354,000 won a month, including monthly off, menstrual leave, allowance for lunch.

KNOW OUR RIGHTS 2008. 2. 1. 17:24
354,000 won a month, including monthly off, menstrual leave, allowance for lunch.
kwwa  2002-10-28 04:47:40, 조회 : 371

"I am a cleaner at a college and employed by a manpower agency, not by the college. I work from 7:30 a. m. to 4:30 p. m. for 9 hours a day and get paid 354,000 won a month, including monthly off, menstrual leave, allowance for lunch. This is much lower than minimum wage in Korea"

Posted by KWWA
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[re] 354,000 won a month, including monthly off, menstrual leave, allowance for lunch.

KNOW OUR RIGHTS 2008. 2. 1. 17:24
[re] 354,000 won a month, including monthly off, menstrual leave, allowance for lunch.
kwwa  2002-10-28 04:48:31, 조회 : 380

"I am a cleaner at a college and employed by a manpower agency, not by the college. I work from 7:30 a. m. to 4:30 p. m. for 9 hours a day and get paid 354,000 won a month, including monthly off, menstrual leave, allowance for lunch. This is much lower than minimum wage in Korea"

-> The user should give at least minimum wage or more to the workers. (Minimum Wage Law as of September 2002, 514,150 won a month / 2,275 won an hour)
-> For this law, the user should not lower the previous wages down to minimum wage.
-> If wage lower than minimum wage is settled on a contract, the contract loses its effectiveness for this clause and wage should be paid as much as minimum wage.
-> Pay attention to the fact that some bonuses are not included in minimum wage!
* Bonus paid not regularly or evenly such as bonus for diligence, for continuous work, for encouragement, for efficiency, for marriage, for exercise or for kimjang
* Bonus for no absenteeism or for overwork such as bonus for monthly leave or yearly leave, for work of holidays or overtime work, work at night, or menstrual leave
* Bonus for welfare such as bonus for family, lunch, housing, commuter, or for education and training

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without any retirement payment or dismissal bonus.

KNOW OUR RIGHTS 2008. 2. 1. 17:22
without any retirement payment or dismissal bonus.
kwwa  2002-10-28 04:43:59, 조회 : 396

"I'm a tele-marketer to promote the sales of products over the phone and I suddenly  got notified to leave the company without any retirement payment or dismissal bonus."
Posted by KWWA
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[re] without any retirement payment or dismissal bonus.

KNOW OUR RIGHTS 2008. 2. 1. 17:21
[re] without any retirement payment or dismissal bonus.
kwwa  2002-10-28 04:46:28, 조회 : 360

@ "I'm a tele-marketer to promote the sales of products over the phone and I suddenly  got notified to leave the company without any retirement payment or dismissal bonus."

-> The user should notify the workers of dismissal at least 30 days before and if not, the user should pay the wage for 30 days of dismissed workers. (Labor Standard Law article 32)  
-> The user should pay the retirement payment for the one year, standardized by the average wage of thirty days and the retirement payment should not be discriminated in a same workplace.

Posted by KWWA
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for 5 years in a company as contract worker without monthly off, menstrual leave, yearly leave, and payment for Sundays.

KNOW OUR RIGHTS 2008. 2. 1. 17:20
for 5 years in a company as contract worker without monthly off, menstrual leave, yearly leave, and payment for Sundays.
kwwa  2002-10-28 04:31:18, 조회 : 375

"I've been working for a company for the past 6 years as dispatch worker but with less wage I do the same work that other regular workers do. However I was notified to leave the company with other dispatch workers without any previous discussion."
Posted by KWWA
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[re] for 5 years in a company as contract worker without monthly off, menstrual leave, yearly leave, and payment for Sundays.

KNOW OUR RIGHTS 2008. 2. 1. 17:20
[re] for 5 years in a company as contract worker without monthly off, menstrual leave, yearly leave, and payment for Sundays.
kwwa  2002-10-28 04:31:49, 조회 : 360


@ "I've worked for 5 years in a company as contract worker without monthly off, menstrual leave, yearly leave, and payment for Sundays. My contract has been renewed 6 times but I was told that they would not renew my contract any more due to the expiration of my contract without any previous notification."

-> Though there's fixed period in a contract, if the contract has been renewed a few times, the contract worker should be treated equally as permanent worker. Whether the renewals in written or unspoken, the renewals are approved effective.
-> As the renewal of contract is approved effective, unilateral notification to fire comes under unjust dismissal if contract workers have renewed their contracts a few times. In this case, to reject renewal of contract for the excuse of its expiration falls under unjust dismissal. Dismissal needs proper reasons.
-> Even though you are an irregular worker such as a part-timer or a contract worker, you should be given monthly off, menstrual leave and yearly leave as well as payment for holidays if you work for the days promised without absenteeism. (Labor Standard Law)  

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for the past 6 years as dispatch worker but with smaller wage I do the same work

KNOW OUR RIGHTS 2008. 2. 1. 17:19
for the past 6 years as dispatch worker but with smaller wage I do the same work
kwwa  2002-10-28 04:29:59, 조회 : 365

"I've been working for a company for the past 6 years as dispatch worker but with less wage I do the same work that other regular workers do. However I was notified to leave the company with other dispatch workers without any previous discussion."
Posted by KWWA
|

[re] for the past 6 years as dispatch worker but with smaller wage I do the same work

KNOW OUR RIGHTS 2008. 2. 1. 17:18
[re] for the past 6 years as dispatch worker but with smaller wage I do the same work
kwwa  2002-10-28 04:30:36, 조회 : 366

@ "I've been working for a company for the past 6 years as dispatch worker but with less wage I do the same work that other regular workers do. However I was notified to leave the company with other dispatch workers without any previous discussion."

->  Dispatch workers should be directly employed by the user if they continue to  work for more than 2 years. If not observed, the user should be sentenced to imprisonment for not exceeding one year  or be imposed for not exceeding ten million penalty. (Act for protection of dispatch workers)
-> The owner and the user should not give discriminative treatment to the dispatch workers who do the same work with other permanent workers. (Act for protection of dispatch workers)
-> The user can't fire, stop and transfer the workers and cut their wage without just reasons. (Labor Standard Law article 30)
-> The user should notify the workers of dismissal at least 30 days before and if not, the user should pay the wage for 30 days of dismissed workers. (Labor Standard Law article 32)  

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