현행 남녀고용평등법의 간접차별 규정에 대한 비교법적 고찰

• 영문명: A Comparative Study On the “Indirect Discrimination” Under The Current Gender-Equal Employment Law
• 발행기관: 한국사법학회(구 한국비교사법학회)
• 저자명: 최윤희(U-Ni Choi)
• 간행물 정보: 『비교사법』比較私法 제13권 제1호, 649~681쪽, 전체 33쪽
• 주제분류: 법학 > 법학
• 파일형태: PDF
• 발행일자: 2006.03.01

영문 초록

  Article 2 of the Gender-Equal Employment Law of Korea, regulates that an employer discriminates against a man or woman if the employer applies a requirement or condition which is equally applied to each gender but (ⅰ) which is such that the proportion of any gender who can comply with it is considerably smaller than the proportion of the other gender who can comply with it, and (ⅱ) which the person cannot show to be justifiable irrespective of the gender of the person to whom it is applied, and (ⅲ) which is to detriment of the relevant gender because a person of the gender cannot comply with it.
  The definition of indirect discrimination under the Gender-Equal Employment Law is almost similar to that of the Sex Discrimination Act 1975 of the UK, and the 78th Council Directive 2000 of EC, And, this notion of indirect discrimination has its roots in the notion of “disparate impact”, which was enacted by the 1991 Civil Rights Act of the USA, and which enactment is the result of the established precedents of the U. S. supreme court.
  In this thesis, I compared the indirect discrimination of the European Union　and the disparate impact theory of the U.S.A. in terms of the definition, scope of application including the matter of causation, burden of proof, subjective employment criteria, statistical proof, affirmative action, and also their theoretical limits. I tried to compare both scholastic and court opinions of the U.S.A. and EU, while trying to find out some guidelines for the future interpretation and modification of our Gender-Equal Employment Law.

목차

Ⅰ. 서론
Ⅱ. 미국의 결과적 고용차별(Disparate Impact) 법리의 개요와 그 성립과정
Ⅲ. 유럽 간접차별 이론의 입법과정과 내용
Ⅳ. 미국의 결과적 차별이론과 유럽의 간접차별이론의 비교검토
Ⅴ. 결론 (우리 법규정의 해석문제)
[참고문헌]
【ABSTRACT】

키워드

간접차별 결과적 차별 인과관계 입증책임 주관적 고용기준 통계 증거 적극적 우대조치 indirect discrimination disparate impact causation burden of proof subjective employment criteria statistical proof affirmative action