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초록· 키워드
오류제보하기
In general, is it possible for an employer to terminate employment contract with its employee because of a false record of education in the employee's curriculum vitae? Someone may believe that emphasis should be laid on a mutual confidence in relationship between employer and its employee in workplace, and thus the termination will be lawful in principle in such a case where the employee represented himself with false personal information. However, even when an employee has presented his or her education achievement in the curriculum vitae to be substantially lower than his actual scholarly attainments, is the termination still lawful?
In the most dismissal cases concerning a false record in the curriculum vitae, the Supreme Court of Korea clearly held that the termination of labor contract based on the false record was lawful absolutely. The Japanese Supreme Court also came to the same conclusion. Both those Supreme Courts clearly state that a mutual confidence and a judgment of all aspects of him or her(including factors not related to performing works directly) must be important factors to keep a relationship between employer and its employee, that records that an employee fills in a written application or the curriculum vitae are the most important materials in determining employment. Then, in conclusion, those Supreme Courts held that a false record of education in his or her curriculum vitae be a good cause for terminating employment, even though the achievement in the record written by the employee is more lower than its substantial scholarly attainments.
The termination by an employer, moreover, has been motivated substantially by an employee's union activities in those kinds of cases in Korea. There, that is to say, are mixed motives in the termination of employment. Under this circumstances, the Supreme Court of Korea held generally that an employer was not deemed to have committed unfair labor practices if he or she proved that it would have made the same decision in the absence of the unfair labor practice motive.
Conclusions from this article are as follows:
First, an employer could not terminate employment because of employee's false record of education after employment if an employee had recorded his or her education career to be lower than its substantial scholarly attainments at least.
Second, an employer's terminating employment based on the false record should be deemed to have violated a justice cause clause for dismissal(or lay-off) or committed unfair labor practices in the case of mixed motives, without regard to an employer's proving that, even if it had not taken the impermissible motives into account, it would have come to the same decision.
Third, it is expected for a labor union to play a positive role through collective agreements to resolve these kinds of problems.
Finally, it naturally will be prospected that a potential employer checks job applicant's documents or records strictly to avoid its liability for the employees' torts to third parties in the near future in Korea. And then, I think that the employer's due care systems in hiring and retention of its employees in U.S. will be suggestive.
In the most dismissal cases concerning a false record in the curriculum vitae, the Supreme Court of Korea clearly held that the termination of labor contract based on the false record was lawful absolutely. The Japanese Supreme Court also came to the same conclusion. Both those Supreme Courts clearly state that a mutual confidence and a judgment of all aspects of him or her(including factors not related to performing works directly) must be important factors to keep a relationship between employer and its employee, that records that an employee fills in a written application or the curriculum vitae are the most important materials in determining employment. Then, in conclusion, those Supreme Courts held that a false record of education in his or her curriculum vitae be a good cause for terminating employment, even though the achievement in the record written by the employee is more lower than its substantial scholarly attainments.
The termination by an employer, moreover, has been motivated substantially by an employee's union activities in those kinds of cases in Korea. There, that is to say, are mixed motives in the termination of employment. Under this circumstances, the Supreme Court of Korea held generally that an employer was not deemed to have committed unfair labor practices if he or she proved that it would have made the same decision in the absence of the unfair labor practice motive.
Conclusions from this article are as follows:
First, an employer could not terminate employment because of employee's false record of education after employment if an employee had recorded his or her education career to be lower than its substantial scholarly attainments at least.
Second, an employer's terminating employment based on the false record should be deemed to have violated a justice cause clause for dismissal(or lay-off) or committed unfair labor practices in the case of mixed motives, without regard to an employer's proving that, even if it had not taken the impermissible motives into account, it would have come to the same decision.
Third, it is expected for a labor union to play a positive role through collective agreements to resolve these kinds of problems.
Finally, it naturally will be prospected that a potential employer checks job applicant's documents or records strictly to avoid its liability for the employees' torts to third parties in the near future in Korea. And then, I think that the employer's due care systems in hiring and retention of its employees in U.S. will be suggestive.
목차
1. 논의에 들어가면서
2. 학력위조 논의 현황
3. 미국ㆍ일본에서의 논의
4. 한국ㆍ미국ㆍ일본의 학력위조문제의 비교 의의
5. 결론에 갈음하여
참고문헌
〈Abstract〉
참고문헌 (0)
참고문헌 신청이 논문과 연관된 판례 (3)
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대법원 1985. 4. 9. 선고 83다카2202 판결
근대적 기업에 있어서 사용자가 노동자를 고용함에 있어서 경력등을 기재한 이력서를 요구한 이유는 노동자의 기능경험등 노동력 평가의 조사자료로 하기 위해서 뿐만 아니라 그 노동자의 직장에 대한 정착성, 기업질서, 기업규범에 대한 적응성 기타 협조성등 인격조사자료로 함으로써 노사간의 신뢰관계의 설정이나 기업질서의 유지안정을 도모하고자 하는 데에
자세히 보기 -
대법원 1992. 6. 23. 선고 92다8873 판결
기업이 근로자를 고용하면서 학력 또는 경력을 기재한 이력서와 그 증명서를 요구하는 이유는 단순히 근로자의 근로능력, 즉 노동력을 평가하기 위해서만이 아니라 노사간의 신뢰형성과 기업질서유지를 위해서는 근로자의 지능과 경험, 교육정도, 정직성 및 직장에 대한 정착성과 적응능력 등 전인격적 판단을 거쳐 고용 여부를 결정할 필요가 있으므로 그 판
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대법원 1990. 12. 7. 선고 90다카23912 판결
가. 단체협약이나 취업규칙에 징계해고사유에 해당하는 행위가 구체적으로 규정되어 있는 경우에, 객관적으로 보아 그와 같은 징계해고사유가 고용계약을 계속시킬 수 없을 정도의 사유로 근로자에게 책임을 지우는 것이 사회통념상 타당성이 없는 것으로 평가되기 때문에 그와 같은 규정 자체가 근로기준법 제27조 제1항에 위반되어 무효라
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