earticle

영어

The Chinese labor dispute mediation arbitration law, enacted in 2008, stipulates that labor disputes under certain conditions should be able to resolve the final disputes through labor arbitration in order to overcome the problems of the existing labor dispute resolution system. However, the relevant regulations of the Chinese labor disputemediation arbitration lawon the final labor arbitration expose considerable problems in actual application due to the lack of specificity of the regulations. Therefore, this paper briefly examines the labor dispute resolution systeminChina, and based on this, discusses the final disputes through labor arbitration, which is called the systemterminated by arbitration for labor disputes under certain conditions. Moreover, this paper verifies the characteristics and problems of labor dispute resolution systemin China under the system terminated by arbitration, and suggests some precautions to Korean investment companies entered in China solving labor disputes using the systemterminated by arbitration.

한국어

2008년제정된중국의노동분쟁조정중재법은기존노동분쟁해결체계의문제점을보완하기 위하여,일정한조건을갖춘노동분쟁에대해서는노동중재를통해최종적인분쟁을해결이가능 하도록하는규정을두었다.그러나이러한종국적노동중재제도에대한중국노동분쟁조정중재법 상의관련규정은규정의구체성부족등으로인하여실제적용에있어적지않은문제를노출하고 있다.본논문에서는중국의노동분쟁해결제도에대해개략적으로살펴보고,이를기초로일정한 조건을갖춘노동분쟁에대해서는노동중재를통해최종적으로분쟁을해결할수있는일명일재종 국제도에대해심도있는연구를진행하였다.그리고일재종국제도를중심으로중국의노동분쟁 해결제도의특징및문제점을도출하여,중국에진출해있는우리나라투자기업들이일재종국제 도를이용하여노동분쟁을해결하고자하는경우에유의하여야할사항들에대해서도살펴보았다.