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In order to decide whether or not to comply with the Minimum Wage Act, the wage to be compared with the minimum wage is called "comparable wage for minimum wage". The current Minimum Wage Act does not include comparable wage as periodic bonus, accommodation fee etc. The problem of expanding inclusion ranges has emerged as an important issue concerning minimum wage.
In this article, with regard to the scope of inclusion, we will consider the following matters and develop discussions in the legislative process.
First, we evaluate the content recommended by the System Improvement TF of the Minimum Wage Committee, and at the same time present an alternative recommendation. It is recognized that it is necessary to expand the inclusive range of the wage to be compared with the minimum wage. There are limits on both majority opinion and minority opinion of the TF, of "wages paid beyond one month" such as regular bonuses, and complementation is necessary. In order to clarify the scope of inclusion, it is reasonable that most wages are included in the comparable wages. However, in order to be consistent with the purpose of the minimum wage system to stabilize the lives of low-income earners, we must force wages above minimum wages in a short period of earning time.
Second, we investigate the relationship between the comparable wage for the minimum wage and the normal wage (that is ordinary and regular wage). It is not appropriate to set the comparable wage similarly to or by the normal wage as it is, without considering the difference between the purpose of the minimum wage system and the purpose of the normal wage system. The range of normal wages presented in terms of interpretation is not appropriate for specifying the range of comparable wage, for which judgment is not easy.
Third, we consider changes to shorten the payment cycle of regular bonuses to include in the comparable wage, in light of the purpose of the minimum wage system. Changes that shorten the payment cycle to one month not only do not contravene the purpose of the minimum wage system, but also agree with the purpose of the minimum wage system. In the event that a social consensus is made to change employment rules and collective agreements at business establishments through social dialogue between labor and management, it will be helpful for the stable development of the minimum wage system.
Fourth, we consider the discussion of weekly holiday allowance by judging whether or not to violate minimum wage. For the precedents, weekly holiday payments are also included in the comparable wages. The problem of the weekly holiday allowance calculation on comparable wage is solved, as if the weekly holiday shall be unpaid. It is desirable to improve the wage level of low-wage workers by effectively operating the minimum wage system.
In this article, with regard to the scope of inclusion, we will consider the following matters and develop discussions in the legislative process.
First, we evaluate the content recommended by the System Improvement TF of the Minimum Wage Committee, and at the same time present an alternative recommendation. It is recognized that it is necessary to expand the inclusive range of the wage to be compared with the minimum wage. There are limits on both majority opinion and minority opinion of the TF, of "wages paid beyond one month" such as regular bonuses, and complementation is necessary. In order to clarify the scope of inclusion, it is reasonable that most wages are included in the comparable wages. However, in order to be consistent with the purpose of the minimum wage system to stabilize the lives of low-income earners, we must force wages above minimum wages in a short period of earning time.
Second, we investigate the relationship between the comparable wage for the minimum wage and the normal wage (that is ordinary and regular wage). It is not appropriate to set the comparable wage similarly to or by the normal wage as it is, without considering the difference between the purpose of the minimum wage system and the purpose of the normal wage system. The range of normal wages presented in terms of interpretation is not appropriate for specifying the range of comparable wage, for which judgment is not easy.
Third, we consider changes to shorten the payment cycle of regular bonuses to include in the comparable wage, in light of the purpose of the minimum wage system. Changes that shorten the payment cycle to one month not only do not contravene the purpose of the minimum wage system, but also agree with the purpose of the minimum wage system. In the event that a social consensus is made to change employment rules and collective agreements at business establishments through social dialogue between labor and management, it will be helpful for the stable development of the minimum wage system.
Fourth, we consider the discussion of weekly holiday allowance by judging whether or not to violate minimum wage. For the precedents, weekly holiday payments are also included in the comparable wages. The problem of the weekly holiday allowance calculation on comparable wage is solved, as if the weekly holiday shall be unpaid. It is desirable to improve the wage level of low-wage workers by effectively operating the minimum wage system.
목차
Ⅰ. 시작하며
Ⅱ. 최저임금 비교대상임금의 산입범위의 조정
Ⅲ. 최저임금 비교대상임금과 통상임금의 관계
Ⅳ. 최저임금 비교대상임금 포함을 위해 지급주기를 단축하는 변경에 관한 논란
Ⅴ. 최저임금 위반 여부의 판단에서 주휴수당의 논란
Ⅵ. 마치며
참고문헌
Abstract
참고문헌 (13)
참고문헌 신청
이 논문과 연관된 판례 (9)
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대법원 2017. 12. 22. 선고 2014다82354 판결
자세히 보기 -
대법원 2007. 6. 29. 선고 2004다48836 판결
자세히 보기 -
대법원 2007. 1. 11. 선고 2006다64245 판결
[1] 지급된 임금이 최저임금법상 최저임금에 미달하는지 여부는 지급된 임금 중 최저임금법 제6조 제4항 및 같은 법 시행규칙 제2조 [별표 1]이 정한 임금 또는 수당을 제외한 임금액과 최저임금액을 비교하여 판단하여야 한다.
자세히 보기 -
서울고등법원 2015. 11. 27. 선고 2015나2009033 판결
자세히 보기 -
대법원 2017. 9. 26. 선고 2017다232020 판결
자세히 보기 -
대법원 2013. 12. 18. 선고 2012다89399 전원합의체 판결
[1] [다수의견] (가) 어떠한 임금이 통상임금에 속하는지 여부는 그 임금이 소정근로의 대가로 근로자에게 지급되는 금품으로서 정기적·일률적·고정적으로 지급되는 것인지를 기준으로 객관적인 성질에 따라 판단하여야 하고, 임금의 명칭이나 지급주기의 장단 등 형식적 기준에 의해 정할 것이 아니다. 여기서 소정근로의 대가라 함은 근로자가 소정근로시간에 통상적으로
자세히 보기 -
대법원 2013. 12. 18. 선고 2012다94643 전원합의체 판결
[1] [다수의견] (가) 근로기준법이 연장·야간·휴일 근로에 대한 가산임금, 해고예고수당, 연차휴가수당 등의 산정 기준 및 평균임금의 최저한으로 규정하고 있는 통상임금은 근로자가 소정근로시간에 통상적으로 제공하는 근로인 소정근로(도급근로자의 경우에는 총 근로)의 대가로 지급하기로 약정한 금품으로서 정기적·일률적·고정적으로 지급되는 임금을 말한다. 1개월을
자세히 보기 -
대법원 2017. 9. 26. 선고 2016다238120 판결
자세히 보기 -
대법원 2014. 8. 20. 선고 2013다10017 판결
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UCI(KEPA) : I410-ECN-0101-2018-336-003164710