• Title, Summary, Keyword: 육아제도

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A Study on the Policy Effects of Child Care Leave : Focusing on the childbirth (육아휴직의 정책효과에 관한 분석 : 출산에 미치는 효과를 중심으로)

  • Jung, Yuiryong
    • The Journal of the Convergence on Culture Technology
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    • v.4 no.4
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    • pp.145-154
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    • 2018
  • The aim of this study is to analyze the policy effects of child care leave focusing on the childbirth in South Korea. This instituion of child care leave orinignally seeks to harmonize the work and family. The instituion is increasingly fortified in the receipants and benefits. This study analyze the policy effect of the institution using difference-in-difference method and Korea Welfare Panel Data. The result of the analysis suggest that substantial expansion of child care leave and family-friendly labor environment rebuilding are important.

노무연재 ⑱ - 출산·육아휴직 근로자의 연차휴가, 퇴직금, 출산·육아휴직급여 등

  • Hong, Su-Gyeong
    • 월간 기계설비
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    • pp.66-69
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    • 2017
  • 매년 사업주와 근로자로부터 상담한 내용을 돌아보면 우리 사회 노동시장의 현안이 무엇인지, 인권수준은 어떠한지, 노동행정의 방향이 어떠한지를 확연히 체감하게 된다. 그 중 하나가 육아휴직제도이다. 20년 전만 하더라도 육아휴직은 거의 허용되지 않았다. 결혼 또는 임신하면 퇴직이 관행이던 시절이었다. 관행에도 불구하고 임신한 근로자가 퇴직하지 않으면 출 퇴근이 어려운 지방으로 배치전환하거나, 직무를 변경하고, 담배연기 가득한 방 가운데 여성근로자를 근무시키는 비인간적인 처사도 행해졌다. 2~3년 전만 하더라도 "우리 회사는 육아휴직은 안된대요. 그럴바엔 그만두래요. 아이 맡길 곳도 만만치 않은데 어쩌면 좋아요"라는 여성근로자들의 상담이 한달에도 몇 건씩 쏟아져 나왔었다. 초기 여성노무사가 소수이다 보니 워킹맘들의 노동법률상담을 할 기회가 많았다. 때론 사업주들을 설득하고, 중재하고, 처벌조항을 들어 압박하기도 하면서 육아휴직을 권장했지만 기존의 관행과 문화가 일시에 변화하기는 어려운 일이다. 여성의 경제활동율이 늘어나고 출산율이 줄어들면서 정책적으로 출산 및 육아휴직을 장려하는 정부의 감독행정 강화, 그간 노동계 및 시민사회단체의 노력 등으로 인해 법률에 규정된 육아휴직제도가 비로소 현실적으로 보장되어가고 있음을 목도한다. 이즈음에 육아휴직자의 연차휴가 사용, 퇴직금, 육아휴직급여 등에 대한 문의가 많은데 그만큼 육아휴직자가 늘어났다는 것을 반증하는 결과이다. 따라서 이번호에서는 출산휴가 및 육아휴직자들의 연차휴가 사용과 퇴직금 산정방법, 출산 육아휴직급여에 대해 알아보고자 한다.

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Study on the resignation backgrounds of female workers leaving work after parental leave (육아휴직 후 퇴사한 여성의 퇴사과정과 유형에 관한 탐색적 연구 : 여성의 일-가정 양립을 방해하는 배경을 중심으로)

  • Seo, Jungmi;Kim, Suyoun
    • Korean Journal of Social Welfare Studies
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    • v.47 no.4
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    • pp.5-42
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    • 2016
  • This study investigates why some female workers come to decide to leave work after their taking parental leave and subsequently classifies their resignation backgrounds into four ideal types. The current debates on parental leave have mostly focused on clarifying the factors that influence on workers' usage of parental leave. But given that the final goal of parental leave is to help workers return to work after temporary rest for parenting, it is very important to inquire why some workers fail in reverting to their companies after parental leave. Based on in-depth interviews with 8 female workers who leave work after parental leave, this study analyses and compares their previous work-family conditions, reasons for taking parental leave and withdrawing from work, and behavioral patterns after resignation. This article then typifies four ideal types of resignation backgrounds (i.e. penalty by company, evasion from work, decision by family, choice for family). At the conclusion, this paper suggests policy alternatives to diminish female workers' resignation after parental leave and to heighten their work-family balance.

Parental Leave and Female Labor Supply in Korea (육아휴직 지원과 여성의 노동공급)

  • Kim, Jungho
    • KDI Journal of Economic Policy
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    • v.34 no.1
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    • pp.169-197
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    • 2012
  • It is often argued that the parental leave should be extended in order to help employees achieve the balance of work and family life. However, one should be careful in designing the parental leave since there is a tradeoff between the continuity of employment after childbearing and the depreciation of human capital due to the time off the work. The paper investigates whether the parental leave payment introduced in Korea in 2001 helped women's take-up of the leave and employment after giving birth. The results are as follows. First, the increase in the payment indeed raised the female take-up of the leave. Second, women returned to labor market less often after giving birth in the short run, but the size of the effect tends to decrease in the long run. However, the negative effect on returning to the same workplace after the birth remains significant in the long run. Lastly, there is no evidence that the share of women of childbearing age at workplace changed due to the increase in the parental leave payment. Although there is a limitation in that the analysis is based only on the employment covered by the Employment Insurance, these findings imply that the increase in the parental leave payment may not be an effective policy tool for promoting female labor market participation. On the other hand, it should be noted that it is necessary to pay attention to child development as well as female employment as an objective in order to make an overall judgement on the parental leave policy.

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A Concept and Standard of the Environment Design for the Joint Infant-rearing Facilities (공동육아시설을 위한 환경디자인의 개념과 기준)

  • 문금희
    • Archives of design research
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    • v.12 no.2
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    • pp.31-40
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    • 1999
  • Because of the oocIear family due to the rapid industrialization and the growth of husband and wife bah working, the base of the tradition that the parents, all of the famly or the hamet oonmunity bring up the infants together in the important time to the infarts has been collapsed in Korea. Because working mothers camot bring up their children by themselves they got stressed and housewives do not have the oonfidence in rearing their infants and the fathers are isolated from home and the chikten instead of being exempted from the responsibility of rearing children. Therefore the common and comprehensive rearing system should be made for solving the child-rearing problem. For solving these problems and for the desirable infant-rearing and education, the joint irlart rearing, whidl compensates for the life, education and furthermore the sdlool edJcation through the volur1ary participation, has been prepared altematively. Compared to the traditional rearing system, joint infant-rearing is not only operated by the residents with the dues paid by the union members but also makes children experience the life force of natu"e in themselves. So the preparation of the standard of the suitable environment design for the joint infant-rearing is required which is diffrent from the traditional standard of the environmertal facilities for the traditional rearing system. The concept of joint infant-rearing was defind in this study through the reference and the ooncept of infant edJcation which is in operation suocessfully in Italy and Sweden in order to understand how the ooncept of infant education has changed as the ages have dlanged. And the basic principals for the formation of physical envirorvnert and the spare design and the envirorYnertal oondition for the practical environmental design was also studied through the reference. And after study about the concept. figure and physical environmental suggestion, the concept, standard and element of joint infant-rearing environment design was suggested. And as the final conclusion, the design requirement of the envirorvnertal design for the joint infant-rearing was suggested.

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Determinants of Female-salaried Workers' Career Interruption (여성의 경력단절과 육아휴직 제도와의 관계)

  • Cho, Donghun
    • Journal of Labour Economics
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    • v.39 no.4
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    • pp.79-98
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    • 2016
  • This study empirically estimates the determinants of career interruption by married women. Using the survey of economic activities related to women's decision for career interruption, we consider the effect of maternity leave in workplace as well as individual characteristics on determining women's decision out of labor force. We found out that both existence and use of maternity leave in workplace seems to play an very important role in reducing women's career interruption.

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The Study on Working Condition and Satisfaction of Childcare Auxiliary Staff (어린이집 보조교사의 근무 실태 및 만족도)

  • Kang, Eun Jin;Park, Jinah
    • 육아정책연구
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    • v.12 no.2
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    • pp.3-27
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    • 2018
  • The purpose of this study was to investigate the working condition and satisfaction of childcare auxiliary staff. For this purpose, a total of 603 childcare auxiliary staffs were surveyed. The questionnaire was composed based on previous research, and expert review. The results of the study are as follows. The auxiliary staff's age was the main variable that affects motives of working, and there was a difference in the working condition of teachers over 35 years old. Second, the auxiliary staff's job satisfaction was high in terms of proper working time and less pressure of work. However, they were dissatisfied with their low salary and employment instability. The study suggests that the childcare auxiliary staff's concerns includes career discontinuity for women. It further proposes their re-education program, proper work environment and treatment.

A Study on the Improvement of Child Care System for a woman soldier (여군간부 자녀 보육제도 개선방안에 관한 연구)

  • Lee, Dong-Ho;Yoon, Yeo-Yeon;Park, Sang-Hyuk
    • The Journal of the Convergence on Culture Technology
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    • v.5 no.2
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    • pp.53-57
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    • 2019
  • This Female soldiers today have a child-rearing problem, dealing with the environment and numerous hardships arising from their professional family composition such as working overtime and moving directors due to their characteristics during military service. Also, female soldiers are deepening with the unique duties of the military and frequent training sessions and night shifts, and the hardships of the status quo are continuing, for this reason the heavy responsibilities and stresses of the female military in charge of child care are reaching an extreme. Therefore, this study needs to study institutional measures to ensure the service conditions of female soldiers during the period of child care and to improve child care.

The Nature and Challenges of Childcare Policies for Working Mothers in Korea (취업여성을 위한 보육정책의 특성과 과제)

  • Yu, Bo-Gyeong
    • Korea journal of population studies
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    • v.27 no.2
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    • pp.91-120
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    • 2004
  • 이 연구는 취업여성을 대상으로 추진되고 있는 한국 보육정책의 특성을 분석한다. 우선 취업여성을 대상으로 하는 기존 보육정책의 규정들은 무엇보다 성 평등의 관점에서 볼 때 불완전하다. 취업여성의 육아가 사회의 책임, 남녀공동의 책임이라는 인식에 못 미치고 있다. 둘째, 기존 보육정책은 일반적인 취업여성의 대리보육 지원을 표방하고 있지만 실제적으로 저소득층 영${\cdot}$유아, 영아보다는 유아에 대한 보육지원에 역점을 둠으로써 취업여성의 실제 보육수요를 충족하지 못한다. 셋째, 정부는 강제적 규정, 재정지원의 확대라는 조치들을 통해 취업여성의 보육을 지원하고 있으나 그 수준은 그렇게 강력하지 못하다. 넷째, 정책결과의 관점에서 볼 때, 그동안 보육시설은 상당한 정도로 증가하였으나 공공보육시설, 직장 보육시설의 비율은 매우 낮다. 육아휴직 정책 역시 전체적 이용률이 낮은 수준이며, 남성의 이용률은 특히 낮은 것으로 나타난다. 기업체 및 근로자의 보육실태에 대한 사례조사 결과에서도 취업여성의 육아부담은 여전히 매우 높으며, 특히 가족에 의한 대리보육 비율이 높은 것으로 나타난다. 이 연구의 정책적 함의는 보육정책이 취업여성의 육아부담을 경감하여 고용평등을 제고하고, 출산율 향상을 도모하는 방안과 연계되기 위해서는 정책의 보완이 요구된다는 것이다.