KCCI "Revised Labor Union Act Enforcement Requires Measures to Minimize Side Effects"

"Restrictions on Union Activities for 'Non-Working Members' Such as Dismissed and Unemployed Workers Needed"

[Asia Economy Reporter Yu Je-hoon] The Korea Employers Federation (KEF) has urged the establishment of supplementary measures to minimize side effects arising from the amended Labor Union and Labor Relations Adjustment Act (Labor Act), scheduled to take effect in July.

On the 9th, KEF announced that based on several expert consultations and feedback from member companies regarding the amended Labor Union Act, it has prepared the "Management's Supplementary Requests Related to the Amendment of the Enforcement Decree and Enforcement Rules of the Labor Union Act" and plans to submit it to the government.

The main supplementary requests from KEF member companies include restrictions on union activities within workplaces by non-working union members, extension of the bargaining representative union's status period, and reporting changes by distinguishing the number of working and non-working union members.

Regarding union activities within workplaces by non-working union members such as dismissed or unemployed persons, KEF emphasized the need to specify the "scope that does not interfere with the employer's efficient business operations" by ▲imposing obligations to comply with rules on workplace entry and facility use for non-working union members ▲allowing workplace entry only with prior employer approval or limited to union offices.

Furthermore, concerning the extension of the collective agreement validity period from the previous 2 years to 3 years, KEF stated, "It is desirable to extend the bargaining representative union's representative status period from 2 years to 3 years accordingly." Additionally, KEF added that to accurately calculate the number of working and non-working union members under the amended law, it is necessary for unions to report these separately to administrative authorities.

Meanwhile, KEF is also conducting activities to minimize confusion in labor-management relations on the ground due to the enforcement of the amended Labor Union Act through online briefings and checklists related to the amended law.

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