earticle

영어

This paper examines the videoconference hearing system introduced by the Korean Labor Relations Commission in response to the COVID-19 pandemic, focusing on its legal basis, procedural framework, current operation, and areas for improvement. Although the legal foundation was established in 2020 through amendments to the Labor Relations Commission Rules, actual implementation began in 2024 on a pilot basis for rehearing cases before the National Labor Relations Commission. The system’s main purposes are to enhance accessibility for parties in remote areas or vulnerable groups, and to facilitate separate questioning for victims of workplace sexual harassment or bullying. Hearings are conducted through secure video and audio transmission between the National Labor Relations Commission or designated regional “hub” commissions and the parties. Detailed provisions in the Rules and administrative manuals govern application procedures, approval requirements, disapproval grounds, cancellation and postponement, appointment of coordinators, and maintenance of order. Proceedings are initiated upon application by a party, with the chair of the relevant division committee deciding on approval. Applicants must indicate the preferred appearance location and reasons for remote participation. While hybrid hearings combining in-person and remote attendance are possible, the current system limits participation to a single videoconference facility and does not yet allow internet-based access via personal devices. Expansion to individual online connections is planned as the next stage. The paper compares this framework with Japan’s web-hearing system, introduced through amendments to the Japanese labor commission rules. The Japanese experience demonstrates the need for stable connections, trained staff for technical operations, clear limits on third-party presence, and procedural flexibility in deciding whether to use remote formats. Lessons from Japan underscore the importance of refining manuals, developing troubleshooting protocols, and strengthening identity verification to preserve procedural integrity while expanding accessibility. From this analysis, the study identifies several priorities for improvement in Korea’s system: (1) overcoming spatial limitations that impede private caucusing and effective conciliation in remote hearings; (2) standardizing approval procedures to reduce delays, possibly by creating presumptive approval grounds; (3) permitting use of multiple videoconference facilities in different regions; (4) codifying restrictions on unrelated third-party observation; (5) revising operational manuals to reflect online-specific dynamics; and (6) enhancing identity verification for internet-based participation through measures such as multifactor authentication or secure digital certificates. The videoconference hearing system marks a significant modernization of labor dispute resolution in Korea, offering a procedural alternative that can reduce geographic, economic, and psychological barriers. However, its current scope remains limited, with low usage due in part to infrastructure constraints and limited public awareness. Successful expansion will require nationwide installation of videoconference facilities, careful integration of internet-based access, and active public communication to build familiarity and trust in the process. The paper concludes that the system’s long-term viability depends on balancing technological innovation with the procedural safeguards necessary for fair and effective adjudication.

한국어

본고는 코로나19 팬데믹이 계기가 되어 도입된 노동위원회의 원격영상회의 제도를 개관하고, 제도의 법적 근거 및 구체적 내용, 실제 현황 및 향후 개선과제 를 검토한다. 원격영상회의제도는 2020년 노동위원회규칙 개정으로 법적 근거가 마련되었으나, 실제 시행은 2024년 중앙노동위원회 재심사건을 대상으로 시작되 었다. 제도의 목적은 원거리 거주자･취약계층의 접근성 제고와 직장 내 성희롱･ 괴롭힘 피해자 보호를 위한 분리심문 구현에 있다. 현재는 중계시설이 설치된 중앙노동위원회 및 거점 지방노동위원회에 출석하는 형태를 통한 참여만 가능하 며, 자세한 절차･승인요건･불승인 사유 등은 노동위원회규칙과 업무매뉴얼에 규 정되어 있다. 절차는 원칙적으로 사건당사자의 신청에 의하여 개시, 부문별위원 회위원장의 승인 하에 진행되고, 불승인 사유･취소･연기･담당자 지정･질서유지 등에 관한 세부 규정이 마련되어 있다. 현재는 거점 지방노동위원회의 중계시설 을 통한 참여만 가능하며, 인터넷을 통한 개인별 접속은 다음 단계로 확대 적용 이 예정되어 있다. 일본 노동위원회의 웹심문 제도 도입 사례를 비교 검토하고, 시사점 및 제도 확대를 위한 개선방안으로서 화해 절차의 공간적 분리 한계, 승 인절차의 정형화 필요성, 복수 중계시설･인터넷 화상장치 활용 허용, 제3자 참여 제한 규정 마련, 운영 매뉴얼 정비, 개인별 접속 시 신원확인 강화 등을 제안한다.