영국 공무원 단체교섭제도의 한국적 함의

The purpose of this study is to seek alternatives for solving a serious industrial conflict between the government and its employees by examining the collective bargaining structure of government employees in Britain British local governments have formed a separate employer’'s organization, namely Local Government Employer (LGE), which deals with collective bargaining and other labor issues Through the operation of the LGE, employers can enhance their professionalism and a sustainable relationship between the LGE and trade unions, thereby contributing to the stabilization of industrial relations Apart from the direct pay bargaining between employers and trade unions, public sector employees’' pay are increasingly determined by the Pay Review Bodies(PRBs) The pay determination mechanism throughout the PRBs contributes to stabilizing the industrial relations in the public sector since employers and employees in the sector are able to avoid direct conflict regarding determining their pay (one of the largest causes of labour conflict) However, it is important to note that the attitude of the government greatly determines whether the mechanism is called a success or failure, as it is often argued that the collective bargaining power of trade unions are violated through this mechanism In addition, the flexibility of a collective bargaining agreement and labor-management conflict resolution system within central and local governments has significant implications for the stabilization of government employees’' industrial relations in Korea A comparative study will have its limitations, however, the British experience on government industrial relations, which has a history of more than a hundred years will provide some insight and lessons for the Korean case, which is at a developmental stage.