예술강사 처우 및 근로조건의 제도적 문제점과 개선방안

서지정보

ㆍ발행기관 : 한국문화예술교육학회 ㆍ수록지정보 : 모드니 예술 / 10권
ㆍ저자명 : 이석종

목차

Ⅰ. 예술강사지원사업의 개요 및 추진체계
Ⅱ. 예술강사 근로조건의 제도적 문제점
Ⅲ. 예술강사 근로조건의 개선방안
Ⅳ. 결 론

영어 초록

You can find out the core problems of art instructors’ working conditions from the contract type and user characteristics.
First of all, user characteristics represents who is the real employer among Korea Arts & Culture Education Service(KACES), the local organizations for management, and Ministry of Culture, Sport and Tourism(MCST). Although MCST and KACES are the main agents for management and make the guidelines for the contract, KACES claims that the local organizations for management are the real employers by the reason why art instructors make a contract with the local organizations for management. If the local organizations for management are the real employers as it claims, they should have the right to accommodate the art instructors’ demands as like the increasing wages through collective bargaining. If the local organizations for management don’t have this right, we cannot say that the local organizations for management are the main employers. This can be considered as the violation of related laws, with the purpose to avoid labor laws for the local organizations looking like users. Therefore, the Ministry of Culture, Sport and Tourism and Korea arts & culture education service should accept to the collective bargaining of the art instructors with acknowledgment that they are the real employers.
Contract type is as follows. Distortion of contract type causes many problems such as the issues of health insurance and unemployment benefit etc. Obviously, art instructors make the control of lesson schedule and plans with the schools in January and February. They also are required to prepare the classroom materials including lesson plans and syllabus for lessoning. Because of this, art instructors are working throughout. In addition, they collect teaching materials and data for the lessons and report the continual assessment online. As they work in and out of class, it is not a rational point of view that teaching is the only work they do. Therefore art instructors’ contract should be renewed after 12 months, and they who are continuously employed over 24 months should be changed to the permanent contracted employee. If so, we will be able to have a solution for these issues of employment instability and unemployment benefits.
As a result, Korea arts & culture education service should change the present contract condition with the permanent contracted employee through 12 months contract, and provide a solution for the problems of working condition and treatment through collective bargaining with the art instructors. What you call, the competition is a driving force of advancement. But this could have a negative effect on employees. The unlimited competition brings employment instability and increase level of stress. Nobody thinks it provides a positive effect to learners. Employment instability decreases the creativity and humanity as a human of the artist. It further hurts the sense of duty as a instructor Without any changes of awareness, the educational and artistic value of this art instructor support project will be decreased.
In addition, the number of hours for lessons should be secure for art instructors. When the number of hours and guarantee of minimum lessons are provided with a stable income to live on, art instructors can focus on their own work.

참고 자료

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