`33;An employer shall make a labor contract with all employees hired directly by the company. 

`33;An employer shall clearly state the terms of working conditions at the time of making a labor contract.

`33;A Registry of the workers shall be made and preserved.

`33;For each minor under 18, an employer shall keep in the workplace a certificate proving his/her family relationships and written consent of his/her parent or guardian.

`33;When an employer intends to have a female aged 18 or older work at nighttime and on holiday, the employer shall obtain the consent of the female concerned.

`33;       An employer shall not have a pregnant female, or one who is younger than 18, work at night and on holidays.

`33;Employees’ contractual working hours shall not exceed forty (forty-four) hours per week and eight hours per day excluding recess hours.

`33;Extended work shall be implemented with agreement with the worker, and extended working hours shall not exceed 12 hours per week.

`33;An employer shall additionally pay fifty percent or more of the ordinary wages for extended work, night work or holiday work.

`33;Wages shall be paid in full to worker in cash and at least once per month on a fixed day.

`33;If a worker retires, an employer shall pay the wages, compensations, and other money or valuables within 14 days after the cause for such payment has occurred; however, the period, under special circumstances, may be extended by the mutual agreement between the parties concerned.

`33;An employer shall allow on the average one or more paid holiday per week to a worker who attended contractual working days per week. 

`33;When an employer works on paid holiday an employer will pay additional wages (fifty percent or more of the ordinary wages).  When an employer works on paid holiday, an employer shall pay base pay, wages related to holiday work, and additional allowance respectively.

`33;An employer shall grant 15 days' paid leave to a worker who has registered more than 80 percent of attendance during one year. After the first year of service, an employer shall grant one day's paid leave for each two years of consecutive service.

`33;An employer shall grant one day's paid leave per month to a worker whose consecutive service period is shorter than one year, if the worker has offered work without an absence throughout a month.

`33;If the employer has taken measures to promote the use of paid leave, the employer shall have no obligation to compensate the worker for the unused leave.

`33;An employer shall grant a pregnant female worker 90 days of maternity leave before and after childbirth. In such case, 45 days or more shall be allocated after the childbirth. The first 60 days' leave shall be with pay.

`33;An employer shall, upon the request of a female worker, grant her one-day menstruation leave per month.

`33;No employer shall dismiss a worker without justifiable reasons. If an employer intends to dismiss a worker, the employer shall notify the worker of reasons for dismissal and the date of such dismissal in writing.

`33;An employer shall give an advance notice to a worker at least thirty days before dismissal. If the notice is not given thirty days before the dismissal, ordinary wages of more than thirty days shall be paid to the worker.

`33;An employer ordinarily employing ten workers or more shall prepare the Rules of Employment (ROE) and file it with the Minister of Labor.

`33;If any amendments to the Rules of Employment (ROE) occur, the employer shall file the amendments with the Minister of Labor.

`33;An employer shall keep workers informed of the main points of the Rules of Employment (ROE), by posting at all times or keeping them where workers have free access.

`33;When the employee retired, the employer shall pay 30 days or more of average wage for each year of consecutive service within 14 days.

`33;An employer shall pay the workers wages not less than the minimum wage rate.

`33;An employer shall inform workers of the minimum wage concerned by displaying it where it can be easily seen by the workers, or by other appropriate means. 

`33;An Employer shall conduct employee education to prevent sexual harassment at the work place once or more times a year

`33;An employer shall conduct an education in order to prevent sexual harassment at work once or more per year.

`33;An employer shall keep the documents related to the matters for three years.

`33;An employer shall not discriminate against men or women based on gender in recruitment and hiring.

`33;An employer shall allow, when a worker with a nursling and infant aged less than three years applies for the childcare leave to take care of the infant, the childcare leave.

`33;An employer shall pay the equal wage for the work of equal value in the same business.

`33;An employer shall not discriminate against men or women in other payments besides wages, welfare, training, deployment, and promotion.

`33;An employer shall not discriminate against men or women with respect to retirement age limit, retirement, and dismissal.

`33;A male employee who applies for leave because of his wife’s childbirth shall be given 3 days of paternity leave.

`33;An employer shall establish bylaws of Labor-Management Council and shall submit it to the Labor Office.

`33;A Council shall hold meetings once every three months.

`33;       Grievance Handling Members shall consist of three members or less representing labor and management.

`33;       A grievance handling member shall draw up and keep a ledger relating to the receipt and handling of grievances and preserve it for one year.

`33;       An employer, a sending employer and a using employer shall implement the final judgment order for correction if he/she receives it from the labor relations commission or the court.

`33;       An employer shall not give discriminatory treatment regarding wages and other working conditions against non-regular employees (fixed-term employees, part-time employees, and dispatched employees) on the grounds of their employment status compared with other workers engaged in the same or similar jobs under a labor contract without a fixed term in the business or workplace concerned.

`33;       When an employer makes a labor contract with fixed-term or part-time employees, he/she shall clearly state in writing matters described in Article 17 of the Short-term Employee Act.

`33;       An employer may hire fixed-term employees for a period not to exceed two. If an employer hires fixed-term employees for more than two years, the fixed-term employees shall be considered as workers who have made a labor contract with no fixed term.

`33;       A using employer shall not receive the labor service from a worker dispatch of unauthorized dispatch companies or shall not use a dispatched employee in a position not allowed for dispatch.

`33;       The length of a dispatch period shall not exceed one year. If there is an agreement between the sending employer, the using employer, and the dispatched worker, the period may be extended. In this case, the extended period, if extended once, shall not exceed one year, and the total dispatch period, including the extended period, shall not exceed two years. If a using employer continues to use the dispatched worker in excess of two years, he/she shall directly employ the dispatched worker concerned.

`33;       In case where a sending employer has not been able to pay the wages of a dispatched worker due to causes attributable to the using employer, the using employer shall be liable jointly with the concerned sending employer.