기시간 등은 근로시간으로 본다.

Article 51 (Flexible Working Hour System)
제51조 (탄력적 근로시간제)
(1) An employer may have a worker work in accordance with rules of employment (or in accordance with rules or regulations equivalent thereto) for a specific week in excess of working hours prescribed in Article 50 (1), or for a specific day in excess of working hours prescribed in Article 50 (2), on condition that average working hours per week in a certain unit period of not more than two weeks do not exceed the working hours under Article 50 (1),provided that working hours in any particular week shall not exceed forty-eight hours.
(1) 사용자는 취업규칙(취업규칙에 준하는 것을 포함한다)에서 정하는 바에 따라 2주 이내의 일정한 단위기간을 평균하여 1주 간의 근로시간이 제50조제1항의 근로시간을 초과하지 아니하는 범위에서 특정한 주에 제50조제1항의 근로시간을, 특정한 날에 제50조제2항의 근로시간을 초과하여 근로하게 할 수 있다. 다만, 특정한 주의 근로시간은 48시간을 초과할 수 없다.
(2) Where an employer reaches an agreement in writing with a workers' representative on the following enumerated items, the employer is allowed to have a worker work for a specific week in excess of the working hours under Article 50 (1), or for a specific day in excess of the working hours under Article 50 (2), on the condition that average working hours per week in a certain unit period of not more than three months do not exceed the working hours under Article 50 (1). However, working hours for a specific week, and for a specific day shall not exceed fifty-two hours and twelve hours respectively:
(2) 사용자는 근로자대표와의 서면 합의에 따라 다음 각 호의 사항을 정하면 3개월 이내의 단위기간을 평균하여 1주 간의 근로시간이 제50조제1항의 근로시간을 초과하지 아니하는 범위에서 특정한 주에 제50조제1항의 근로시간을, 특정한 날에 제50조제2항의 근로시간을 초과하여 근로하게 할 수 있다. 다만, 특정한 주의 근로시간은 52시간을, 특정한 날의 근로시간은 12시간을 초과할 수 없다.
1. scope of workers subject to this paragraph;
1. 대상 근로자의 범위
2. unit period (a unit period not exceeding three months);
2. 단위기간(3개월 이내의 일정한 기간으로 정하여야 한다)
3. working days in a unit period and working hours for each working day; and
3. 단위기간의 근로일과 그 근로일별 근로시간
4. other matters prescribed by the Presidential Decree.
4. 그 밖에 대통령령으로 정하는 사항
(3) The provisions of paragraphs (1) and (2) shall not apply to workers aged between fifteen or older and less than eighteen, and pregnant female workers.
(3) 제1항과 제2항은 15세 이상 18세 미만의 근로자와 임신 중인 여성 근로자에 대하여는 적용하지 아니한다.
(4) If an employer needs to have a worker work in accordance with the provisions of paragraphs (1) and (2), the employer shall prepare measures to ensure that the existing wage level is not lowered.
(4) 사용자는 제1항 및 제2항에 따라 근로자를 근로시킬 경우에는 기존의 임금 수준이 낮아지지 아니하도록 임금보전방안(賃金補塡方案)을 강구하여야 한다.

Article 52 (Selective Working Hour System)
제52조(선택적 근로시간제)
Where an employer has reached a written agreement on each of the following subparagraphs with workers' representative regarding a worker who is entrusted with the decision as to when to begin and finish work in accordance with rules of employment (including those equivalent to rules of employment), the employer may have workers work in excess of the working hours per week set by paragraph (1) of Article 50, or the working hours per day set by paragraph (2) of Article 50 on the condition that average working hours per week computed on the basis of adjustment period not more than one month do not exceed the working hours prescribed in paragraph (1) of Article 50:
사용자는 취업규칙(취업규칙에 준하는 것을 포함한다)에 따라 업무의 시작 및 종료 시각을 근로자의 결정에 맡기기로 한 근로자에 대하여 근로자대표와의 서면 합의에 따라 다음 각 호의 사항을 정하면 1개월 이내의 정산기간을 평균하여 1주간의 근로시간이 제50조제1항의 근로시간을 초과하지 아니하는 범위에서 1주 간에 제50조제1항의 근로시간을, 1일에 제50조제2항의 근로시간을 초과하여 근로하게 할 수 있다.
1. scope of workers subject to this paragraph (excluding workers between the age of fifteen and of eighteen);
1. 대상 근로자의 범위 (15세 이상 18세 미만의 근로자는 제외한다)
2. adjustment period (a finite period not more than one month);
2. 정산기간 (1개월 이내의 일정한 기간으로 정하여야 한다)
3. total working hours within an adjustment period;
3. 정산기간의 총 근로시간
4. starting and finishing time of working hours, if a mandatory work period is in force;
4. 반드시 근로하여야 할 시간대를 정하는 경우에는 그 시작 및 종료 시각
5. starting and finishing time of working hours which are allowed to be selected by workers; and
5. 근로자가 그의 결정에 따라 근로할 수 있는 시간대를 정하는 경우에는 그 시작 및 종료 시각
6. other matters as determined by the Presidential Decree.
6. 그 밖에 대통령령으로 정하는 사항

Article 53 (Restriction on Extended Work)
제53조 (연장 근로의 제한)
(1) If the parties concerned reach agreement, the working hours stipulated in Article 50 may be extended up to twelve hours per week.
(1) 당사자 간에 합의하면 1주 간에 12시간을 한도로 제50조의 근로시간을 연장할 수 있다.
(2) If the parties concerned reach agreement, the working hours stipulated in Article 51 may be extended up to twelve hours per week, and the working hours under Article 52 may be extended up to twelve hours per week averaged during a adjustment period pursuant to subparagraph 2 of Article 52.
(2) 당사자 간에 합의하면 1주 간에 12시간을 한도로 제51조의 근로시간을 연장할 수 있고, 제52조제2호의 정산기간을 평균하여 1주 간에 12시간을 초과하지 아니하는 범위에서 제52조의 근로시간을 연장할 수 있다.
(3) Under special circumstances, an employer may extend working hours as provided for in paragraphs (1) and (2) with the approval of the Minister of Employment and Labor and consent of workers; however, the employer shall immediately obtain the approval of the Minister of Employment and Labor ex post facto, if a situation is so urgent that time is not available to obtain such approval.
(3) 사용자는 특별한 사정이 있으면 고용노동부장관의 인가와 근로자의 동의를 받아 제1항과 제2항의 근로시간을 연장할 수 있다. 다만, 사태가 급박하여 고용노동부장관의 인가를 받을 시간이 없는 경우에는 사후에 지체 없이 승인을 받아야 한다.
(4) If the Minister of Employment & Labor finds that the extension of working hours in accordance with paragraph (3) is not appropriate, he/she may order the employer to grant recess hours or days-off equivalent to the extended working hours in later time.
(4) 고용노동부장관은 제3항에 따른 근로시간의 연장이 부적당하다고 인정하면 그 후 연장시간에 상당하는 휴게시간이나 휴일을 줄 것을 명할 수 있다.

Article 54 (Recess Hours)
제54조 (휴게)
(1) An employer shall allow a recess period of 30 minutes or more for every 4 working hours and more than 1 hour for every 8 working hours during the working hours.
(1) 사용자는 근로시간이 4시간인 경우에는 30분 이상, 8시간인 경우에는 1시간 이상의 휴게시간을 근로시간 도중에 주어야 한다.
(2) A recess period may be freely used by workers.
(2) 휴게시간은 근로자가 자유롭게 이용할 수 있다.

Article 55 (Holidays)
제55조 (휴일)
An employer shall allow a worker on the average one or more paid holiday per week.
사용자는 근로자에게 1주일에 평균 1회 이상의 유급휴일을 주어야 한다.

Article 56 (Extended Work, Night Work and Holiday Work)
제56조 (연장�야간 및 휴일 근로)
An employer shall additionally pay fifty percent or more of the ordinary wages for extended work (extended work as set forth in the provisions of Articles 53 and 59, and the proviso of Article 69), night work (work provided from 10 p.m. to 6 a.m.) or holiday work.
사용자는 연장근로(제53조�제59조 및 제69조 단서에 따라 연장된 시간의 근로)와 야간근로(오후 10시부터 오전 6시까지 사이의 근로) 또는 휴일근로에 대하여는 통상임금의 100분의 50 이상을 가산하여 지급하여야 한다.

Article 57 (System of Using Leave as Compensation)
제57조 (보상 휴가제)
An employer may, in lieu of paying additional wages, grant the leave to worker to compensate for the extended, night and holiday work prescribed in Article 56, pursuant to a written agreement with the workers' representative.
사용자는 근로자대표와의 서면 합의에 따라 제56조에 따른 연장근로�야간근로 및 휴일근로에 대하여 임금을 지급하는 것을 갈음하여 휴가를 줄 수 있다.

Article 58 (Special Provisions for Computation of Working Hours)
제58조 (근로시간 계산의 특례)
(1) If it is difficult to compute working hours because a worker carries out his duty in whole or in part outside the workplace for business travel or for other reasons, it shall be deemed that the worker concerned has worked the contractual working hours. However, in cases where a completion of a work requires a worker to work in excess of contractual working hours, the worker is deemed to have worked for hours ordinarily required to complete the work concerned.
(1) 근로자가 출장이나 그 밖의 사유로 근로시간의 전부 또는 일부를 사업장 밖에서 근로하여 근로시간을 산정하기 어려운 경우에는 소정근로시간을 근로한 것으로 본다. 다만, 그 업무를 수행하기 위하여 통상적으로 소정근로시간을 초과하여 근로할 필요가 있는 경우에는 그 업무의 수행에 통상 필요한 시간을 근로한 것으로 본다.
(2) Notwithstanding the proviso of paragraph (1), if an employer and the representative of workers have agreed, in writing, on the works concerned, the working hours set by the agreement shall be deemed to be the working hours necessary for the performance of the works concerned.
(2) 제1항 단서에도 불구하고 그 업무에 관하여 근로자대표와의 서면 합의를 한 경우에는 그 합의에서 정하는 시간을 그 업무의 수행에 통상 필요한 시간으로 본다.
(3) In the case of works designated by the Presidential Decree as those works which need, in the light of their characteristics, worker's discretion with regard to the ways to perform the works concerned, the worker shall be deemed to have worked such working hours as determined by a written agreement between the employer and the workers' representative. Such written agreement shall contain each of the items described in the following subparagraphs:
(3) 업무의 성질에 비추어 업무 수행 방법을 근로자의 재량에 위임할 필요가 있는 업무로서 대통령령으로 정하는 업무는 사용자가 근로자대표와 서면 합의로 정한 시간을 근로한 것으로 본다. 이 경우 그 서면 합의에는 다음 각 호의 사항을 명시하여야 한다.
1. provisions as to works to be provided;
1. 대상 업무
2. provisions in which the employer would not give directions to the worker regarding how to perform, and how to allocate working hours; and
2. 사용자가 업무의 수행 수단 및 시간 배분 등에 관하여 근로자에게 구체적인 지시를 하지 아니한다는 내용
3. provisions in which the computation of working hours shall be determined by the written agreement concerned.
3. 근로시간의 산정은 그 서면 합의로 정하는 바에 따른다는 내용
(4) Other matters which are required to implement the provisions of paragraphs (1) and (3) shall be determined by the Presidential Decree.
(4) 제1항과 제3항의 시행에 필요한 사항은 대통령령으로 정한다.

Article 59 (Special Provisions as to Working and Recess Hours)
제59조 (근로시간 및 휴게시간의 특례)
With regard to a business which falls under the purview of any of the following subparagraphs, the employer who has agreed in writing with the workers' representative may have the workers work in excess of the twelve hours per week prescribed in Article 53 (1) or may change the recess hours under Article 54:
다음 각 호의 어느 하나에 해당하는 사업에 대하여 사용자가 근로자대표와 서면 합의를 한 경우에는 제53조제1항에 따른 주(週) 12시간을 초과하여 연장근로를 하게 하거나 제54조에 따른 휴게시간을 변경할 수 있다.
1. Transportation business, goods sales and storage business, finance and insurance business;
1. 운수업, 물품 판매 및 보관업, 금융보험업
2. Movie production and entertainment business, communication business, educational study and research business, advertising business;
2. 영화 제작 및 흥행업, 통신업, 교육연구 및 조사 사업, 광고업
3. Medical and sanitation business, hotel and restaurant business,
incineration and cleaning business, barber and beauty parlor business; and
3. 의료 및 위생 사업, 접객업, 소각 및 청소업, 이용업
4. Other businesses determined by the Presidential Decree in consideration of the character of a business and public conveniences
4. 그 밖에 공중의 편의 또는 업무의 특성상 필요한 경우로서 대통령령으로 정하는 사업

Article 60 (Annual Paid Leave)
제60조 (연차 유급휴가)
(1) An employer shall grant 15 days' paid leave to a worker who has registered not less than 80 percent of attendance during one year.
(1) 사용자는 1년간 80퍼센트 이상 출근한 근로자에게 15일의 유급휴가를 주어야 한다.
(2) An employer shall grant one day's paid leave per month to a worker whose consecutive service period is shorter than one year or whose attendance is less than 80 percent, if the worker has offered work without an absence throughout a month.
(2) 사용자는 계속하여 근로한 기간이 1년 미만인 근로자 또는 1년간 80퍼센트 미만 출근한 근로자에게 1개월 개근 시 1일의 유급휴가를 주어야 한다.
(3) In case an employer grants a worker paid leave for the first one year of his/her service, the number of leave days shall be 15 including the leave prescribed in paragraph (2), and if the worker has already used the leave prescribed in paragraph (2), the number of used leave days shall be deducted from the 15 days of leave.
(3) 사용자는 근로자의 최초 1년 간의 근로에 대하여 유급휴가를 주는 경우에는 제2항에 따른 휴가를 포함하여 15일로 하고, 근로자가 제2항에 따른 휴가를 이미 사용한 경우에는 그 사용한 휴가 일수를 15일에서 뺀다.
(4) After the first year of service, an employer shall grant one day's paid leave for each two years of consecutive service in addition to the leave prescribed in paragraph (1) to a worker who has worked consecutively for 3 years or more. In this case, the total number of leave days including the additional leave shall not exceed 25.
(4) 사용자는 3년 이상 계속하여 근로한 근로자에게는 제1항에 따른 휴가에 최초 1년을 초과하는 계속 근로 연수 매 2년에 대하여 1일을 가산한 유급휴가를 주어야 한다. 이 경우 가산휴가를 포함한 총 휴가 일수는 25일을 한도로 한다.
(5) An employer shall grant paid leave pursuant to paragraphs (1) through (4) upon request of a worker, and shall pay ordinary wages or average wages prescribed in employment rules or other regulations during the period of leave. However, the leave period concerned may be changed, in case granting the leave as requested by the worker might cause a serious impediment to the ooperation of the business.
(5) 사용자는 제1항부터 제4항까지의 규정에 따른 휴가를 근로자가 청구한 시기에 주어야 하고, 그 기간에 대하여는 취업규칙 등에서 정하는 통상임금 또는 평균임금을 지급하여야 한다. 다만, 근로자가 청구한 시기에 휴가를 주는 것이 사업 운영에 막대한 지장이 있는 경우에는 그 시기를 변경할 수 있다.
(6) In applying paragraphs (1) through (3), a period falling under any of the following subparagraphs shall be considered a period of attendance:
(6) 제1항부터 제3항까지의 규정을 적용하는 경우 다음 각 호의 어느 하나에 해당하는 기간은 출근한 것으로 본다.
1. A period during which a worker is unable to work due to occupational injuries or diseases; and
1. 근로자가 업무상의 부상 또는 질병으로 휴업한 기간
2. A period during which a pregnant woman does not work on leave taken pursuant to paragraphs (1) through (3) of Article 74.
2. 임신 중의 여성이 제74조제1항부터 제3항까지의 규정에 따른 휴가로 휴업한 기간
(7) The leave referred to in paragraphs (1) through (4) shall be forfeited if not used within one year. However, this shall not apply in case where the worker concerned has been prevented from using the leave due to any cause attributable to the employer.
(7) 제1항부터 제4항까지의 규정에 따른 휴가는 1년간 행사하지 아니하면 소멸된다. 다만, 사용자의 귀책사유로 사용하지 못한 경우에는 그러하지 아니하다.

Article 61 (Promoting the Use of Annual Paid Leave)
제61조 (연차 유급휴가의 사용 촉진)
If a worker's leave has been forfeited for non-use pursuant to Article 60 (7) despite the fact that the employer has taken measures described in any of the following subparagraphs to promote the use of paid leave prescribed in Article 60 (1), (3) and (4), the employer shall has no obligation to compensate the worker for the unused leave, and shall not be deemed to have caused the non-use attributable to the employer's action under the proviso of Article 60 (7):
사용자가 제60조제1항�제3항 및 제4항에 따른 유급휴가의 사용을 촉진하기 위하여 다음 각 호의 조치를 하였음에도 불구하고 근로자가 휴가를 사용하지 아니하여 제60조제7항 본문에 따라 소멸된 경우에는 사용자는 그 사용하지 아니한 휴가에 대하여 보상할 의무가 없고, 제60조제7항 단서에 따른 사용자의 귀책사유에 해당하지 아니하는 것으로 본다.
1. Within the first 10 days of the six months before unused leave is to be forfeited pursuant to Article 60 (7), an employer shall notify each worker of the number of his/her unused leave days and urge them in writing to decide when they would use the leave and to inform the employer of the decided leave period; and
1. 제60조제7항 본문에 따른 기간이 끝나기 6개월 전을 기준으로 10일 이내에 사용자가 근로자별로 사용하지 아니한 휴가 일수를 알려주고, 근로자가 그 사용 시기를 정하여 사용자에게 통보하도록 서면으로 촉구할 것
2. If a worker, despite the urging prescribed in subparagraph (1), has failed to decide when he/she would use whole or part of the unused leave and to inform the employer of the decided leave period within 10 days after they were urged, an employer shall decide when the worker uses the unused leave and notify the worker of the decided leave period in writing no later than 2 months before the unused leave is to be forfeited pursuant to Article 60 (7).
2. 제1호에 따른 촉구에도 불구하고 근로자가 촉구를 받은 때부터 10일 이내에 사용하지 아니한 휴가의 전부 또는 일부의 사용 시기를 정하여 사용자에게 통보하지 아니하면 제60조제7항 본문에 따른 기간이 끝나기 2개월 전까지 사용자가 사용하지 아니한 휴가의 사용 시기를 정하여 근로자에게 서면으로 통보할 것

Article 62 (Substitution of Paid Leave)
제62조 (유급휴가의 대체)
An employer may have workers take paid leave on a particular working day in lieu of the annual paid leave under Article 60, if the employer and the workers' representative agree in writing.
사용자는 근로자대표와의 서면 합의에 따라 제60조에 따른 연차 유급휴가일을 갈음하여 특정한 근로일에 근로자를 휴무시킬 수 있다.

Article 63 (Exceptions to Application)
제63조 (적용의 제외)
The provisions of this Chapter and Chapter V as to working hours, recess, and holidays shall not be applicable to workers who are engaged in any of works described in the following subparagraphs:
이 장과 제5장에서 정한 근로시간, 휴게와 휴일에 관한 규정은 다음 각 호의 어느 하나에 해당하는 근로자에 대하여는 적용하지 아니한다.
1. cultivation of arable land, reclamation work, seeding and planting, gathering or picking-up or other agricultural and forestry work;
1. 토지의 경작�개간, 식물의 재식(栽植)�재배�채취 사업, 그 밖의 농림 사업
2. livestock breeding, catch of marine animals and plants, cultivation of marine products or other cattle-breeding, sericulture and fishery business;
2. 동물의 사육, 수산 동식물의 채포(採捕)�양식 사업, 그 밖의 축산, 양잠, 수산 사업
3. surveillance or intermittent work, for which the employer has obtained
the approval of the Minister of Employment and Labor;
3. 감시(監視) 또는 단속적(斷續的)으로 근로에 종사하는 자로서 사용자가 고용노동부장관의 승인을 받은 자
4. any other work prescribed in the Presidential Decree.
4. 대통령령으로 정하는 업무에 종사하는 근로자

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Chapter 5 � Females and Minors

Article 64 (Minimum Age and Employment Permit)
(1) A person under the age of 15 (including those under the age of 18 who are attending a middle school pursuant to the Elementary and Secondary Education Act) shall not be employed as a worker. However a person with an employment permit issued by the Minister of Employment and Labor in accordance with the criteria prescribed by the Presidential Decree may be employed as a worker.
(2) The employment permit referred to in paragraph (1) may be issued at the request of the person himself only by designating the type of occupation in which he is engaged, provided that such employment will not impede his/her compulsory education.
(3) If a person receives the employment permit prescribed in paragraph (1) in a false or other fraudulent pretence, the Minister of Employment and Labor shall cancel the permission.

Article 65 (Prohibition of Employment)
(1) No employer shall employ a female in pregnancy or with less than one year after childbirth (hereinafter referred to as �pregnant female�) and those aged less than 18 for hazardous and dangerous work in terms of morality or health.
(2) No employer shall employ a female aged 18 or older who is not pregnant for work that is hazardous and dangerous to their pregnancy or childbirth among the hazardous and dangerous works in terms of health pursuant to paragraph (1).
(3) The occupations prohibited pursuant to paragraphs (1) and (2) shall be determined by the Presidential Decree.

Article 66 (Minor Certificate)
For each minor under 18, an employer shall keep in the workplace a certificate proving his/her family relationships and a written consent of his/her parent or guardian.

Article 67 (Labor Contract)
(1) Neither parent nor guardian shall enter into a labor contract on behalf of a minor.
(2) Parent and/or guardian of a minor, or the Minister of Employment and Labor may terminate a labor contract, if a labor contract may be deemed disadvantageous to the minor.
(3) If an employer makes a labor contract with a person under the age of 18, the employer shall specify the working conditions in writing and issue the same pursuant to Article 17.

Article 68 (Claim for Wages)
A minor may claim his wages in his own right.

Article 69 (Working Hours)
Working hours of a person aged between 15 and 18 shall not exceed seven hours per day and forty hours per week. However, the working hours may be extended up to an hour per day, or six hours per week, by an agreement between the parties concerned.

Article 70 (Restrictions on Night Work and Holiday Work)
(1) When an employer intends to have a female aged 18 or older work from 10 P.M. to 6 A.M and on holiday, the employer shall obtain the consent of the female concerned.
(2) An employer shall not have a pregnant female or one aged less than 18 work from 10 P.M to 6 A.M. and on holiday. However, this shall not apply in the cases described in any of the following subparagraphs and when the employer obtains permission from the Minister of Employment and Labor :
1. there is a consent from one aged less than 18;
2. there is a consent from a female with less than one year after childbirth; and
3. a female in pregnancy makes a request.
(3) An employer, before obtaining permission from the Minister of Employment and Labor as stipulated in paragraph (2), shall consult in good faith with a workers' representative of the business or workplace concerned as to whether there will be night work or holiday work and its implementation methods for workers' health and maternity protection.

Article 71 (Overtime Work)
An employer shall not have, a female with less than one year after childbirth, work overtime exceeding 2 hours per day, 6 hours per week, and 150 hours per year, even if agreed in a collective agreement.

Article 72 (Prohibition of Work Inside Pit)
No employer shall employ a female or minor under the age of 18 for any work inside a pit, except where the work is temporarily needed to perform the business as determined by Presidential Decree such as health, medicine, news report, news coverage, etc.

Article 73 (Menstruation Leave)
An employer shall, upon request of a female worker, grant her one-day menstruation leave per month.

Article 74 (Protection of Pregnant Women)
(1) An employer shall grant a pregnant female worker a total of 90 days of maternity leave. In such case, 45 days or more shall be allocated after the childbirth.
(2) In cases where a worker who is or was recently pregnant requests leave pursuant to Paragraph (1) due to a miscarriage or other reasons prescribed by Presidential Decree, the employer shall allow her to take leave any time before the expected due date. In any case, 45 or more continuous days shall be given after childbirth or miscarriage.
(3) At the request of a pregnant female worker who has a miscarriage or still birth, the employer shall grant her the leave of miscarriage & still birth as prescribed in the Presidential Decree, except where the miscarriage is caused by an artificially induced abortion operation (excluding cases prescribed in Article 14 (1) of the Mother and Child Health Act).
(4) Of the leave under paragraphs (1) through (3), the first 60 days' leave shall be with pay, except that if maternity leave benefits, etc., are already paid pursuant to Article 18 of the Act on Equal Employment and Support for Work-Family Reconciliation, the employer shall be relieved of the responsibility to the extent of such amount.
(5) No employer shall put a pregnant female worker on an overtime duty, and, if there is a request from the worker, the employer shall transfer her to a light duty.
(6) After the end of the protective leave under paragraph (1), the employer shall allow the female worker to return to the same work, or one with the same level of pay, as before the leave.

Article 74-2 (Allowing Time Off for Prenatal Examination)
(1) If a pregnant female worker makes a request to take time off from work to receive a regular health checkup for pregnant women, the employer shall allow her to do so.
(2) An employer shall not cut a worker's wages on the ground that she takes time off for the health checkup under paragraph (1).

Article 75 (Nursing Hours)
A female worker who has an infant under twelve months shall be allowed to take paid nursing recesses, twice per day for more than 30 minutes each.

[ethanshin]

Chapter 6 � Safety and Health

Article 76 (Safety and Health)
The safety and health of workers shall be subject to the conditions as prescribed in the Occupational Safety and Health Act.

[ethanshin]

Chapter 7 � Apprenticeship

Article 77 (Protection of Apprentices)
No employer shall abuse workers in training, workers on probation or any other apprentice whose purpose is to acquire a technical skill, or assign them to domestic work or other work not related to the acquirement of technical skill.

[ethanshin]

Chapter 8 � Accident Compensation

Article 78 (Medical Treatment Compensation)
(1) An employer shall provide necessary medical treatment at his own expense or bear corresponding expenses for a worker who suffers from an occupational injury or disease.
(2) The scope of occupational disease or medical treatment and the timing of compensation for medical treatment expenses referred to in paragraph (1) shall be prescribed by the Presidential Decree.

Article 79 (Compensation for Suspension of Work)
(1) An employer shall provide a worker undergoing medical treatment under Article 78 with compensation for suspension of work in an amount equivalent to 60/100 of the average wages during the period of medical treatment.
(2) If a person to be provided with compensation for suspension of work has received part of his/her wages during the period for which the compensation is provided pursuant to paragraph (1), the employer shall provide compensation for suspension of work in an amount equivalent to 60/100 of the amount calculated by subtracting the paid wages from the average wages.
(3) The timing of compensation for suspension of work shall be prescribed by the Presidential Decree

Article 80 (Compensation for Disability)
(1) If a worker remains disabled even after completion of treatment of his/her occupational injury or disease, the employer shall provide compensation for disability in an amount equivalent to the average wages multiplied by the number of days set according to grade of disability in the attached Table.
(2) A person who already has a physical disability has that disability aggravated due to an injury or disease, the amount of compensation for disability shall be the amount calculated by subtracting the number of compensation days for the previous disability grade from the number of compensation days for the aggravated disability grade and then multiplying the resulting number by the average wages at the time when there occurs the reason for claiming the compensation.
(3) The criteria for determining disability grades for which compensation for disability has to be provided and the timing of compensation for disability shall be prescribed by the Presidential Decree.

Article 81 (Exceptions to Compensation for Suspension of Work and for Disability)
If a worker suffers from an occupational injury or disease due to his own gross negligence, and the employer obtains the acknowledgment of the Labor Relations Commission for the same negligence, the employer shall not be liable to provide compensation for the suspension of work or compensation for disability.

Article 82 (Compensation for Survivors)
(1) If a worker dies on duty, the employer shall provide survivor's compensation equivalent to 1,000 days of the average wages to the worker's surviving family member without delay after his/her death.
(2) The scope of surviving family members referred to in paragraph (1), the order of priority for survivor's compensation and the order of priority for survivor's compensation in case the person determined to receive survivor' compensation dies shall be prescribed by the Presidential Decree.

Article 83 (Funeral Expenses)
If a worker dies on duty, the employer shall provide funeral expenses equivalent to 90 days of the average wages without delay after the worker's death.

Article 84 (Lump Sum Compensation)
If a worker receiving compensation in accordance with Article 78 has not completely recovered from the said occupational injury or disease even after two years since the medical care began, the employer may be exonerated from any further obligation of compensation under this Act thereafter by providing a lump sum compensation equivalent to 1,340 days of the average wages of the worker.

Article 85 (Installment Compensation)
If an employer proves his ability to pay compensation, and has obtained the consent of a recipient, he may pay the compensation pursuant to Article 80, 82 or 84 in installments for one year.

Article 86 (Claim for Compensation)
A claim for compensation shall not be changed due to retirement and shall not be transferred or confiscated.

Article 87 (Relationship with Other Damage Claims)
If a person to receive compensation has received money or other valuables corresponding to accident compensation stipulated in this Act by way of the Civil Code, other laws or decrees for the same reason, the employer shall be exonerated from the obligation of compensation to the extent of the said value received.

Article 88 (Reappraisal and Arbitration of the Minister of Employment and Labor)
(1) If a person has an objection to the determination of occupational injury, disease or death, methods of medical care, determination of compensation or any other matters regarding compensation, the person concerned may request the Minister of Employment and Labor to reappraise or arbitrate the case.
(2) If a request pursuant to paragraph (1) is filed, the Minister of Employment and Labor shall reappraise or arbitrate the case within one month.
(3) The Minister of Labor may reappraise or arbitrate a dispute by its own authority, if necessary.
(4) The Minister of Employment and Labor may have a doctor diagnose or examine the worker concerned, if it is deemed necessary for reappraisal or arbitration.
(5) For purposes of the statute of limitation, the request for reappraisal or arbitration in accordance with paragraph (1) and the commencement of reappraisal or arbitration pursuant to paragraph (2) shall be regarded as an institution of a judicial proceeding.

Article 89 (Reappraisal and Arbitration by Labor Relations Commission)
(1) If reappraisal or arbitration has not been made by the Minister of Employment and Labor within the period set forth in paragraph (2) of Article 88, or if a person is dissatisfied with the result of reappraisal or arbitration, a request may be filed with the Labor Relations Commission for reappraisal or arbitration.
(2) If a request is filed in accordance with paragraph (1), the Labor Relations Commission shall reappraise or arbitrate the case within one month.

Article 90 (Exception to Subcontracted work)
(1) If a business is operated based upon several tiers of subcontracts, the primary contractor shall be regarded as the employer for purposes of accident compensation.
(2) With regard to paragraph (1), if a subcontractor is delegated to pay compensation by a written agreement with the primary contractor, the subcontractor shall also be regarded as the employer; however, the primary contractor shall not have more than one subcontractor bear overlapping compensation for the same business.
(3) With regard to paragraph (2), the primary contractor who has been requested to provide compensation, may ask the applicant to demand compensation first from the subcontractor who has agreed to the responsibility for such compensation. However, this shall not apply if the subcontractor concerned is missing or is declared bankrupt.

Article 91 (Keeping of Documents)
An employer shall not discard important documents concerning accident compensation unless accident compensation is finished or before the right to claim accident compensation is extinguished by prescription pursuant to Article 92.

Article 92 (Prescription)
The statute of limitation to exercise a claim for accident compensation in accordance with this Act shall be three years.

[ethanshin]

Chapter 9 � Rules of Employment

Article 93 (Preparation and Filing of Rules of Employment)
An employer ordinarily employing ten workers or more shall prepare the rules of employment concerning matters described in any of the following subparagraphs and file it with the Minister of Employment and Labor. If any amendments to the rules of employment occurs, the same procedures shall also be followed:
1. matters pertaining to the starting and finishing time of work, recess hours, holidays, leaves and shifts;
2. matters pertaining to the determination of wages, calculation of wages, means of payment, closing of payment, time of payment and wage increase;
3. matters pertaining to calculation of family allowances and means of payment;
4. matters pertaining to retirement;
5. matters pertaining to retirement pay prescribed in Article 4 of the Employee Retirement Benefit Security Act, bonuses and minimum wages;
6. matters pertaining to meal allowance and allocation of expenses for operational tools or necessities;
7. matters pertaining to educational facilities for workers;
8. matters pertaining to the maternity protection of female workers, such as maternity leave, child-care leave, etc., and support for reconciliation between work and family life;
9. matters pertaining to safety and health;
9-2. matters pertaining to the improvement of workplace environments according to workers' characteristics, such as gender, age or physical attributes;
10. matters pertaining to support pertaining occupational or non-occupational accidents;
11. matters pertaining to award and punishment; and
12. other matters applicable to all workers of the business concerned.

Article 94 (Procedures for Preparation of and Amendment to Rules of Employment)
(1) An employer shall seek consultation of a labor union, if there is a labor union composed of the majority of the workers in the workplace concerned, or the consultation of the majority of workers if there is no labor union composed of the majority of the workers, with regard to the preparation of and amendment to the rules of employment. However, if the rules of employment are to be modified unfavorably to workers, the employer shall obtain workers' consent.
(2) When an employer submits the rules of employment in accordance with the provisions of Article 96, a written document containing the result of consultation referred to in paragraph (1) shall be attached.

Article 95 (Limitation on Punitive Provisions)
If a punitive reduction in wages for a worker is stipulated in the rules of employment, the reduction amount for each infraction shall not exceed half of one day's average wages, and the total amount of reduction shall not exceed one-tenth of the total amount of wages during each period of wage payment.

Article 96 (Observance of Collective Agreement)
(1) The rules of employment shall not conflict with laws or decrees or the collective agreement applicable to the workplace concerned.
(2) The Minister of Employment Labor has the authority to order amendment to the rules of employment which is deemed to conflict with laws or decrees or the collective agreement.

Article 97 (Effect of Violation)
If a labor contract includes employment conditions which are below the standards stipulated in the rules of employment, such nonconformity shall be null and void. In this case, the invalidated provisions shall be governed by the standards provided for in the rules of employment.

[ethanshin]

Chapter 10 � Dormitory

Article 98 (Protection of Dormitory Life)
(1) An employer shall not interfere with the private life of a worker lodging in a dormitory annexed to a business.
(2) An employer shall not interfere with the election of staff required for the autonomous management of a dormitory.

Article 99 (Preparation of and Amendment to Dormitory Rules)
(1) An employer who wants to board his workers in a dormitory annexed to a business shall prepare the dormitory rules concerning the following matters :
1. matters pertaining to morning rise and night retirement, going-out and overnight stay;
2. matters pertaining to events;
3. matters pertaining to meals;
4. matters pertaining to safety and health;
5. matters pertaining to maintenance of buildings and facilities; and
6. other matters applicable to all boarding members.
(2) An employer shall obtain the consent of the representative who represents a majority of the boarding members with regard to the preparation of and amendment to the dormitory rules stipulated in paragraph (1).
(3) Both an employer and boarding member shall comply with the dormitory rules.

Article 100 (Measures for Safety and Health)
(1) An employer shall take measures necessary for the maintenance of the health, morals and lives of the members who are lodged in a dormitory annexed to the business.
(2) The standards for the measures to be taken in accordance with the provisions of paragraph (1) shall be provided for by the Presidential Decree.

[ethanshin]

Chapter 11 � Labor Inspectors, etc.

Article 101 (Supervisory Authorities)
(1) The Ministry of Employment and Labor and its subordinate offices shall have a labor inspector to ensure the standards of the conditions of labor.
(2) Matters concerning the qualification, appointment, dismissal, job specification, and assignment of a labor inspector shall be prescribed by the Presidential Decree.

Article 102 (Authority of Labor Inspectors)
(1) A labor inspector has the authority to inspect a workplace, dormitory and other annexed buildings, to request presentation of books and documents, and to question both an employer and workers.
(2) A labor inspector who is a medical doctor or a medical doctor designated by a labor inspector has the authority to conduct medical examinations of workers who appear to suffer from a disease which precludes his/her continuous employment.
(3) With regard to paragraphs (1) and (2), a labor inspector or a medical doctor designated by a labor inspector shall present his identification card and a letter of order for medical examination issued by the Minister of Employment and Labor before performing his duty.
(4) With regard to a letter of order for inspection or medical examination prescribed in paragraph (3), the date, place and scope shall be clearly stated therein.
(5) A labor inspector shall have the authority to perform the official duties of the judicial police officer in accordance with the Act relating to Persons to Perform Duties of Judicial Police and Scope of the Duties with regard to the crimes in violation of this Act or other laws or decrees pertaining to labor affairs.

Article 103 (Duty of Labor Inspector)
A labor inspector shall not disclose any confidential information which he/she learned through the course of performing his official duty. The same shall be applied after he/she is no longer in the official capacity.

Article 104 (Report to Supervisory Authorities)
(1) If any violation of the provisions of this Act or the Presidential Decree promulgated pursuant hereto occurs at a workplace, a worker may notify the Minister of Employment and Labor or a labor inspector of the violation.
(2) No employer shall dismiss or unfairly treat the worker for giving such notification as provided for in paragraph (1).

Article 105 (Limit of Judicial Police Duty)
Public prosecutors and labor inspectors shall be wholly in charge of inspecting, requesting the presentation of documents, questioning and conducting any other investigation, in accordance with this Act and other laws or decrees pertaining to labor affairs; however, this shall not apply to an investigation into an offense or a crime committed by a labor inspector in the course of performing his official duty.

Article 106 (Delegation of Authority)
The authority of the Minister of Employment and Labor under this Act may be delegated, in part, to a chief of a regional employment and labor authority in accordance with the Presidential Decree.

[ethanshin]

Chapter 12 � Penal Provisions

Article 107 (Penal Provisions)
A person who violates the provisions of Article 7, 8, 9, 23 (2) or 40 shall be punished by imprisonment of up to five years or by a fine not exceeding thirty million won.

Article 108 (Penal Provisions)
A labor inspector who willfully overlooks any violation of the provisions of this Act shall be punished by imprisonment of up to three years or suspension of civil rights for up to five years.

Article 109 (Penal Provisions)
(1) A person who violates the provisions of Article 36, 43, 44, 44-2, 46, 56, 65 or 72 shall be punished by imprisonment of up to three years or by a fine not exceeding twenty million won.
(2) A prosecution against a person who violates the provisions of Article 36, 43, 44, 44-2, 46 or 56 shall not be filed against the clearly expressed will of the victim.

Article 110 (Penal Provisions)
Any person falling within the purview of any of the following subparagraphs shall be punished by imprisonment of up to two years, or by a fine not exceeding ten million won:
1. A person who violates Article 10, 22 (1), 26, 50, 53 (1), (2) and (3), 54, 55, 60 (1), (2), (4) and (5), 64 (1), 69, 70 (1) and (2), 71, 74 (1) through (5), 75, 78 through 80, 82, 83 or 104 (2); and
2. A person who violates orders issued in accordance with Article 53 (4)

Article 111 (Penal Provisions)
A person who fails to comply with a remedy order confirmed pursuant to Article 31 (3) or confirmed after the filing of an administrative lawsuit, or a decision rendered after the reexamination of a remedy order shall be punished by imprisonment of up to one year or a fine not exceeding ten million won.

Article 112 (Accusation)
(1) An offence prescribed in Article 111 shall be prosecutable only with the accusation of the offense by the Labor Relations Commission.
(2) A prosecutor may notify the Labor Relations Commission of an occurrence of an offense under paragraph 1 and ask the Commission to file an accusation.

Article 113 (Penal Provisions)
A person who violates the provisions of Article 45 shall be punished by a fine not exceeding ten million won.

Article 114 (Penal Provisions)
A person who falls within the purview of any of the following subparagraphs shall be punished by a fine not exceeding five million won:
1. a person who violates Article 6, 16, 17, 20, 21, 22 (2) or 47, the proviso of Article 53 (3), Article 67 (1) and (3), 70 (3), 73, 74 (6), 77, 94, 95, 100 or 103;
2. a person who fails to comply with an order issued in accordance with Article 96 (2);

Article 115 (Joint Penal Provisions)
If an agent, a servant or any other employee of an employer commits the offence prescribed in Article 107, Articles 109 through 111, Article 113 or Article 114 in relation to matters concerning the workers of the employer, the fine prescribed in the respective Article shall be imposed on the employer, in addition to the punishment of the offender: Provided that this shall not apply unless the employer neglects to give considerable attention and supervision to the business concerned in order to prevent such offence.

Article 116 (Fine for Offense)
(1) A person who falls under the purview of any of the following subparagraphs shall be punished by a fine for offense not exceeding five million won:
1. A person who fails to report or present him/herself or makes a false report in response to a request from the Minister of Employment and Labor, the Labor Relations Commission or a labor inspector under Article 13;
2. A person who violates Article 14, 39, 41, 42, 48, 66, 91, 93, 98 (2) or 99; or
3. A person who refuses, avoids or otherwise obstructs a clinical or medical examination conducted by a labor inspector or a doctor designated by a labor inspector pursuant to Article 102; fails to answer his/her question or gives an false answer; fails to submit books and documents; or submits false books and documents.
(2) The fine for offense under paragraph (1) shall be imposed and collected by the Minister of Employment and Labor as prescribed by the Presidential Decree.
(3) Deleted.
(4) Deleted.
(5) Deleted.

[ttompatz]

While this is all nice and good...

it should have been placed in the sticky thread for labor standards:
http://forums.eslcafe.com/korea/viewtopic.php?t=91053&start=45

and while I admire your enthusiasm the best source would have been direct from the ministry of labor:
http://www.moel.go.kr/english/topic/laborlaw.jsp?tab=Standards

and needs to have the related and included acts added:

Labor Standards] Labor Standard Act

[Labor Standards] Minimum Wage Act

Labor Standards] Employee Retirement Benefit Security Act (pension, severance, etc.)

Labor Standards] Act on the Protection, etc. of Fixed-term and Part-time Employees

[Labor Standards] Wage Claim Guarantee Act (measures to guarantee the payment of overdue wages, etc.)

etc.

.

[ethanshin]