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중국 단체 협상제도에 대해 잘 이해 하고 싶으면 일단 중국의 노동 관계의 개설을 알아야 한다. 중국 기업의 노동 관계는 주로 기업 소유자, 경영 관리자, 일반 직원 및 공회 조직간의 기업 생산 경영 활동 중에서 형성된 각종 권리, 책임, 이익 관계를 말합니다. 주요하게 소유자와 전체 직원의 관계, 경영 관리자와 일반 직원의 관계, 경영 관리자와 공인 조직의 관계 및 공회와 직공의 관계를 포함하고 있습니다. 노동 관계의 내용은 주체 쌍방의 법에 따라 향우하는 권리와 책임지는 의무를 말합니다. 중국<농동법>에 따라서 규정에 의하면 노동자가 법에 의거하여 향유하는 주요 권리에는 노동권, 민주관리권, 휴식권, 노동부수권, 노동보호권, 직업훈련권, 사회 보험, 노동분쟁처리요청권 등이 포함됩니다. 그런데 지금 중국의 형황을 봐서 사실 대부분 노동자의 권리에 침해를 당하고 있습니다. 개인적으로 경영 관리자와 일반 노동자간에 관계가 제일 어렵습니다.
그리고 노동자가 책임져야 할 주요 의무로는 4가지로 나눴습니다. 첫 번째는 질량을 보상하는 전제에서 생산 임무 및 업무를 완성해야 합니다. 두 번째로는 정치, 문화, 과학 및 업무 지식을 배워야 한다. 현재 중국의 노동자들에서 대부분은 농촌에서 도시로 온 농민공들이다. 그런데 농민공들은 정치는 마저 대부분이 자기의 업무 직식도 모릅니다. 그래서 여러 가지 지식을 배워야 합니다. 그 다음에 노동규율 및 규장 제도를 준수해야 합니다. 마지막으로 국가와 기업의 기밀을 보수해야 합니다.
그다음에 중국 시장 경제 조건하에서 노동관계의 새로운 변화를 간단하게 소개하겠습니다. 노동관계의 갈수록 다양화, 실질의 단일화에서 다양화로 발전하고 있습니다. 그리고 계약화로 되고 있습니다. 노동자 채용이 정부 결정에서 기업과 노동자 간의 합동, 계약 관계로 전환도 됩니다. 그런데 노동관계가 갈 수록 불 안정성이 됩니다. 노동자가 국가에 의지하여 직장을 찾던 것으로부터 직업 자유 선택에로 전환이 됩니다. 현재 중국 노동관곙에 존재하는 문제점도 많습니다. 예로 노동관계 중 이익 모순 마찰이 갈수록 증가가 되고 있습니다. 또한 노동관계 구조가 완전하지 못하여 노동 분쟁 사건이 상승세를 보이고 있습니다
이런 문제를 해결 하기위해서 노동 관계 조정의 대책을 세워야 한다. 노동 감찰과 노동 분쟁 중재 작업에 힘을 더 을이고 노동 위법 행위와 노동 분쟁 사건을 신속히 조사 처리해야 한다. 몇년 전에 중국 대만에서 일어진 애플 회사의 직원이 자살하는 사건이 노동관계의 문제점을 볼 수 있습니다. 이런 사건의 재발생을 예방 하기 위해서 노동 감찰과 노동 분쟁 중재 작업에 힘을 더 들이고 노동 위법 행위와 노동 분쟁 사건을 신속히 조사 처리해야 합니다. 그리고 비 공유제 기업의 집단 협상, 집단 합동 제도의 보급을 다그쳐 노동 관계 주체의 자주 협상 체제의 건립과 완전함을 촉진 시켜야 합니다. 또한 노동 합동 제도를 전면 건립 및 완성화 해야하고 입법 발걸음을 다그치고 홍보를 강화 해야 합니다.
단체 협상의 이론 연원부터 소개하겠습니다. 단체 협상 이론은 서방 산업 관계 이론에서 기ㅣ원되어 왔고 산업 관계학은 2차 세계대전 이후 서방 국가에서 신속히 성장하고 발전해온 한가지 신 학과인데 공업 관계학이라고 합니다. 연구의 중점은 노동자 문제, 노자 문제, 3자 체제 등이다. 단체 협상이란 노자 쌍방이 노동 조건 및 기타 노동 문제와 상관되는 협상 과정 혹은 방식을 말합니다.
중국과 한국은 1992년 정식 수교를 체결한 이후 여러 방면에서 활발한 교류가 이루어지기 시작하였고, 특히 최근 중한 양국의 법학분야에 대한 관심이 더욱 증대되고 있습니다. 양국의 학자들은 더 많은 교류의 기회와 상호 법체제에 대한 이해와 연구에 주목하고 있습니다. 1949년 중국정부가 정식으로 수립된 이래, 중국대륙의 노동법제는 비교적 낙후된 편이었으며, 노동법학에 대한 연구도 오랜 시간 동안 많은 관심을 받지 못하였습니다. 게다가 외국의 노동법제 및 노동법학 연구의 정황에 대한 이해도 부족하였고, 다른 국가들의 중국의 장기적인 계획경제 체제의 노동관리 상황에 대한 이해의 필요성도 부족하였다. 현재 중국 내 많은 한국투자기업들이 자리잡고 있으며, 많은 한국기업들은 중국노동법을 전반적으로 이해하는 데 집중하고 있습니다.
단체 협상의 특징을 살펴보겠습니다. 단체 협상의 특징은 주체의 쌍무성, 내용의 한계성, 그리고 결과의 구속성으로 나눌 수 있습니다. 주체의 쌍무성이란 기업 단체 협상이 쌍방의 주체와만 연관되는데, 즉 공회와 기업 관리자 혹은 관리자 조직입니다. 쌍방 주체의 의견이 일치하지 않거나 분쟁이 커서 쌍방의 자체의 노력으로 해결을 못할 경우 정부가 일정한 중재 작용을 합니다. 기업 단체 협상을 규법화하고 기업 노동관계의 질서 잡힌 발전을 촉진하는데 머물고 있습니다. 두번째로 내용의 한계성은 기업 단체 협상의 내용에 일정한 한계 혹은 규정이 있습니다. 일반적으로 기업 단체 협상은 주로 노동 조건의 개선 및 노동 관계의 처리 원칙을 중점으로 하여 진행 됩니다. 구치적으로 급여 등 채용 조건 및 이와 상관되는 쌍방 주체 지간의 권리의무 관계 등 내용 들입니다. 마지막 결과의 구속성은 기업 가체 협상의 결과를 보면 보통 기업 단체 계약을 체결 하는 것인데 기업 단체 계약은 쌍방 주체를 놓고 볼 때 모두 상응한 구속성을 지니고 있습니다. 다시 말하면 기업 단체 협상과 기업 단체 계약은 한가지 일의 두 개 단계인 것입니다. 또한 한 개 문제의 두 개 면이 있습니다. 기업 단체 협상은 기업 단체 계약의 전제와 준비이고 기업 단체 계약은 기업 단체 협상의 결과이고 결론인 것입니다.
여기 중국에서 임금집단 협상제도라는 제도 하나가 있습니다. 사실은 중국 노동자들의 제일 불만점은 바로 임금 문제입니다. 이는 노동자의 임금 및 상여금 등 대우에 대해 임금 집단협상제도를 추진하는 규정을 정했습니다. 이 제도에서 천진시는 이미 작년 9월1일 부터 단체협상제도를 실시 중에 있으나 최근 자체조사에서 단체협상 실시가 부진하자 서청개발구의 경우 공회 미 설립 기업을 대상으로 연내에 공회를 설립하도록 총공회뿐만 아니라 노동국까지 나서서 공회설립을 독려하고 있습니다. 이와 관련하여 몇 가지 제언을 있습니다. 회사 내 의견함을 설치하고 직원들의 불만을 실시간으로 확인할 필요가 있고 식당의 식단도 수시로 책크하여 사소한 일로 직원들의 불만이 쌓이지 않도록 해야 할 것입니다. 또는 일부 중국법인들은 직원들의 급여인상 요구에 효과적으로 대처하기 위하여 수습기간 종료 후 개인별로 매 6개월마다 개인별 절대평가를 실시하여 근무 평가 정도에 따라 급여를 인상 조정하고 있기 때문에 임금인상에 대한 직원들의 스트레스가 크지 않다고 볼 수 있습니다. 이 방법이 비록 귀찮고 번잡하기는 하지만 임금인상에 대한 스트레스를 줄일 수 있는 방법이 될 수 있습니다. 또는 제 개인 의견으로 직원들에게 허락한 사회활동들 많이 참석하게 만들어야 한다고 생각합니다. 이므로 근무에 관한 스트레스를 줄릴 수 있습니다. 현재 북경시 총공회는 최근, 2012년 말까지 기업의 공회 결성율을 90%이상, 공회 회원율을 92%이상으로 끌어 올리는 목표를 설정했다고 발표를 했습니다. 또한 임금집단 협상제도를 실시하고, 규모, 소유형태, 경영항솽이 각각 다른 기업에 있어 다양한 임금집단협상의 형태 및 협상방법의 채용을 추진할 계획임을 밝혔다. 또한, 북경시는 업계의 모델 기업들을 대상으로 노동시간, 근무시간, 휴식휴가, 보험복리후생 등 노동자가 관심을 갖는 문제에 대해, 임금 집단 협상제도를 실시하고 있으며, 각 모델 기업에서 얻은 성공사례를 활용하여, 여타 기업에 응용, 보급을 추진할 예정이 있습니다.

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