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-- 1 of 624 -- -- 2 of 624 -- 우리부는 현장에서 집단적 노사관계 업무를 담당하는 근로감독관들이 활용할 수 있도록 2008년 처음으로 집단적 노사관계 업무 매뉴얼을 발간하였습니다. 이후 근로시간면제제도, 복수노조 교섭창구단일화제도 등 법 개정이 있거나 주요 판례 및 행정해석이 축적된 경우 매뉴얼을 지속적으로 수정·보완하여 왔습니다. 금번 매뉴얼에도 운영비 원조 관련 2018년 헌법재판소 결정 취지를 반영한 2020년 법 개정사항과 ILO 핵심협약 비준을 위해 추진된 조합원 및 임원 자격 정비, 노조전임자 급여 지급 및 근로시간면제제도 개정, 단체협약 유효 기간 상한 연장, 점거형태의 쟁의행위 제한 원칙 규정 등 2021년 법 개정 내용을 상세히 설명하였습니다. 또한, 2016년 매뉴얼 개정 이후 집단적 노사관계와 관련해 축적된 중요한 판례에 대한 설명･수록을 통해 노사관계에 대한 사법부의 시각도 반영하였습니다. 대표적으로 근로자성 판단기준, 공정대표의무와 관련한 입증책임과 손해배상 책임 및 의무위반 판단기준, 교섭대표노조 대표권의 범위와 한계, 사업장 소속 근로자가 아닌 조합원의 쟁의행위 참여의 법적 성격 등에 관한 내용입니다. 이와 같은 법 개정 사항과 축적된 판결들은 노사관계의 현장을 생생히 보여줄 뿐만 아니라 향후 노사관계의 변화 모습을 가늠할 수 있는 중요한 길 잡이라 할 것입니다. 아무쪼록 본 매뉴얼이 노사관계 업무 담당자가 새로운 업무환경에 원활히 적응할 수 있는 토대가 되고, 집단적 노사관계에서 발생하는 갈등·분쟁의 예방· 해결에 기여함으로써 궁극적으로는 우리 노사관계의 발전에 도움이 되기를 기대합니다. 노사협력정책관 -- 3 of 624 -- 노동조합 설립 및 운영 / 1 제1편 chapter 01_ 노동조합 설립신고 ·······················································3 Ⅰ. 노동조합 설립신고의 의의 ························································3 Ⅱ. 노동조합 설립신고 ····································································5 1. 설립신고서 작성 ············································································5 2. 설립신고서 관할 행정관청 ·························································13 Ⅲ. 설립신고서 검토 ······································································17 1. 기본원칙 ······················································································17 2. 설립신고서 및 규약 심사 ···························································18 Ⅳ. 설립신고증 교부 ······································································22 1. 처리기한 ······················································································22 2. 설립신고증 교부 후의 행정처리 ················································23 Ⅴ. 보완요구 ··················································································24 1. 설립신고증 교부 전 보완요구 ····················································24 2. 설립신고증 교부 후 시정요구 ····················································27 Ⅵ. 반 려 ·······················································································29 1. 반려사유 ······················································································29 2. 반려절차 ······················································································34 -- 4 of 624 -- Ⅶ. 노동조합 설립 관련사항 처리 ················································35 1. 지부･분회 등의 설립신고서 처리 ··············································35 2. 노동조합의 설립시기 ································································36 3. 설립신고증의 재교부 ··································································36 4. 적법하게 설립된 노동조합에 대한 법적 보호 ···························36 Ⅷ. 노동조합 설립과 관련한 행정지도 ·········································38 1. 노동조합의 설립 ·········································································38 2. 근로자의 범위 ·············································································38 3. 노동조합의 조직형태 ··································································41 chapter 02_ 노동조합 변경신고 ·····················································43 Ⅰ. 변경신고서 작성 및 신고 ·······················································43 1. 작성방법 ······················································································43 2. 변경신고 대상 및 사유(노조법 제13조제1항) ··························44 3. 첨부서류(노조법 시행규칙 제3조) ··············································46 4. 변경신고 절차 ·············································································46 Ⅱ. 변경신고서의 처리 ··································································47 1. 심 사 ···························································································47 2. 처 리 ···························································································47 Ⅲ. 노동조합 조직형태 변경 ·························································49 1. 의의 및 유형 ··············································································49 2. 유형별 참고사항 ·········································································50 -- 5 of 624 -- Ⅳ. 노동조합현황 정기통보 ···························································56 1. 개 요 ···························································································56 2. 정기통보 대상(노조법 제13조제2항) ·········································56 3. 노동조합현황정기통보서 검토 시 확인사항 ·······························56 4. 행정처리 ······················································································57 chapter 03_ 노동조합 해산 ····························································58 Ⅰ. 해산신고서 처리 ······································································58 1. 해산사유 ······················································································58 2. 해산신고서 작성(노조법 시행규칙 별지 제7호 서식) ···············59 3. 해산신고 절차 ·············································································59 4. 행정처리 ······················································································60 Ⅱ. 휴먼노조의 직권해산 처리 ······················································61 1. 대 상 ···························································································61 2. 요 건(노조법 제28조제1항제4호 및 동법 시행령 제13조제1항) ·······61 3. 절 차 ···························································································62 4. 해산시기 ······················································································62 Ⅲ. 노동조합 해산과 관련한 행정처리 참고사항 ·························63 1. 해산사유 발생이후 조합활동 재개시 업무 처리 ·······················63 2. 조합원이 없거나 사업체의 실체가 없는 경우의 행정처리 ·······63 -- 6 of 624 -- chapte 04_ 노동조합의 운영 ························································64 Ⅰ. 운영상황의 공개 ······································································64 1. 노동조합의 서류비치 ··································································64 2. 노동조합의 재정투명성 확보 ······················································65 3. 노동조합 운영의 투명성 제고를 위한 지도방안 ·······················75 Ⅱ. 총회 및 대의원회 운영 ···························································76 1. 총 회 ···························································································76 2. 대의원회 ······················································································83 3. 총회와 대의원회의 관계 ·····························································86 Ⅲ. 노동조합 임원의 선출 등 ·······················································88 1. 노동조합의 임원 ·········································································88 2. 임원의 선출 ················································································88 3. 임원의 임기 ················································································91 4. 임원의 해임 ················································································92 Ⅳ. 조합원의 권리･의무 ································································93 1. 조합원의 권리 ·············································································93 2. 조합원의 의무 ·············································································95 Ⅴ. 노동조합의 내부통제 ·······························································96 -- 7 of 624 -- chapter 05_ 회의소집권자 지명 ·····················································98 Ⅰ. 노동조합 대표자의 회의소집 기피･해태의 경우 ·····················98 1. 요 건 ···························································································98 2. 절 차 ·························································································100 Ⅱ. 회의소집권자가 없는 경우 ···················································103 1. 소집권자 지명요구서 제출 ·······················································103 2. 소집권자 지명요구서 검토 ·······················································103 3. 소집권자 지명 ···········································································104 Ⅲ. 소집권자 지명요구와 관련한 행정지도 ································105 chapter 06_ 규약 및 결의처분 시정명령 ·····································107 Ⅰ. 규약의 성립 ··········································································107 1. 제정 및 변경절차 ·····································································107 2. 규약의 기재사항(노조법 제11조) ············································108 Ⅱ. 규약의 시정명령 ···································································109 1. 요 건 ·························································································109 2. 시정명령 절차 ···········································································109 Ⅲ. 결의처분의 시정명령 ····························································110 1. 요 건 ·························································································110 2. 절 차 ·························································································112 -- 8 of 624 -- Ⅳ. 시정명령의 이행확보 ····························································114 1. 노동조합의 이행 ·······································································114 2. 불응시 처리방법 ·······································································114 chapter 07_ 자료제출 요구 ··························································116 Ⅰ. 사유 및 절차 ········································································116 1. 사 유 ·························································································116 2. 절 차 ·························································································117 Ⅱ. 처리 및 지도 ········································································118 1. 결산결과와 운영상황 관련 서류 및 검토사항 ························118 2. 지 도 ·························································································119 chapter 08_ 근로시간면제제도 ····················································120 1. 근로시간면제제도 관련 연혁 ···························································120 2. 근로시간면제제도 개요 ····································································124 3. 근로시간면제 한도 결정 절차 및 근로시간면제한도 고시 내용 ········124 4. 근로시간면제 한도 적용 기준 ·························································126 5. 근로시간면제자 적용 기준 ······························································136 6. 근로시간면제자에게 적용되는 급여 등 처우 ··································141 7. 근로시간면제 한도 사용방법 ···························································144 8. 노동조합으로부터 급여를 받으며 노동조합 활동에 전념하는 자 (구 노조법상 노조전임자) ································································146 -- 9 of 624 -- 단체교섭 및 단체협약 / 149 제2편 chapter 01_ 단체교섭 ···································································151 Ⅰ. 단체교섭의 의의와 보호 ·······················································151 Ⅱ. 단체교섭의 주체 ···································································152 1. 교섭의 당사자 ···········································································152 2. 교섭의 담당자 ···········································································156 Ⅲ. 단체교섭의 권한 위임 ··························································157 1. 의 의 ·························································································157 2. 수임자의 범위 ···········································································158 3. 위임의 효과 ··············································································158 4. 교섭권한 등의 위임통보 ···························································160 Ⅳ. 단체교섭의 방법 ···································································161 1. 요구시기 ····················································································161 2. 단체교섭의 방식 ·······································································161 3. 단체교섭의 유형 ·······································································162 Ⅴ. 단체교섭의 대상 ···································································163 1. 개 요 ·························································································163 2. 교섭사항의 구분 ·······································································164 3. 인사･경영에 관한 사항 ····························································166 -- 10 of 624 -- 4. 사용자의 편의제공 ····································································170 5. 유니온숍(Union Shop) 협정 ··················································175 Ⅵ. 복수노조 교섭창구단일화제도 ··············································181 1. 의 의 ·························································································181 2. 복수노조 허용에 따른 법적 문제 ············································183 3. 교섭창구단일화 절차 ································································186 4. 교섭대표노동조합의 지위 ·························································209 5. 공정대표의무 ·············································································222 chapter 02_ 단체협약 ···································································229 Ⅰ. 단체협약의 의의 ···································································229 Ⅱ. 단체협약의 체결 ···································································231 1. 서면 작성 ··················································································231 2. 당사자의 서명 또는 날인 ·························································232 3. 단체협약 체결권의 제한 ···························································234 Ⅲ. 단체협약의 신고 및 시정명령 ··············································237 1. 단체협약의 신고 ·······································································237 2. 단체협약의 시정명령 ································································241 3. 단체협약의 공개 ·······································································243 -- 11 of 624 -- Ⅳ. 단체협약의 효력 ···································································245 1. 단체협약의 일반적 적용범위 ····················································245 2. 단체협약의 내용 ·······································································246 3. 단체협약의 효력 확장 ······························································249 4. 기업 및 노동조합 변동과 단체협약의 효력 ····························257 Ⅴ. 단체협약의 종료 ···································································265 1. 종료사유 ····················································································265 2. 자동연장협정과 자동갱신협정 ················································266 3. 단체협약 소멸후의 근로조건 ··················································269 Ⅵ. 단체협약의 해석 및 취업규칙과의 관계 ······························270 1. 단체협약의 해석 ·······································································270 2. 단체협약과 취업규칙 적용관계 ················································272 Ⅶ. 단체협약의 위반 ···································································275 1. 적용대상 ····················································································275 2. 항목별 설명 ··············································································275 -- 12 of 624 -- 쟁의행위와 노동쟁의 조정 / 281 제3편 chapter 01_ 노동쟁의 ··································································283 Ⅰ. 노동쟁의의 개념 ···································································283 1. 개념 정립 ··················································································283 2. 노동쟁의의 의의 ·······································································284 3. 노동쟁의와 쟁의행위･단체행동의 구별 ···································285 Ⅱ. 노동쟁의의 판단 ···································································287 1. 노동쟁의의 주체 ·······································································287 2. 노동쟁의의 대상 ·······································································287 3. 주장의 불일치(분쟁상태) ··························································289 chapter 02_ 쟁의행위 ···································································291 Ⅰ. 쟁의행위의 개념･유형 ··························································291 1. 쟁의행위의 개념 ·······································································291 2. 쟁의행위의 구성요건 ································································293 3. 쟁의행위의 유형 ·······································································296 -- 13 of 624 -- Ⅱ. 쟁의행위의 정당성 ································································298 1. 쟁의행위 정당성의 의의 ···························································298 2. 쟁의행위의 주체 ·······································································300 3. 쟁의행위의 목적 ·······································································305 4. 쟁의행위의 시기･절차 ······························································314 5. 쟁의행위의 수단･방법 ······························································329 Ⅲ. 쟁의행위 유형별 쟁점 ··························································341 1. 태 업 ·························································································341 2. 준법투쟁 ····················································································344 3. 피케팅 ·······················································································348 Ⅳ. 쟁의행위의 금지 ···································································352 1. 쟁의행위 주체에 따른 금지 ·····················································352 2. 절차에 따른 금지 ·····································································356 3. 목적에 따른 금지 ·····································································356 Ⅴ. 무노동 무임금 원칙 ······························································357 1. 의 의 ·························································································357 2. 임금공제 ····················································································357 Ⅵ. 쟁의행위 보호와 책임 ··························································360 1. 정당한 쟁의행위에 대한 보호 ··················································360 2. 정당하지 아니한 쟁의행위에 대한 책임 ·································362 -- 14 of 624 -- chapter 03_ 사용자의 대항수단 ···················································367 Ⅰ. 직장폐쇄 ················································································367 1. 직장폐쇄의 의의 ·······································································367 2. 직장폐쇄의 정당성 ····································································368 3. 직장폐쇄의 법적효과 ································································370 4. 직장폐쇄 관련 쟁점 ··································································373 Ⅱ. 대체근로 ················································································377 1. 대체근로 제한의 의의 ······························································377 2. 적용대상 ····················································································378 3. 신규채용의 제한 ·······································································379 4. 대체의 제한 ··············································································381 5. 도급･하도급의 제한 ··································································383 chapter 04_ 공익사업에서의 쟁의행위 제한 ·······························386 Ⅰ. 공익사업 ················································································386 1. 공익사업의 의의 ·······································································386 2. 공익사업 특례 ···········································································391 Ⅱ. 필수공익사업 ·········································································392 1. 필수공익사업의 의의 ································································392 2. 필수공익사업 특례 ····································································393 -- 15 of 624 -- Ⅲ. 필수유지업무 ·········································································394 1. 필수유지업무의 개념 ································································394 2. 필수공익사업별 필수유지업무 범위 ·········································396 3. 필수유지업무 협정 ····································································413 4. 노동위원회의 필수유지업무 결정 ·············································419 5. 쟁의행위시 필수유지업무의 유지･운영 ···································424 chapter 05_ 조정(調整)제도 ······················································429 Ⅰ. 노동쟁의 조정(調整)제도의 개요 ··········································429 1. 노동쟁의 조정(調整)의 개념 ····················································429 2. 조정(調整)의 기본원칙 ·····························································431 3. 조정(調整)의 종류 ····································································431 Ⅱ. 조정(調停) ·············································································435 1. 조정(調停)의 개요 ····································································435 2. 조정 신청 ··················································································435 3. 조정기간 ····················································································436 4. 조정위원회 구성 ·······································································437 5. 조정위원회 회의 ·······································································438 6. 사전예방 및 사후 조정서비스 ··················································440 -- 16 of 624 -- Ⅲ. 중 재 ···················································································442 1. 중재의 개요 ··············································································442 2. 중재의 개시 요건 ·····································································442 3. 중재위원회 구성 및 회의 ·························································443 4. 중재재정에 대한 불복절차 ·······················································443 5. 중재재정의 확정과 효력 ···························································444 6. 중재재정과 관련된 벌칙 적용 ··················································445 7. 중재유형 변경시 쟁의행위 가능 시점 ·····································447 Ⅳ. 긴급조정 ················································································448 1. 긴급조정의 결정 요건 ······························································448 2. 긴급조정 결정 절차 ··································································449 3. 긴급조정의 효과 ·······································································450 부당노동행위 구제제도 / 453 제4편 Ⅰ. 제도의 의의 ··········································································455 1. 의 의 ·························································································455 2. 법적 근거 ··················································································455 3. 부당노동행위 구제제도 연혁 ····················································456 -- 17 of 624 -- Ⅱ. 구제절차 ················································································457 1. 행정절차에 의한 구제 ······························································457 2. 형사절차에 의한 구제 ······························································460 3. 민사절차에 의한 구제 ······························································461 Ⅲ. 부당노동행위의 성립요건 ·····················································463 1. 부당노동행위 주체 ····································································463 2. 행 위 ·························································································467 3. 부당노동행위 의사 ····································································469 Ⅳ. 부당노동행위의 유형 및 사례 ··············································471 1. 불이익 취급(제1호, 제5호) ······················································471 2. 불공정 고용계약(비열계약) ·······················································479 3. 단체교섭 거부･해태 ··································································484 4. 지배･개입 ··················································································492 Ⅴ. 부당노동행위 사건처리 및 예방지도 ···································511 1. 기본방향 ····················································································511 2. 신고사건 처리 ···········································································512 3. 부당노동행위 구제명령의 이행 ················································514 4. 부당노동행위 예방 지도 ···························································515 -- 18 of 624 -- 부 록 / 519 제5편 Ⅰ. 집단적 노사관계 업무관련 지침 ··········································521 1. 노동조합 설립신고 업무처리 요령 ···········································521 2. 부당노동행위 공범죄 적용검토 ················································530 3. 복수노조 사업(장)에서의 산별교섭 지침 ·································547 4. 복수노조 사업장 필수유지업무협정 체결 관련 지도지침 ·······549 5. 단수노조의 교섭대표노조 지위 변경 지침 ······························557 Ⅱ. 집단적 노사관계 업무관련 과태료 부과･징수절차 ··············565 1. 개 요 ·························································································566 2. 노동조합 관련 과태료 부과대상 ··············································566 3. 과태료 부과･징수절차 ······························································566 4. 이의제기 ····················································································569 5. 장부비치 및 보고 ·····································································570 Ⅲ. 집단적 노사관계 업무관련 행정심판답변서 작성요령 ·········584 1. 행정심판에 관한 개관 ······························································585 2. 집단적 노사관계 업무관련 행정심판 청구대상 ·······················586 3. 심판청구 기간 ···········································································586 4. 심판청구서 제출시 처리요령 ····················································587 5. 답변서 작성요령 ·······································································588 6. 행정심판의 재결효력 ································································597 Ⅳ. 노동조합 및 노동관계조정법 벌칙 일람표 ···································600 -- 19 of 624 -- -- 20 of 624 -- 노동조합 설립 및 운영 Chapter 01_ 노동조합 설립신고 Chapter 02_ 노동조합 변경신고 Chapter 03_ 노동조합 해산 Chapter 04_ 노동조합의 운영 Chapter 05_ 회의소집권자 지명 Chapter 06_ 규약 및 결의처분 시정명령 Chapter 07_ 자료제출 요구 Chapter 08_ 근로시간면제제도 제 1 편 -- 21 of 624 -- -- 22 of 624 -- 제1편 노동조합 설립 및 운영 3 01 노동조합 설립신고 Ⅰ. 노동조합 설립신고의 의의 헌법 제33조제1항은 “근로자는 근로조건의 향상을 위하여 자주적인 단결권･ 단체교섭권 및 단체행동권을 가진다.”고 규정하고 있음 현행 뺷노동조합 및 노동관계조정법뺸(이하 “노조법”) 제5조제1항 본문은 “근로자는 자유로이 노동조합을 조직하거나 이에 가입할 수 있다”고 규정하여 노동조합의 자유설립주의를 원칙으로 하면서도 제2조제4호에서 정하는 노동조합의 실질적 요건과 제10조에 의한 설립의 신고라는 형식적 요건을 갖추는 경우에 한하여 노조법상 노동조합으로서의 지위를 누릴 수 있도록 하고 있음 이와 같이 노조법이 노동조합의 설립에 관하여 신고주의를 채택하고 있는 것은 노동조합의 조직체계에 대한 효율적인 정비･관리를 통하여 노동 조합이 자주성과 민주성을 갖춘 조직으로 존속할 수 있도록 보호･육성하고 그 지도･감독에 철저를 기하기 위한 노동정책적인 고려이며, 노동조합 설립신고에 대한 심사도 민주성 및 자주성이라는 실질적인 요건조차 갖추지 못한 노동조합이 난립하는 것을 방지하여 근로자들이 자주적이고 민주적인 단결권 등을 행사하도록 하는 데 그 취지가 있음(헌법재판소 2008.7.31. 2004헌바9) -- 23 of 624 -- 2022 집단적 노사관계 업무매뉴얼 4 헌법재판소도 노조법상 노동조합 설립신고제도에 대해 재판관 전원일치로 합헌결정을 하였음 ◈ 노동조합 설립신고에 대한 심사와 그 신고서 반려는 근로자들이 자주적이고 민주적인 단결권을 행사하도록 하기 위한 것으로서 만약 노동조합의 설립을 단순한 신고나 등록 등으로 족하게 하고, 노동조합에 요구되는 자주성이나 민주성 등의 요건에 대해서는 사후적으로 차단하는 제도만을 두게 된다면, 노동조합법상의 특권을 누릴 수 없는 자들에게까지 특권을 부여하는 결과를 야기하게 될 뿐만 아니라 노동조합의 실체를 갖추지 못한 노동조합들이 난립하는 사태를 방지할 수 없게 되므로 노동조합이 그 설립 당시부터 노동조합으로서 자주성 등을 갖추고 있는지를 심사하여 이를 갖추지 못한 단체의 설립신고서를 반려하도록 하는 것은 과잉금지의 원칙에 위반되어 근로자의 단결권을 침해한다고 볼 수 없다(헌법재판소 2012.3.29. 2011헌바53, 노조법 제12조 제3항제1호 위헌소원: 합헌결정). 따라서 노동조합 설립신고제도가 노동조합의 자유설립주의원칙에 대한 실질적 제한으로 작용하지 않도록 하고, 노동조합의 대외적 자주성과 대내적 민주성을 확보할 수 있도록 운영하는 것이 중요함 -- 24 of 624 -- 제1편 노동조합 설립 및 운영 5 Ⅱ. 노동조합 설립신고 1. 설립신고서 작성 가. 작성방법 노조법 시행규칙 별지 제1호 서식의 노동조합 설립신고서를 작성 나. 신고시 제출서류(노조법 제10조제1항 및 시행규칙 제2조): 설립신고서 및 규약 -- 25 of 624 -- 2022 집단적 노사관계 업무매뉴얼 6 다. 설립신고서 기재사항 명 칭 - 단위노동조합, 산업별 연합단체, 총연합단체를 구분할 수 있도록 기재 - 단위노동조합은 기업･지역･전국을 구분 예) 기업별 노동조합: ○○회사 노동조합 지 역 노 동 조 합: ○○지역 ○○노동조합 전 국 노 동 조 합: 전국 ○○노동조합 - 단위노동조합의 지부는 ○○노동조합 ○○지부로 기재 - 연합단체는 산업별 연합단체와 총연합단체를 구분할 수 있는 명칭 기재 예) 산업별 연합단체: ○○연맹 총 연 합 단 체: ○○총연맹(연합) ◈ 노동조합의 명칭에 대하여는 노조법상 별도의 제한규정이 없으므로 노동조합의 명칭 제정･변경은 당해 노동조합의 조합원들이 노동조합의 조직형태･범위･교섭의 상대방 등을 감안하여 스스로 결정할 사안이나, 다른 노동조합이 이미 사용하는 명칭이나 혼동을 초래할 수 있는 명칭, 기업별 노동조합의 경우 당해 기업과 무관한 명칭 등은 사용하지 않는 것이 바람직할 것임(노사관계법제팀 -2964, 2007.9.11.) ◈ 노동조합 설립을 전제로 단체를 결성하고 ‘가칭 노동조합’이라는 명칭을 사용하는 것은 노동조합 설립을 준비하는 단체를 의미한다고 볼 수 있으므로, 동 명칭 사용만으로 같은 법 제7조제3항 위반이라고 단정하기 어려울 것이며, 위법성 여부는 노동조합 명칭의 사용의도, 사용빈도 및 실태 등을 종합하여 판단하여야 할 것임(노사관계법제팀-1395, 2007.4.25.) 노동조합의 형태 - 노동조합의 조직형태는 아래의 구분을 참조하여 작성하며, 단위노조의 내부조직인 지부･지회 등은 ‘단위노조의 산하조직’으로 표기 -- 26 of 624 -- 제1편 노동조합 설립 및 운영 7 구성단위 구성범위 구분결과 자연인 (사람) 기업 일정 기업에 소속된 근로자가 직업(종)의 구별 없이 개별 기업 단위로 조직 기업단위노동조합 (ex. ○○기업 노동조합) 단위노동조합의 산하조직 (내부조직) ※ 노조법 시행령 제7조 단위노조의 산하조직 (ex. 전국△△노동조합 A기업 지회, 전국○○의료산업노동조합 B기업 지회 등) 초 기 업 지 역 일정지역 내 근로자들이 동일 산업 또는 직종 단위로 조직 지역별 단위노동조합 (ex. 대전지역일반노조, 서울지역제화노조, 태백시지역버스노조 등) 산 업 동종산업에 종사하는 근로자들이 직종과 기업을 초월하여 조직 산업별 단위노동조합 ※ 다만, 설립신고서 상으로는 해당 산업별 노동조합의 활동범위를 고려하여 지역 또는 전국으로 표시 (ex. 전국금속노조, 전국금융산업노조, 전국공공운수사회서비스노조 등) 노동조합 (단체) 여러개의 단위노동조합이 독립된 노동조합의 자격을 가지면서 동종 산업별로 연합하여 조직 산업별 연합단체 (ex. 공공운수연맹, 전택노련, 금속노련, 항운노련 등) 산업별 연합단체 또는 전국규모의 산업별 노동조합을 구성원으로 하여 조직 총연합단체 (ex. 한국노총, 민주노총) ※ 보다 자세한 내용은 p.41~42을 참조 -- 27 of 624 -- 2022 집단적 노사관계 업무매뉴얼 8 주된 사무소의 소재지 - 노동조합의 규약상 기재된 주된 사무소의 소재지를 기재 ※ 노동조합의 주된 사무소는 노동조합의 조직활동 등 기본적 업무와 원활한 단체교섭을 위하여 본사 소재지 또는 조직대상 근로자가 다수인 사업장 소재지 등 적합한 곳으로 정하도록 지도 조합원수 - 노동조합의 전체 조합원 수를 기재 소속된 연합단체의 명칭 - 연합단체에 가입한 경우에는 연합단체 명칭을 기재해야 하며, 가입한 연합단체가 없는 경우에는 기재하지 않음 ◈ 근로자가 자유로이 노동조합을 조직하거나 이에 가입할 수 있는 것과 마찬가지로 노동조합도 대외적으로 자주적이고 대내적으로 민주적인 의사결정에 따라 연합단체에 가입하거나 소속된 연합 단체로부터 탈퇴할 수 있는 것이라고 봄이 상당하고, 노동조합법이 노동조합의 설립과 존속의 요건으로 상위 연합단체에의 가입을 강제하고 있다고 보기는 어려우며, 따라서 노동조합법 제13조 제1항제5호나 제14조제4호는 노동조합이 산업별 연합단체 또는 총연합단체인 노동조합의 인준을 얻어 그 노동조합에 가입한 경우에는 반드시 그 사실을 노동조합 설립신고서 및 노동조합의 규약에 기재하여야 한다는 의미에서는 강제적 규정이라고 할 수 있을지 몰라도, 위 규정들이 막바로 모든 노동조합에 대하여 연합단체에의 가입을 강제하고 있는 취지라고는 해석할 수 없다 (대법원 1992.12.22. 선고 91누6726 판결). 대표자 - 성명, 주소, 주민등록번호, 전화번호 등 - 소속회사의 부서와 직책 임원의 성명 및 주소 -- 28 of 624 -- 제1편 노동조합 설립 및 운영 9 연합단체인 노동조합의 경우 - 구성 노동단체의 명칭, 조합원 수, 주된 사무소의 소재지 및 임원의 성명･주소를 기재 2이상의 사업 또는 사업장의 근로자로 구성된 단위노동조합의 경우 - 각 사업 또는 사업장별 명칭, 대표자, 소재지, 조합원 수를 기재 ◈ 노조법이 노동조합의 설립에 관하여 신고주의를 택하고 있는 취지는 행정당국으로 하여금 노동조합에 대한 효율적인 조직체계의 정비･관리를 통하여 노동조합이 자주성과 민주성을 갖춘 조직으로 존속할 수 있도록 노동조합을 보호･육성하고 그 지도･감독에 철저를 기하게 하기 위한 노동정책적인 고려에서 마련된 것이다(헌법재판소 2008.7.31. 2004헌바9). ◈ 노동조합 설립 이전에 설립신고서를 제출하여 행정관청의 그 요건에 대한 실질적인 심사를 거쳐 신고증을 교부 또는 설립신고서를 반려하도록 하는 것은 노동조합의 본질적 요소인 자주성 등을 확보하도록 하기 위한 부득이한 조치로서, 단체의 설립 여부 자체를 사전에 심사하여 특정한 경우에 한해서만 그 설립을 허용하는 ‘허가’와는 다르다고 할 것이다(헌법재판소 2012.3.29. 2011헌바53). -- 29 of 624 -- 2022 집단적 노사관계 업무매뉴얼 10 노동조합 ☑ 설립 ☐ 설립신고사항 변경 신고서 처리기간 3일 명 칭 ○○노동조합 노동조합의 형태 단위노조(기업, 지역, 전국), 연합단체, 단위노조의 산하조직 주된사무소의 소재지(전화번호) ○○시 ○○구 ○○로 ○○ 조 합 원 수 ○○명 소속된 연합단체의 명칭 ○○○연맹 대 표 자 성 명 김○○ 주민등록번호 711111-******* 주 소 ○○시 ○○구 ○○로 ○○ 전 화 번 호 02)3218-0000 소속 사업장 ○○기업(주) 소속부서 및 직책 생산팀 대리 임원 직책 부위원장 성명 이○○ 주소 ○○시 ○○구 ○○로 ○○ 직책 사무국장 성명 박○○ 주소 ○○시 ○○구 ○○로 ○○ 연합단체인 경우 그 구성원인 노동조합 관련 사항 명 칭 조합원수 주된 사무소의 소재지 임 원 성 명 주 소 2개 이상의 사업 또는 사업장의 근로자로 구성된 단위노동조합의 경우에는 아래의 기재사항을 작성하시기 바랍니다. 사업 또는 사업장별 명칭 대표자 성명 소재지 조합원수 변 경 사 항 변 경 전 변 경 후 변 경 연 월 일 변 경 사 유 [☑ 설립신고] 2019년 ○월 ○일 본인 외 ○○명은 ○○○에서 노동조합 설립총회를 개최하고 「노동조합 및 노동관계조정법」 제10조제1항에 따라 노동조합의 설립을 신고합니다. 년 월 일 대표자 김 ○○ (서명 또는 인) 귀하 [☐ 설립신고사항 변경신고] 「노동조합 및 노동관계조정법」 제13조제1항에 따라 노동조합 설립신고사항 중 변경사항을 위와 같이 신고합니다. 년 월 일 신고인 (서명 또는 인) 귀하 구비서류 수수료 설립 규약 1부 없 음 변경 1. 변경사항을 증명할 수 있는 총회 또는 대의원회의 회의록이나 규약 등의 서류 1부 2. 설립신고증(변경신고증을 교부받은 사실이 있는 경우에는 변경신고증) 비고：기재란이 부족한 경우에는 별지에 작성하시기 바랍니다. 210mm×297mm(신문용지 54g/㎡(재활용품)) -- 30 of 624 -- 제1편 노동조합 설립 및 운영 11 노동조합 ☑ 설립 ☐ 설립신고사항 변경 신고서 처리기간 3일 명 칭 ○○○노동조합연맹 노동조합의 형태 단위노조(기업, 지역, 전국), 연합단체, 단위노조의 산하조직 주된사무소의 소재지(전화번호) ○○시 ○○구 ○○로 ○○ 조합원수 ○○○○명 소속된 연합단체의 명칭 ○○○총연맹 대 표 자 성명 김○○ 주민등록번호 711111-******* 주소 ○○시 ○○구 ○○로 ○○ 전화번호 02)3218-0000 소속 사업장 ○○기업(주) 소속부서 및 직책 생산팀 대리 임원 직책 부위원장 성명 이○○ 주소 ○○시 ○○구 ○○로 ○○ 직책 사무국장 성명 박○○ 주소 ○○시 ○○구 ○○로 ○○ 연합단체인 경우 그 구성원인 노동조합 관련 사항 명 칭 조합원수 주된 사무소의 소재지 임 원 성 명 주 소 ○○노동조합 ○○명 ○○시 ○○구 ○○로 ○○ 정○○ ○○시 ○○구 ○○로 ○○ ○○노동조합 ○○명 ○○시 ○○구 ○○로 ○○ 조○○ ○○시 ○○구 ○○로 ○○ 2개 이상의 사업 또는 사업장의 근로자로 구성된 단위노동조합의 경우에는 아래의 기재사항을 작성하시기 바랍니다. 사업 또는 사업장별 명칭 대표자 성명 소재지 조합원수 변경사항 변경전 변경후 변경연월일 변경사유 [☑ 설립신고] 2019년 ○월 ○일 본인 외 ○○명은 ○○○에서 노동조합 설립총회를 개최하고 「노동조합 및 노동관계조정법」 제10조제1항에 따라 노동조합의 설립을 신고합니다. 년 월 일 대표자 김 ○○ (서명 또는 인) 귀하 [☐ 설립신고사항 변경신고] 「노동조합 및 노동관계조정법」 제13조제1항에 따라 노동조합 설립신고사항 중 변경사항을 위와 같이 신고합니다. 년 월 일 신고인 (서명 또는 인) 귀하 구비서류 수수료 설립 규약 1부 없음 변경 1. 변경사항을 증명할 수 있는 총회 또는 대의원회의 회의록이나 규약 등의 서류 1부 2. 설립신고증(변경신고증을 교부받은 사실이 있는 경우에는 변경신고증) 비고：기재란이 부족한 경우에는 별지에 작성하시기 바랍니다. 210mm×297mm(신문용지 54g/㎡(재활용품)) -- 31 of 624 -- 2022 집단적 노사관계 업무매뉴얼 12 노동조합 ☑ 설립 ☐ 설립신고사항 변경 신고서 처리기간 3일 명 칭 ○○노동조합 노동조합의 형태 단위노조(기업, 지역, 전국), 연합단체, 단위노조의 산하조직 주된사무소의 소재지(전화번호) ○○시 ○○구 ○○로 ○○ 조합원수 ○○명 소속된 연합단체의 명칭 ○○○연맹 대 표 자 성명 김○○ 주민등록번호 711111-******* 주소 ○○시 ○○구 ○○로 ○○ 전화번호 02)3218-0000 소속 사업장 ○○기업(주) 소속부서 및 직책 생산팀 대리 임원 직책 부위원장 성명 이○○ 주소 ○○시 ○○구 ○○로 ○○ 직책 사무국장 성명 박○○ 주소 ○○시 ○○구 ○○로 ○○ 연합단체인 경우 그 구성원인 노동조합 관련 사항 명 칭 조합원수 주된 사무소의 소재지 임 원 성 명 주 소 2개 이상의 사업 또는 사업장의 근로자로 구성된 단위노동조합의 경우에는 아래의 기재사항을 작성하시기 바랍니다. 사업 또는 사업장별 명칭 대표자 성명 소재지 조합원수 ○○기업(주) 강○○ ○○시 ○○구 ○○로 ○○ ○○명 ○○기업(주) 양○○ ○○시 ○○구 ○○로 ○○ ○○명 변경사항 변경전 변경후 변경연월일 변경사유 [☑ 설립신고] 2019년 ○월 ○일 본인 외 ○○명은 ○○○에서 노동조합 설립총회를 개최하고 「노동조합 및 노동관계조정법」 제10조제1항에 따라 노동조합의 설립을 신고합니다. 년 월 일 대표자 김 ○○ (서명 또는 인) 귀하 [☐ 설립신고사항 변경신고] 「노동조합 및 노동관계조정법」 제13조제1항에 따라 노동조합 설립신고사항 중 변경사항을 위와 같이 신고합니다. 년 월 일 신고인 (서명 또는 인) 귀하 구비서류 수수료 설립 규약 1부 없음 변경 1. 변경사항을 증명할 수 있는 총회 또는 대의원회의 회의록이나 규약 등의 서류 1부 2. 설립신고증(변경신고증을 교부받은 사실이 있는 경우에는 변경신고증) 비고：기재란이 부족한 경우에는 별지에 작성하시기 바랍니다. 210mm×297mm(신문용지 54g/㎡(재활용품)) -- 32 of 624 -- 제1편 노동조합 설립 및 운영 13 2. 설립신고서 관할 행정관청 노동조합을 설립하고자 하는 자는 노조법 시행규칙 별지 제1호 서식에 의한 노동조합 설립신고서(규약 첨부)를 규약상 조직범위 등을 고려하여 관할 행정 관청* 에 제출(노조법 제10조제1항 및 동법 시행령 제33조제1항) * 고용노동부장관 / 지방고용노동관서장 / 시･도･제주특별자치도･세종특별자치시 / 시･군･구 (자치구) 가. 단위노동조합 등의 관할 행정관청 (1) 규약상 “전국단위”를 표방하는 노동조합 총연합단체를 상급단체로 하는 조직으로서 규약뿐만 아니라 실제 조합원이 지부 등의 형태로 전국 6개 지방고용노동청 관내에 모두 분포되어 있어 산업별 연합단체와 동등한 권한과 대우를 갖는 “전국규모의 산업별 단위 노동조합”은 고용노동부 본부 소관 본부 소관에 속하지 않는 전국규모의 산업별 단위노동조합과 산업별 연합단체를 상급단체로 하는 전국단위 노동조합은 고용노동부 지방관서 소관(노동조합과-1395, 2008.6.24.) (2) 규약상 “지역”을 조직범위로 하는 노동조합 규약상 2이상 특별시･광역시･도(특별자치도)를 조직범위로 하면 지방고용 노동관서 소관 ※ 사례: 서울･경기지역ㅇㅇ노동조합, 영남지역ㅇㅇ노동조합 규약상 2이상 시･군･구를 조직범위로 하면 특별시･광역시･도 소관 ※ 사례: 안양･군포지역ㅇㅇ노동조합 ⇒ 경기도청, 강남･서초지역ㅇㅇ노동조합 ⇒ 서울시청 1개 특별시･광역시･도(특별자치도) 및 1개 시･군･구만을 조직범위로 하면 당해 자치단체 소관 ※ 사례: 서울지역ㅇㅇ노동조합 ⇒ 서울시청, 충북지역ㅇㅇ노동조합 ⇒ 충북도청, 수원지역ㅇㅇ노동조합 ⇒ 수원시청, 종로지역ㅇㅇ노동조합 ⇒ 종로구청 -- 33 of 624 -- 2022 집단적 노사관계 업무매뉴얼 14 (3) 규약상 “사업(장)”을 조직범위로 하는 노동조합 1개 시･군･구내에 위치하고 있는 사업장(들)로 조직된 노동조합은 당해 시･군･구 소관 ※ 사례: 종로구 관내에 단일 사업장으로 조직된 노조 ⇒ 종로구청 2이상의 특별시･광역시･도(특별자치도)에 걸치는 수개의 사업장으로 구성된 기업에 조직된 노동조합으로 조합원도 각 사업장에 분포되어 있는 경우에는 고용노동부 지방고용노동관서 소관 ※ 사례1: 서울과 부산에 공장이 있는 회사의 노동조합이 각 공장에 조합원을 두고 있는 경우 ⇒ 고용노동부 지방관서 ※ 사례2: 증권･금융회사와 같이 전국에 지점을 두고 조합원들이 전국적으로 분포되어 있는 경우 ⇒ 고용노동부 지방관서 2이상의 특별시･광역시･도(특별자치도)에 걸치는 수개의 사업장의 근로 자로 조직된 노동조합이지만, 조합원이 특정 사업장에만 분포되어 있는 경우에는 조합원이 있는 당해 사업장이 어떻게 분포되어 있는지에 따라 관할 행정관청이 달라짐 ※ 사례1: 서울, 용인, 이천에 공장이 있으며, 조합원은 이천공장에만 있는 경우 ⇒ 이천시청 ※ 사례2: 서울, 용인, 이천에 공장이 있으며, 조합원은 용인･이천공장에 있는 경우 ⇒ 경기도청 ※ 사례3: 서울, 용인, 이천에 공장이 있으며, 조합원은 서울･용인공장에 분포되어 있는 경우 ⇒ 고용노동부 지방관서 -- 34 of 624 -- 제1편 노동조합 설립 및 운영 15 2이상의 시･군･구(자치구)에 걸치는 사업장의 근로자로 조직된 노동조합으로 조합원이 각 사업장에 분포되어 있는 경우에는 특별시･광역시･도(특별 자치도) 소관 ※ 사례: 용인, 이천에 공장이 있으며, 조합원이 각 공장에 분포되어 있는 경우 ⇒ 경기도청 2이상의 시･군･구(자치구)에 걸치는 사업장의 근로자로 조직된 노동 조합이지만, 조합원이 1개 시･군･구(자치구) 내의 사업장에만 분포되어 있는 경우에는 조합원이 있는 당해 사업장 관할 행정관청 소관 ※ 사례: 용인, 이천에 공장이 있으며, 조합원은 이천공장에만 있는 경우 ⇒ 이천시청 나. (총)연합단체의 관할 행정관청 총연합단체는 고용노동부 본부 소관 규약뿐만 아니라 실제 조합원이 단위노동조합 등의 형태로 전국 6개 지방고용노동청 관내에 모두 분포되어 있는 “전국규모의 산업별 연합 단체”는 고용노동부 본부 소관 산업별 연합단체라 하더라도 실제 조합원이 6개 지방고용노동청에 모두 분포되어 있지 않은 연합단체는 지방고용노동관서 소관 다. 지부･분회 등의 관할 행정관청 지역별･산업별 등 초기업 단위노동조합 산하의 지부･분회 등이 노조법 시행령 제7조에 따라 노동조합 설립신고를 하는 경우 - 본조 관할 행정관청이 고용노동부 또는 지방고용노동관서인 경우에는 지부･분회 등 산하조직의 주된 사무소 소재지를 관할하는 지방고용 노동관서가 관할 행정관청이며, - 본조 관할 행정관청이 지자체인 경우로 지부･분회 등이 2이상의 시･ 군･구를 범위로 하는 경우에는 광역자치단체, 그렇지 않을 경우에는 기초자치단체임(노사관계법제과-2044, 2009.7.3.) -- 35 of 624 -- 2022 집단적 노사관계 업무매뉴얼 16 ◈ 노동조합의 사무소의 소재지를 어디로 할 것인지에 대하여 노조법상 별도의 규정이 없으므로 노동조합의 조직형태, 단체교섭의 당사자와 관계, 노동조합활동의 주된 장소, 사무실 확보 가능 여부 등 제반사정을 종합적으로 감안하여 당해 노동조합이 결정하는 것이며, 설립신고증을 교부 받은 노동조합이 사무실이 마련되지 않아 조합원들이 상시적으로 근무하는 소재지 주소를 기재 하였다고 하여 노동조합의 실체가 없다고 볼 수 없으며 이를 허위기재라고 보기 어려울 것임 (노조 68107-13, 2002.1.5.) ◈ 노동조합 및 노동관계조정법(이하 ‘노조법’) 제10조 등에 따라 지방자치단체가 수행하는 노동조합 관련 업무는 ’98.2.20.과 ’06.12.30. 노조법 개정에 따라 우리부가 지방자치단체에 이관한 것으로서 동 업무는 지방자치단체의 자치사무라 할 것임. 따라서 지방자치법 제104조에 따라 지방자치단체의 장은 조례나 규칙으로 정하는 바에 따라 그 권한을 보조기관 등에게 위임할 수 있음(노사관계 법제과-748, 2019.3.13.) 조직변동에 따라 관할 행정관청이 변경되었다고 판단되는 경우의 조치 설립신고증 교부 이후 노동조합의 확대･축소 등으로 관할 행정관청이 변경된 경우에는 노조법 제13조, 노조법 시행령 제10조, 노조법 시행규칙 제5조를 유추 적용하여 행정관청 업무이관 절차를 진행 -- 36 of 624 -- 제1편 노동조합 설립 및 운영 17 Ⅲ. 설립신고서 검토 1. 기본원칙 설립신고서 내용검토는 원칙적으로 행정관청에 제출된 설립신고서와 규약을 기초로 심사함(노조법 제12조제2항) - 다만, 노동조합 설립신고와 관련하여 이해관계인의 진정, 이의신청 등이 있는 경우에는 사실조사를 병행 ※ 노조설립신고서 및 규약 등 신고서류의 보존기간은 “영구”이고, 추후 신고서류가 필요할 수 있어 신고접수 시 관련 서류를 보관(노사누리 등재 등) ◈ 노동조합 설립신고에 대한 심사와 그 신고서 반려는 근로자들이 자주적이고 민주적인 단결권을 행사 하도록 하기 위한 것으로서 만약 노동조합의 설립을 단순한 신고나 등록 등으로 족하게 하고, 노동조합에 요구되는 자주성이나 민주성 등의 요건에 대해서는 사후적으로 차단하는 제도만을 두게 된다면, 노동조합법상의 특권을 누릴 수 없는 자들에게까지 특권을 부여하는 결과를 야기 하게 될 뿐만 아니라 노동조합의 실체를 갖추지 못한 노동조합들이 난립하는 사태를 방지할 수 없게 되므로 노동조합이 그 설립 당시부터 노동조합으로서 자주성 등을 갖추고 있는지를 심사하여 이를 갖추지 못한 단체의 설립신고서를 반려하도록 하는 것은 과잉금지원칙에 위반되어 근로자의 단결권을 침해한다고 볼 수 없다(헌법재판소 2012.3.29. 2011헌바53). ◈ 노동조합이 행정관청으로 하여금 설립신고를 한 단체에 대하여 노조법 제2조제4호 각목에 해당 하는지를 심사하도록 한 취지가 노동조합으로서의 실질적 요건을 갖추지 못한 노동조합의 난립을 방지함으로써 근로자의 자주적이고 민주적인 단결권 행사를 보장하려는데 있는 점을 고려하면, 행정관청은 당해 단체가 노조법 제2조제4호 각목에 해당하는지 여부를 실질적으로 심사할 수 있다고 할 것이다(대법원 2014.4.10. 선고 2011두6998 판결). -- 37 of 624 -- 2022 집단적 노사관계 업무매뉴얼 18 2. 설립신고서 및 규약 심사 구분 확인해야 할 주요사항 확인방법 설립신고서 기 재 사 항 (노조법 제10조제1항 각호, 시행규칙 별지 제1호 서식) ◦ 명칭 ◦ 주된 사무소의 소재지 ◦ 조합원 수 ◦ 임원의 성명과 주소 ◦ 소속된 연합단체가 있는 경우에는 그 명칭 ◦ 연합단체인 노동조합인 경우 - 구성노동단체의 명칭･조합원수･주된 사무소의 소재지, 임원의 성명･주소 ◦ 2이상의 사업 또는 사업장의 근로자로 구성된 단위 노동조합인 경우 - 사업 또는 사업장별 명칭･조합원수･대표자의 성명, 조합원수 ◦ 설립신고서 설 립 신 고 서 첨 부 서 류 (노조법 10조제1항, 시행규칙 제2조) ◦ 규약 ◦ 첨부서류 노 동 조 합 결 격 사 유 (노조법 제2조제4호) ◦ 사용자 또는 항상 그의 이익을 대표하여 행동하는 자의 참가를 허용하는지 여부(P.29 참조) - P.30의 판례 기준 등에 따라 ①사업주, ②사업의 경영 담당자, ③그 사업의 근로자에 관한 사항에 대하여 사업 주를 위하여 행동하는 자, ④항상 사용자의 이익을 대표 하여 행동하는 자에 해당하는지를 검토 - 판례: 소속 직원의 업무분장, 근태관리 등에 관하여 전결권을 부여받은 직원의 경우 ③에 해당하여 노조 가입 대상이 아닌 것으로 판결한 바 있음 ◦ 경비의 주된 부분을 사용자로부터 원조받는지 여부 ◦ 공제･수양 기타 복리사업만을 목적으로 하는지 여부 ◦ 근로자가 아닌 자* 의 가입을 허용하는지 여부 * 단, ‘해고자 또는 구직중인 자’라는 이유로 근로자가 아닌 자로 해석해서는 아니됨 - 기업별 노동조합의 경우 노동조합의 임원이 해당 사업 (장)의 종사근로자인지 여부 ◦ 주로 정치운동을 목적으로 하는지 여부 ◦ 설립신고서 ◦ 규약 ◦ 필요시 회의록 등 관련서류 검토 -- 38 of 624 -- 제1편 노동조합 설립 및 운영 19 구분 확인해야 할 주요사항 확인방법 규약의 기재사항 누락 또는 허위 여부 (노조법 제11조, 제12조제2항) ① 명칭 - 단위노동조합(기업･지역･전국), 지부, 연합단체 등을 구별할 수 있는 적정명칭 사용 여부 ② 목적과 사업 - 노동조합의 목적과 사업이 노조법 제2조제4호에 부합되는지 여부 ③ 주된 사무소의 소재지 - 규약과 설립신고서상의 주된 사무소의 소재지 일치 여부(단, 규약에 구체적으로 세부 주소지까지 명시할 필요는 없음) ④ 조합원에 관한 사항 - 조합원의 범위, 조합원의 가입･탈퇴절차 등 - 사용자의 이익대표자 등 조합원이 될 수 없는 자의 가입허용 여부 - 근로자가 아닌 자의 가입허용 여부 - 연합단체인 노동조합의 경우에는 그 구성단체에 관한 사항 ∙ 구성단체의 범위 적정성 여부 ※ 산업별 연합단체: 동종산업의 단위노동조합 ※ 총연합단체: 전국규모의 산업별 연합단체 또는 산업별 단위노동조합 ⑤ 소속된 연합단체가 있는 경우 그 명칭 - 규약과 설립신고서에 기재한 연합단체와의 일치여부 - 설립신고증이 교부되지 아니한 연합단체를 소속 연합 단체로 하였는지 여부 ⑥ 대의원회에 관한 사항(대의원회를 두는 경우) ⑦ 회의에 관한 사항 ◦ 설립신고서 ◦ 규약 ◦ 필요시 회의록 등 관련서류 검토 -- 39 of 624 -- 2022 집단적 노사관계 업무매뉴얼 20 구분 확인해야 할 주요사항 확인방법 ⑧ 대표자와 임원에 관한 사항 - 노동조합의 임원 자격은 규약으로 정할 수 있으나, 기업별 노동조합의 경우 사업(장)에 종사하는 조합원 중에서 선출 - 임원의 선거절차의 법 위반 여부 ･ 선거의 의결정족수 충족 여부 (노조법 제16조제2항 및 제3항) ･ 조합원의 직접･비밀･무기명투표 실시 여부 (노조법 제16조제4항) ⑨ 조합비 기타 회계에 관한 사항 - 회계감사 결과의 조합원 공개 여부 (노조법 제25조제1항) ⑩ 규약 제정･변경에 관한 사항 - 제정･변경절차 법 위반 여부 (노조법 제16조제2항 내지 제4항) ･ 의결기관의 적법성 ･ 의사 및 의결정족수 충족 여부(재적조합원 과반수의 출석, 출석조합원 3분의 2 이상 찬성) ･ 조합원의 직접･비밀･무기명 투표 실시 여부 ⑪ 해산에 관한 사항 - 해산사유 기재 여부 - 재적조합원 과반수 출석, 출석조합원 3분의 2 이상의 찬성 여부(노조법 제16조제2항) ⑫ 쟁의와 관련된 찬반투표 결과의 공개, 투표자 명부 및 투표용지의 보존･열람에 관한 사항 - 쟁의행위 투표절차: 종사근로자인 조합원들의 직접･ 비밀･ 무기명 투표에 의한 종사근로자인 조합원 과반수 찬성 (노조법 제41조제1항) -- 40 of 624 -- 제1편 노동조합 설립 및 운영 21 구분 확인해야 할 주요사항 확인방법 ⑬ 대표자와 임원의 규약 위반에 대한 탄핵에 관한 사항 - 임원의 해임: 조합원의 직접･비밀･무기명 투표, 재적조합원 과반수의 출석과 출석조합원 3분의 2 이상의 찬성 여부(노조법 제16조제2항 및 제4항) ⑭ 임원 및 대의원의 선거절차에 관한 사항 - 기업별 노동조합의 경우 종사근로자인 조합원 중에서 선출되었는지 여부(노조법 제23조제1항 및 제17조 제3항) - 조합원의 직접･비밀･무기명 투표에 의해 선출되 었는지 여부(노조법 제16조제4항 및 제17조제2항) ⑮ 규율과 통제에 관한 사항 -- 41 of 624 -- 2022 집단적 노사관계 업무매뉴얼 22 Ⅳ. 설립신고증 교부 1. 처리기한 가. 설립신고서 접수시 설립신고서는 접수일로부터 3일 이내에 처리하는 것이 원칙(노조법 제12조 제1항) - 설립신고서에 보완 및 반려사유가 없는 경우에는 노조법 시행규칙 별지 제12호 서식에 따른 노동조합 설립신고증을 작성하여 교부(노조법 제12조제1항) - 보완사유가 있는 경우에는 보완요구(노조법 제12조제2항, 시행령 제9조 제1항) - 반려사유가 있는 경우에는 반려(노조법 제12조제3항) 【참고】 민원사무의 처리기간(｢민원 처리에 관한 법률｣ 제19조) ① 민원의 처리기간을 5일 이하로 정한 경우에는 민원사항의 접수시각부터 “시간” 단위로 계산하되, 공휴일 및 토요일을 산입하지 아니한다. 이 경우 1일은 8시간의 근무시간을 기준으로 한다. ② 민원의 처리기간을 6일 이상으로 정한 경우에는 “일” 단위로 계산하고 첫날을 산입하되, 공휴일과 토요일은 산입하지 아니한다. ③ 민원의 처리기간을 주･월･년으로 정한 경우에는 첫날을 산입하되, ｢민법｣ 제159조부터 제161조까지의 규정을 준용한다. ◈ 행정관청이 노동조합의 설립신고서를 접수한 때에는 3일 이내에 설립신고증을 교부하도록 되어 있다 하여 그 기간 내에 설립신고