현행 근로시간 면제 제도의 주요 쟁점과 개선 방안

The system of allowing paid time off for trade union duties and activities is implemented based on the shared understanding between employers and labor unions on labor-management relations in workplaces. As some of trade union activities benefit not only union members but also employers, the employer’s obligation to support trade union activities is justified. The revised labor union law in Korea has deleted the term “Full-time Union Officials” in Article 24 and unified it into a time-off system. Since the paid union leave had been already in place, the amendment made to the law has not caused significant confusion. However, in recent years, discussions on the application and use of the time-off system have been on the rise. In this backdrop, it is necessary to closely examine the key contentious topics surrounding the time-off system. In particular, there is a need to review the scope of work where the time-off limit is allowed under the Union Act, how to apply and implement the time-off limit, the status of full-time and part-time workers eligible for the paid time off right, and the scope of allowed activities affiliated with umbrella labor unions. This study reviewed the main content of and issues relevant to the revisions made to the paid union leave system, and proposed measures to improve relevant legislations and policies. It is imperative to prevent disputes or conflicts at industrial sites by establishing standards and principles of the time-off system.