후원로펌 뉴스레터

본문 바로가기

HOME > 후원로펌 현황 > 후원로펌 뉴스레터

후원로펌 현황

[법무법인 광장] National Assembly Passes “Blind Hiring” Bill for Recruitment Reform

페이지 정보

작성일19-05-06 22:19

본문


상단 이미지

National Assembly Passes “Blind Hiring”
Bill for Recruitment Reform

Recently, the National Assembly of Korea passed legislative amendments to the Fair Recruitment Procedure Act (“FRPA”) as part of the reform efforts to address the country’s highly intrusive/corruption-prone recruitment culture. The latest amendment – dubbed the “blind hiring” bill – expands the FRPA to prohibit any type of recruitment irregularities (e.g., improper solicitation, coercion, pressure) and, more importantly, bars employers from asking jobseekers to provide any information unrelated to the position and the applicant’s merit. The amended FRPA will go into effect starting July 17, 2019. 
Summary of the Legislative Amendment
The “blind hiring” bill  prohibits employers with thirty (30) or more employees from (i) requesting job applicants' personal information unrelated to the position, and (ii) engaging in any recruitment irregularities, including any lobbying, coercion or undue pressure.
 Key ProvisionsPenalty
Prohibition against Recruitment IrregularitiesNo person may engage in any of the following acts that may infringe upon the fairness of recruitment process:  
상단 이미지Any lobbying, coercion or undue pressure in connection with recruitment practices상단 이미지Administrative fine up to KRW 30 million (approx. USD 30,000)
상단 이미지Receiving or offering any pecuniary value,  gift or entertainment in connection with recruitment practices  
Prohibition against Request for Personal InformationEmployers may not request or collect any of the following information unrelated to the performance of the job: 
상단 이미지Applicant’s physical attributes (i.e., appearance, weight, height)상단 이미지Administrative fine up to KRW 5 million (approx. USD 5,000)
상단 이미지Applicant’s hometown, marital status, assets
상단 이미지School affiliation, occupation and assets of the applicant’s siblings and immediate family members 
Potential Impact on Your Business
In light of the growing government scrutiny, businesses in Korea are strongly advised to review their recruitment policy and assess its compliance with the upcoming change in regulatory landscape. Specifically, we encourage companies to:
상단 이미지Examine the past recruitment history to identify any case(s) of recruitment irregularities;
상단 이미지Review and revise the company’s code of ethics and/or employment rules currently in place to ensure fair and non-discriminatory hiring;
상단 이미지Eliminate any request or attempt to collect information unrelated to the position or the applicant’s merit from all documentation/forms used in the recruitment process. Examples of “information unrelated to the position” include, without limitation: (i) physical appearance, marital status, hometown or assets of the applicant and (ii) school affiliation, occupation and assets of the applicant’s family members.
Lee & Ko boasts a successful track record in handling disputes arising out of recruitment irregularities and hiring practices. With extensive experience in this area of practice, we have consistently delivered practical solutions tailored to the needs of each client. Should you need any assistance in this area of law, please do not hesitate to contact Lee & Ko.
─ CONTACT ─
Keum Nang PARK
Sang Hoon LEE
T:+82.2.772.4345
E:sanghoon.lee
@leeko.com
profile>
Jung Hyun UHM
Chang Soo JIN
T:+82.2.6386.6290
E:changsoo.jin
@leeko.com
Profile>
Eunkyoung LYU
Hyunseok SONG
T:+82.2.772.4691
E:hyunseok.song
@leeko.com
Profile>
Eunkyoung LYU
William KIM
T:+82.2.772.5944
E:william.kim
@leeko.com
Profile>
For more information pertaining to this newsletter, please contact the attorneys identified on the right.
The Lee&Ko Legal Newsletter is provided for general information purposes only and should not be considered as the rendering of legal advice for any specific matter. If you no longer wish to receive our newsletter service, please click here or reply to this email stating UNSUBSCRIBE in the subject line. The contects and opinions expressed in the Lee&Ko Legal Newsletter are protected by law against any unauthorized use.
후원로펌 뉴스레터 목록
번호 제목 날짜
2804 [법무법인(유) 세종] 개인정보보호위원회, 「개인정보 처리방침 작성지침」 개정 새글 2024-05-17
2803 [법무법인(유) 세종] 정부 가이드라인에 따라 기존 업체와 위탁거래를 중단하고 그 업무를 자회사로 위탁한 것이 공정거래법상의 부당거절행위 등에 해당하지 않음을 인정받은 사례 새글 2024-05-17
2802 [법무법인(유) 세종] 미국 상무부의 알루미늄 압출재 덤핑‧보조금 조사 특징 및 시사점 새글 2024-05-17
2801 [법무법인(유) 세종] 후순위 대주의 공매절차중지가처분 신청을 성공적으로 방어한 사례 새글 2024-05-17
2800 [법무법인(유) 세종] 개인정보보호위원회, 전 분야 마이데이터 추진을 위한 「개인정보 보호법 시행령」 개정안 입법예고 새글 2024-05-17
2799 [법무법인(유) 세종] 세종Law Focus - Vol.235 (2024.05.07~05.12) 새글 2024-05-17
2798 [법무법인(유) 세종] 美 대통령, 對 러시아 · 이란 추가 제재를 포함한 국가안보패키지법률 서명 새글 2024-05-17
2797 [법무법인(유한) 대륙아주] ESG 본부 이슈리포트_Vol.58 새글 2024-05-16
2796 [법무법인(유한) 대륙아주] AI 이슈리포트 - AI를 활용한 딥페이크 음란물 규제 새글 2024-05-16
2795 [법무법인(유한) 대륙아주] 금융자본시장대응 이슈리포트 새글 2024-05-16
2794 [법무법인(유) 광장] 전 분야 마이데이터 추진을 위한 개인정보 보호법 시행령 개정안 입법예고 새글 2024-05-16
2793 [법무법인(유한) 태평양] 중국 「국가안전기관 행정집행절차 규정」상 전자장치의 검사 등 관련 주요내용 및 시사점 2024-05-15
2792 [법무법인(유한) 태평양] 영국 「중재법(Arbitration Act)」의 주요 개정내용 및 시사점 2024-05-15
2791 [법무법인(유한) 태평양] 「게임산업 진흥 종합계획(2024~2028)」의 주요내용 및 시사점 2024-05-15
2790 [법무법인(유한) 태평양] 중대재해사건 동향: 내사종결 - 자동차부품 제조업체 기계 협착 사망사고 2024-05-15
게시물 검색

사단법인 인하우스카운슬포럼 In-House Counsel Forum

주소 : 서울시 강남구 테헤란로 625, 17층 | 고유번호 : 107-82-14795| 대표자 : 박철영| 대표전화 : 02-6091-1998

E-mail : reps@ihcf.co.kr

Copyright(C) IHCF KOREA. ALL RIGHTS RESERVED.

모바일 버전으로 보기