ថ្ងៃសង្ឃឹម

បណ្ឌិតស្រុកស្រែ

2010-06-10T19:52:00.005+07:00

ការស្តាប់រឿងកំប្លែងនាំអោយយើងរំសាយទុក្ខដោយមិនដឹងខ្លួន។ ល្ងាចថ្ងៃសុក្រចុងសប្តាហ៏មុន ខ្ញុំបានមើលរឿងកំប្លែងតាមយូធ្យូប ហើយផ្ទុះសំនើចឡើង ពេលលឺតួអង្គម្នាក់ក្នុងរឿងពោលថា "បើមិនបានបួសសងគុណម្តាយ ក៏កើតស្វាយសងគុណឪពុកដែរ។" សំដីគាត់ធ្វើអោយខ្ញុំនឹកឃើញដល់មិត្តខ្ញុំម្នាក់ដែលអ្នកស្រុកអ្នកភូមិតែងនិយាយតៗគ្នាមិនដាច់ តាំងពីដើមរហួតដល់ចុងភូមិថាគាត់ជាអ្នកចេះដឹងទាំងផ្លួវលោក នឹងផ្លូវធម៌។ គាត់មានធ្វីមាត់ខ្លាំងណាស់ និយាយមិនដែលទល់ឡើយ។ អ្នកស្រុកបានផ្តល់ងារអោយគាត់ថា "លោកបណ្ឌិតស្រុកស្រែ" ។ វាមិនជារឿងចំឡែកទេ ដែលគាត់មានភាពល្បីល្បាញបែបនេះ ព្រោះនៅជនបទ មនុស្សតិច ហើយរាបអានគ្នាណាស់តាំងពីជីតារហូតដល់ចៅ។ ហេតុនេះហើយ រឿងអ្វីក៏លាក់មិនជិតពីភ្នែកញាតិញ៉ោមដែរ។ កុំថាឡើយតែមានសង្សារ សូម្បីតែនរណាលួចស្រឡាញ់នរណា ក៏គេចមិនផុតពីភ្នែកត្រចៀកអង្គការភ្នែកម្នាស់នេះដែរ។ លក្ខណៈពិសេសនេះ ធ្វើអោយទីជនបទក្លាយជាភាពស្ងប់សុខជាទីក្រៃលែង។

មិត្តខ្ញុំជាមនុស្សឧស្សាហ៏ នឹងស្វាហាប់ក្នុងវិស័យកសិកម្ម។ គាត់មានទស្សនៈថា ក្រៅពីអំពើល្មើសច្បាប់សង្គម ឬប្រាសចាកប្រពៃណីទំនៀមទំលាប់ល្អរបស់ជាតិ ការងារណា ក៏ដូចការងារណាដែរ សុទ្ធតែមានតំលៃ។ ពិសេស មិនចាំបាច់តែធ្វើមន្រ្តីទេ មុខរបរជាកសិករកាប់គាស់កកាយធរណីក៏អាចនាំអោយមានជីវភាពធូរធា និងមានកិត្តិយសគ្រាន់បើដែរ។ ក្រៅពីនេះ ការងារហត្ថកម្មធ្វើអោយមានសុខភាពល្អ ព្រោះគាត់មិនដែលឃើញ អ្នកស្រែណាកើតជំងឺលើសឈាម រឺជំងឺបេះដូងឡើយ។ ហើយលើសពីនេះទៀតគាត់អាចមើលថែរក្យាឳពុកម្តាយគាត់នៅពេលជរា។

ម្តាយគាត់តែងតែផ្តល់ប្រាក់អោយគាត់ដើម្បីយកមកផ្គត់ផ្គង់ការសិក្សារបស់គាត់នៅទីក្រុង។ មុននឹងអោយប្រាក់ទៅមិត្តខ្ញុំ គាត់បានប្រដៅថា "កូនឯងមុននឹងចាយវាយ ត្រូវចេះគិតពិចារណាផង។ ពិសេសកុំចាយខ្ចះខ្ជាយពេក។ កូនឯងត្រូវដឹងថា លុយពិបាករកណាស់។" បណ្ខិតយើងតបវិញយ៉ាងហាមបឹល(Humble)ថា "អ្នកម្តាយ កុំបារម្ភពីរឿងនេះអី។ កូនដឹងច្យាស់ណាស់ថា លុយពិបាករក ព្រោះរាល់ថ្ងៃ នេះ ទំរាំខ្ញុំបានលុយប៉ាវសង្សាខ្ញុំញ៉ាំតែគុជ នឹងសបពីញ ខ្ញុំត្រូវចំណាយពេលរកលុយនៅក្នុងខ្នើយផង នឹងរកក្នុងខាប់អង្ករផង។ ហ៊ឺ ពិបាកណាស់។"

នេះបានជា បណ្ឌិតដែលចេះសព្វ ហើយដែលមិនស្គាល់ថាពាក្យទល់ច្រកមែន។ គាត់ចេះកំប្លែង រហូតដល់ម្តាយគាត់រកពាក្យនិយាយលែងកើត មានតែសើចលឺសូហ្គាៗ។

ការប្រមូលឯកសារពាក់ពន័្ធនឹងខេ្តតកំពត(ត)

2010-06-09T11:22:00.001+07:00

http://gosiemreap.com/index.php?option=com_content&view=article&id=134%3Akampot-province&catid=44%3Aprovinces&Itemid=27&lang=
Kampot Province
Wednesday, 30 December 2009 11:34

Situated in the central of Cambodia, Kompong Thom is a pleasant country town where visitors can have plenty of activities. The town is well situated as a crossroad to the important sights of Angkor temple complex, Prea Vihear Temple, and the ancient capital of Sombor Prey Kuk. The town has a nice layout and is situated on the banks of the Sen Rive, which is a long, winding body of water that originates in the Dangrek Mountains.
With its 13,814km² populations of 642,932, comprising 310,150 males and 332,782 females. The percentage of female’s population is about 52. The province consists of 8 districts, 81 communes and 737 villages. The district of Stung Sen constitutes the urban portion of the province.
Phnom Bokor
Phnom Bokor is about 12 kilometers west o Kampot provincial town. The mountain was discovered by a group of foreigners in 1917 and later organized by a Frenchman named Roulouse on April 13, 1922, during the reign of the King Sisowath. During colonial times, Phnom Boker was a place of the coastal plain.
The mountain is 1,075 meters high and the temperature at the top is often quite cool. Because the road is poor, the 30 meters trip from the base to the top of the mountain can take up to two hours and sometime longer, depending on the mode of transportation. Those who make the trip, however, will find a lust forest, large rocks shaped like animals and sailing junks, as well as a spectacular panoramic view of the Kampot Countryside, of Sihanoukville and of the bright, blue sea.
During then-Prince Norodom Sihanouk’s SangKum Reastr Niyum regime became a small town, Borei Bokor. Today, most of those buildings are dilapidated and no longer in use. The mountain also features a three-stage waterfall and a Popok Vil1, which are about 7 kilometers from Borei Bokor.
Teuk Chhu
Teuk Chhu is located in Snomprampi village, Makprang commune, Kampot district, about 8 kilometers north of Kampot provincial town. Its main attraction is a stream that flows from Phnom Penh Damrei via Phnom Kamchay. The cool, clear water flows over large rocks year round. This is a good place for swimming or bathing.
There are many kinds of delicious fruit available, including durian, mangos teen, rambutan. Mak prang, pineapple, grapefruit, custard apple and coconut. Only the durian, however, is available year around. Not far from Teuk Chhu is a zoo and plantation organized by His Excellency Nhim Vanda. The zoo raises animals, while the plantation grows a variety of fruit trees, including durian, rambutan and other fruits.
Phnom Kampong Trach
Phnom Kampong Trach is located a South Damnak Kuntuot commune, Kampong Trach district, about 38 kilometers east of Kampot provincial town. It is a rocky mountain with few plants. The site includes a cave at the foot of the mountain, as well a number of small mountain wells that local people of Cambodian, Chinese and Vietnamese descent use for worship.
One of mountain wells is 30 meters in diameter, and its soil is seven different colors. Several smaller wells have artistic stones that look like animals and other objects. From this large well, there is a cave way to Viel Sre Muoy Roy and Thma Dos wells, which were used by filmmakers in the 1970s. There are a Chinese-Vietnamese pagoda at the foot of the mountain, and a Khmer pagoda in front of the Entrance to the cave. The monk at the pagoda and the monastery committee are working together to preserve the cave.
Prek Ampil
Prek Ampil is located on the coast in Koh Toch commune, Kampot district, about 18 kilometers west of the provincial town. Prek Ampil feature a white sand beach with thousands of mangrove and coconut trees growing nearby, ,making the site ideal for visitors looking for a pleasant place to relax. In addition, there is an array of fresh seafood such as crab, cuttlefish, lobster and snails, as well abundant coconut juice. The waters off of Prek Ampi are rich in corals, a natural attraction that could attract tourists who enjoy snorkeling or scuba diving.
With the exception of Teuk Chhu, one of the sites listed above have been developed for tourism, although efforts have been made to stop further destruction at the sites. To-day, locals and some foreigners visit the sites to do research.
Most of the handicrafts made sea shells and corals that are popular with tourists are made in Kampot province.
Shell HandicraftThis handicraft is sold along the beaches and is very popular with tourists.
CoralsCorals are also popular with visitors. The coral is washed until it is white, and sold along the beach to local and foreign visitors. Because coral is rapidly disappearing from the sea and oceans, however, environmentalists discourage tourists from buying these souvenirs.
Salt ProductsSalt Products are among the items Cambodia produces for export. Cambodian can produce enough salt or use inside the country also for export. Most of the products are made Kampot District nearby the sea.

ការប្រមូលឯកសារពាក់ពន័្ធនឹងខេ្តតកំពត(ត)

2010-06-09T11:18:00.001+07:00

http://www.asiadiscoverytour.com/index.php?option=com_content&view=article&id=218&Itemid=383
Locates at 42-Kilometer distance from the provincial town of Kampot, and was found by a French people 1922 during the reign of the King, Sisovath Before, Bokor was a leisure place for French colonists who need to exchange atmosphere from the plain area to the mountainous area at seaside. The Mountain of Bokor has 1,075-meter height, good weather and beautiful natural view with big trees and rocks shaping up as animal figure. In Sang Kum Reas Ni Yum, there were public buildings, which look like a city there. At seven-kilometer distance from the mountain, there is a swimming spot locating at the waterfall "Po Pok Vil". On the top of the mountain, we can view the beautiful scenery of Kampot town, Kep, Sihanouk Ville and blue water of the sea.

ការប្រមូលឯកសារពាក់ពន័្ធនឹងខេ្តតកំពត

2010-06-09T11:13:00.001+07:00

http://km.wikipedia.org/wiki/%E1%9E%A0%E1%9F%82%E1%9E%98_%E1%9E%85%E1%9F%80%E1%9E%9C

នៅពេលប្រឡងចេញពីសាលាបាលីហើយ ក្នុងឆ្នាំ១៩២៧ កាលណោះលោករ៉េស្យូម ជាតិបារាំង ធ្វើជារ៉េស៊ីដង់ខេត្ត កំពត បានពឹងលើលោកមេគណវត្តអង្គសុរភីហៅកន្ថោ ស្រុកកំពង់ត្រាច អោយជួយរកលោកសង្ឃមួយអង្គ ដែលមានស ញ្ញាប័ត្រសាលាបាលីជាន់ខ្ពស់ ក្នុងកាលនោះ លោកគ្រូមេគណវត្តកន្ថោ និមន្តមកឯវត្តឧណ្ណាលោមក្រុងភ្នំពេញ មកពឹងព្រះ គ្រូសង្ឃសត្ថា ជួន ណាត សូមនិមន្តលោកមួយអង្គដែលមានសញ្ញាប័ត្រឌីប្លូមសាលាបាលីជាន់ខ្ពស់ ទៅបង្រៀនអក្សរសាស្ត្រខ្មែរនៅខេត្តកំពត ដោយហេតុលោករ៉េស៊ីដង់ រ៉េស្យូម ខេត្តកំពតបង្កើតអង្គការសិក្សាអក្សរសាស្ត្រខ្មែរ អោយមាន របៀបត្រឹមត្រូវឡើង។
កាលនោះព្រះគ្រូសង្ឃសត្ថា បានចាត់លោកអាចារ្យ ហែម ចៀវ អោយទៅបង្រៀនអក្សរសាស្ត្រជាតិឯខេត្តកំពតយក វត្តក្រាំងដូង ស្រុកបន្ទាយមាស និងវត្តកន្ថោស្រុកកំពង់ត្រាច ជាមជ្ឈមណ្ឌល ។ គ្រូអាចារ្យ ហែម ចៀវ បានទៅនៅបង្រៀន អក្សរសាស្ត្រជាតិក្នុងខេត្តកំពតអស់៦ឆ្នាំ គឺតាំងពីឆ្នាំ១៩២៧ ដល់១៩៣២ ទើបត្រលប់មកនៅភ្នំពេញវិញ រួចបានប្រឡងជាប់ ជាសាស្ត្រាចារ្យនៅសាលាបាលីជាន់ខ្ពស់ក្នុងឆ្នាំនោះឯង ។

経験について話す

2010-05-28T07:23:00.002+07:00

皆さんのお国では「ありがとう」に何を返事するんですか。カンボジアでは相手が「ありがとう」と言った時に、「はい」を返事します。

２００７年４月日本に来て、６ヶ月日本語コースを卒業してから　金沢県でホームスティのプログラムに参加しました。ホーストファミリーのお母さんと台所でカンボジアの料理を作りました。その時、お母さんは食べて見た後で、「おいしい料理を作ってくれてありがとう」と言いました。僕が「はい」と返事しました。お母さんが変な顔をしました。僕は何か間違えたと考えて、もう一度、「いいえ」と言いました。自分の国の言葉が外国語の使い方に影響すると言われています。

以上です。

2010-05-12T16:22:00.002+07:00

រឿង ប្រពន្ធមិត្តខ្ញុំសំដីផ្អែម

ល្ងាចថ្ងៃសុក្រ ពួកយើងប្រុសៗតែងជួបជុំគ្នាញ៉ាំនេះញ៉ាំនោះ និយាយពីនេះនិយាយពីនោះ។ អធិប្បាយទាំងពីរឿងស្រុកទេស រហូតដល់រឿងគ្រួសារផ្ទាល់ខ្ឡន។ យើងអ៊ួតពីរឿងការរីកចំរើនរបស់់សង្គមផង អ៊ួតទាំងពីរឿងប្រពន្ធកូនផង។ មានមិត្តខ្ញុំម្នាក់ទើបនឹងរៀបការហើយថ្មីថ្មោង មិននឹងទាន់បានទៅហននីមូនផង ក៏បានអ៊ួតពីប្រពន្ធគាត់ដែរ។ "ប្រពន្ធខ្ញុំជាស្រ្តីគ្រប់លក្ខ និយាយស្តីសុភាពរាបសារ គួរអោយចង់ស្តាប់ណាស់។ អ្នកណាមិនជឿ មុខជាចាញ់" គាត់ពោលមិនរួចពីមាត់ផង ប្រពន្ធគាត់មកដល់ភ្លាម។ នេះបានចំជានឹកដើម ដង្ហើមដល់មែន។ បងស្រីបានសួរពួកយើងយ៉ាងសុភាពថា "ពួកបងៗអនុញ្ញាត្តអោយខ្ញុំនិយាយជាមួយស្វាមីខ្ញុំបន្តិចបានទេ?" ពួកយើងងកក្បាល ហើយគាត់ក៏បន្តថា "អួនបានប្រាប់បងឯងហើយ ថាកុំអោយស៊ីផឹកជាមួយពួកអាឆ្កែអស់ហ្នឹង!" ភ្លាមនោះ ពួកយើងក៏និយាយទៅកាន់មិត្តយើងថា "ឯងឃើញទេ បើឯងស៊ីផឹកជាមួយពួកយើង ប្រហែលជាបងស្រីមិនខឹងដាច់ក្បាល ដាច់កន្ទុយដូច្នេះទេ។ លើកក្រោយៗ ឯងកុំផឹកជាមួយឆ្កែទៀតណា សំឡាញ់។ បើឯទៅផឹកជាមួយឆ្កែអឹញ្ចឹង គ្មាននរណាទ្រាំបានទេ។"

2010-05-05T08:39:00.000+07:00

ទឹកអប់ផ្កាចំប៉ា
ជាធម្មតាផ្កាចំប៉ាដែលមានគន្ធពិដោរក្រអូបឈ្ងុយឈ្ងប់នោះ ត្រូវបាននារីភាគច្រើនយកមកចងសក់ដើម្បីជាគ្រឿងលំអរ និងដើម្បីអោយក្លិនដ៏ក្រអូបនេះជាប់នៅនឹងសក់របស់ពួកគេ។
ថ្ងៃបវេសនកាលបានមកដល់ ខ្ញុំបានចូលរៀនក្នុងថ្នាក់ទី៩ដែលក្នុងនោះមានបងប្រុសម្នាក់មានក្លិនក្រអូបម៉្យាងស្រដៀងនឹងក្លិនផ្កាចំប៉ា ចោលក្លិនភាយៗចេញពីខ្លួនគាត់។ ខ្ញុំមានការងឿងឆ្ងល់ជាខ្លាំង ហើយនឹកក្នុងចិត្តថាប្រហែលជាផ្កាចំប៉ានាពេលបច្ចុប្បន្ននេះ ត្រូវបានគេយកទៅច្នៃធ្វើជាទឹកអប់ហើយតាមមើល ពីព្រោះនៅពេលនោះ ខ្ញុំបានលួចចោលកន្ទុយភ្នែកមើលទៅក្បាលរបស់គាត់ដែលកាត់ខ្លីផ្កាថ្កូវដូចជាសក់ពួកទាហានបារាំងដែលចូលស្រុកខ្មែរយើងសម័យអុនតាក់អីច្ចឹងដែរ។ ចៃដន្យអី ថ្ងៃមួយមានម៉ោងកីឡាដែលតំរូវអោយសិស្សទាំងអស់រត់ប្រណាំងគ្នា ហើយលោកគ្រូបានចាត់តាំងអោយខ្ញុំរត់ប្រជែងនឹងគាត់។ ពេលនោះគាត់ពាក់អាវវៀលក្លៀកពណ៌ក្រហមឆ្អៅលេចធ្លោជាងគេជាងឯងណាស់។ ពេលនោះហើយដែលចម្ងល់ទាំងប៉ុន្មានរបស់ខ្ញុំបានស្រាយ ខណៈដែលភ្នែកទាំងគូរបស់ខ្ញុំបានប្រទះឃើញផ្កាចំប៉ាជាច្រើនដោយអចេតនា ប្រហែលជាពីរគុម្ពយ៉ាងតិច បានចងភ្ជាប់យ៉ាងប្រណិតដោយយកចិត្តទុកដាក់បំផុតទៅនឹងក្លៀកម្ខាងៗរបស់បងប្រុសនោះ។ ពេលនោះហើយដែលខ្ញុំបានដឹងថា ផ្កាចំប៉ាមិនទាន់ត្រូវបានយកមកច្នៃជាទឹកអប់ទេ តែអ្វីដែលខ្ញុំបានរៀនពីគាត់គឺនៅពេលដែលគាត់ប្រាប់ខ្ញុំថា មនុស្សយើងតែងតែផ្សាភ្ជាប់ខ្លួនទៅនឹងធម្មជាតិជានិច្ច តែមនុស្សតែងតែមើលរំលងពីទំនាក់ទំនងនេះ។ ហេតុនេះហីយបានជាគាត់សុខចិត្តធ្វើជាគំរូដើម្បីអោយមនុស្សដែលនៅជុំវិញខ្លួនគាត់ បានយល់ពីទំនាក់ទំនងនេះដែលមិនអាចផ្តាច់បាននេះ។

ណាហ្គូយ៉ា ថ្ងៃទី១៤ ខែមករា ឆ្នាំ២០១០
ដោយ ការាសឹ១

ទំនាក់ទំនងការងារដែលមានកំឡុងពេលវែង

2010-01-10T23:55:00.002+07:00

ខ្ញុំមានបំណងចង់សរសេរសៀវភៅមួយក្បាលស្តីពីទំនាក់ទំនងការងារនៅប្រទេសជប៉ុន។ ទំនាក់ទំនងការងារដែលអនុវត្តនៅជប៉ុនត្រូវបានគេស្កាល់ថាជាទំនាក់ទំនងការងារដែលមានរយៈពេលយូរ។ ក្នុងន័យនេះកម្មករនិយោជិតដែលធ្វើការអោយនិយោជកក្រោមកិច្ចសន្សាការងារដែលមានថេរៈវេលាមិនកំនត់ត្រូវបានធានានួវសុវត្ថិភាពការងាររហូតដល់ថ្ងៃចូលនិវត្ត។ ប៉ុន្តែអ្នកដែលគាំទ្រការអនុវត្តន៏ទំនាក់ទំនងការងារដោយឆន្ទៈសេរី បានគិះគន់អំពីភាពមិនបទបែនរបស់ទំនាក់ទំនងការងារដែលមានរយៈពេលយូរនេះ ពីព្រោះថាទំនាក់ទំនងការងារបែបនេះធ្វើអោយមានការលំបាកក្នុងការបណ្តេញកម្មករ រឺការចាត់ចែងប្រើប្រាស់ធនធានមនុស្សប្រកបដោយប្រសិទ្ទិភាព ដើម្បីប្រកួតប្រជែងក្នុងទីផ្សារពិភពលោក។

ដូច្នេះ សៀវភៅនេះមានបំនងធ្វើការសង្កេតស្រាវជ្រាវអំពីការអនុវត្តការងាររបស់ប្រទេសជប៉ុនដែលមិនត្រឹមតែរក្សាសុវត្ថិភាពការងារក្នុងគោលបំណងជំរុញអោយមានរយៈពេលការងារយូរអង្វែងរវាងកម្មករនិយោជិត នឹងនិយោជកប៉ុណ្ណោះទេ តែថែមទាំងអនុញ្ញាត្តអោយនិយាជកមានលទ្ទភាពក្នុងការរៀបចំចាត់ចែងប្រើប្រាស់ធនធានមនុស្សរបស់គេអោយសមស្របតាមការប្រែប្រួលរបស់សង្គមសេដ្ឋកិច្ចរបស់ជប៉ុន។ ការស្រាវជ្រាវនេះ ផ្តោតជាសំខាន់ផងដែរលើ (១) ប្រវតិ្តនៃការកកើតការអនុវត្តការងារដែលមានរយៈពេលយូរ (២) ចរិតលក្ខណៈគតិយុត្តរបស់ទំនាក់ទំនងការងារបែបនេះ។

ខ្ញុំមិនដឹងថាបំណងប្រាថ្នានេះអាចសំរេចបានរឺយ៉ាងណាទេ។ វាអាស្រ័យលើពេលវេលា ឳកាស និងការតាំងចិត្តខំប្រឹងប្រែង។

Long-term employment

2010-01-10T23:45:00.003+07:00

Long-term employment practice:
1) High level of Employment Security= requirement of just cause under a principle of abuse of right to dismiss
2) Internal flexibility= employer`s unilateral of working condition ( wage, working hours, working place, etc.)
3) Enterprise based union

Kampot カンポット

2010-01-09T18:31:00.000+07:00

今日は私の生まれた町について話したいと思います。

私が生まれたのはカンポットです。カンボジアの南にあって、海の近くの県です。カンポット県はプノンペン首都からバスで３時間かかります。海の近くなので果物や食べ物がたくさんあります。特に果物の中でドリアンが一番おいしくて、値段もリーズンケブルだと言われています。皆さんはドリアンを食べたことがありませんか。人によってちがいますが、私はドリアンのにおいとその味が一番大好きです。別の果物はココナツです。ココナツはとてもあまくて、おいしいです。観光客達はカンポットを訪れるうちに疲れないようにココナツの水をのみます。自分の生まれた町について話すと悲しく感じますから、今年の冬休みにカンボジアへ帰ろうと思っています。

烏１より。

解雇法に関するカンボジャ法と日本法を比較する

2009-12-23T19:22:00.005+07:00

2009-09-04T17:50:00.001+07:00

នីតិការងារ
“កាតព្វកិច្ចស្មោះត្រង់របស់កម្មករនិយោជិកចំពោះនិយោជក”

“កាតព្វកិច្ចស្មោះត្រង់”មិនមែនត្រឹមតែសំដៅលើកាតព្វកិច្ចដែលកម្មករនិយោជិកត្រូវបំពេញតួនាទី ឬការងាររបស់ខ្លួនដោយខិតខំអស់ពីសមត្ថភាព ប៉ុន្តែវាសំដៅលើកាតព្វកិច្ចមិនប្រណាំងប្រជែងជាមួយនិយោជិក និងកាតព្វកិច្ចរក្សាការសំងាត់ពាណិជ្ជកម្មឬឧស្សាហកម្មរបស់និយោជកផងដែរ។ ក្នុងន័យនេះ កម្មករនិយោជិកម្នាក់មិនអាចធ្វើសកម្មភាពពាណិជ្ជកម្មផ្ទាល់ខ្លួនណាមួយដែលមានលក្ខណៈប្រកួតប្រជែងជាមួយនិយោជក ឬក៏បំរើការងារក្នុងក្រុមហ៊ុនណាដែលជាគូប្រជែងរបស់និយោជករបស់ខ្លួនបានឡើយ។ ចំពោះកាតព្វកិច្ចរក្សាការសំងាត់ពាណិជ្ជកម្មឬឧស្សាហកម្មវិញ សំដៅលើកាតព្វកិច្ចដែលមិនធ្វើអោយលេចចេញនូវការសំងាត់ពាណិជ្ជកម្មឬឧស្សាហកម្មដល់តតីយជន។ ការសំងាត់ពាណិជ្ជកម្មឬឧស្សាហកម្មនេះដែរ គឺជាបច្ចេកទេស តិចនិច ឬរូបមន្តដែលមានសារៈសំខាន់ចាំបាច់ដល់ដំណើរការរបស់ក្រុមហ៊ុន ហើយដែលមិនអាចបង្ហាញជាសាធារណៈបាន។ ដោយសារតែហេតុថា កម្មករនិយោជិកអាចយកសំងាត់ពាណិជ្ជកម្មឬឧស្សាហកម្ម យកមកប្រកួតប្រជែងជាមួយនិយោជករបស់ខ្លួន កម្មករនិយោជិតក្នុងពេលតែមួយអាចបំពានលើកាតព្វកិច្ចទាំងពីរ។
កាលណាគ្មានច្បាប់ ឬបទបញ្ញត្តិចែងស្តីពី “កាតព្វកិច្ចស្មោះត្រង់” នេះទេ កិច្ចសន្យាការងារ ឬកិច្ចព្រមព្រៀងឯកជនផ្សេងទៀត ដើរតួនាទីយ៉ាងសំខាន់ក្នុងការដោះស្រាយលើបញ្ហានៃកាតព្វកិច្ចមិនប្រកួតប្រជែង និងកាតព្វកិច្ចរក្សាការសំងាត់ពាណិជ្ជកម្មឬឧស្សាហកម្មរបស់ក្រុមហ៊ុន។ ដោយសារតែកិច្ចសន្យាការងារអាចធ្វើឡើងក្នុងទំរង់ជាលាយលក្ខអក្សរ ឬផ្ទាល់មាត់ លក្ខខណ្ខការងាររបស់កម្មករនិយោជិកភាគច្រើនត្រូវបានចែងក្នុងបទបញ្ជាផ្ទៃក្នុងរបស់ក្រុមហ៊ុន។ ដូច្នេះ ខដែលចែងពីកាតព្វកិច្ចមិនប្រកួតប្រជែង និងកាតព្វកិច្ចរក្សាការសំងាត់ពាណិជ្ជកម្មឬឧស្សាហកម្មរបស់ក្រុមហ៊ុនត្រូវបានកំនត់ក្នុងបទបញ្ជាផ្ទៃក្នុងរបស់ក្រុមហ៊ុន។ ក្នុងអំឡុងពេលនៃអត្ថិភាពរបស់ទំនាក់ទំនងការងារ ការបំពានលើកាតព្វកិច្ចទាំងពីរនេះ ត្រួវបានដាក់ទណ្ឌកម្មដោយយោងទៅតាមការកនត់នៅក្នុងបញ្ជាផ្ទៃក្នុងរបស់ក្រុមហ៊ុន ដែលតំរូវអោយការបណ្តេញចេញពីការងារ ឬការទាមទារសំណងដល់ការខូចខាតរបស់ក្រុមហ៊ុនទៅលើកម្មករណាដែលបំពានលើកាតព្វកិច្ចទាំងពីរនេះ ។
ក្នុងករណីដែលកិច្ចសន្យាការងារ ឬបទបញ្ជាផ្ទៃក្នុងមិនបានចែងពីកាតព្វនេះ តើកាតព្វកិច្ចមិនប្រកួតប្រជែង និងកាតព្វកិច្ចរក្សាការសំងាត់ពាណិជ្ជកម្មឬឧស្សាហកម្មរបស់ក្រុមហ៊ុនមានអនុភាពចងភ្ជាប់កម្មករនិយោជិកទៅនឹងកាតព្វកិច្ចទាំងនេះឬទេ? ដោយសារតែហេតុថា ទំនាក់ទំនងការងារជាទំនាក់ទំនងមានលក្ខណៈបន្ត ហើយដែលតំរូវអោយភាគីយោគយល់ស្មោះត្រង់គ្នាទៅវិញទៅមក។ កាតព្វកិច្ចស្មោះត្រង់របស់កម្មករនិយោជិកមានសារៈសំខាន់ចំបាច់ណាស់ ហើយកាតព្វកិច្ចមិនប្រកួតប្រជែង និងកាតព្វកិច្ចរក្សាការសំងាត់ពាណិជ្ជកម្មឬឧស្សាហកម្មក៏កើតចេញពីកាតព្វកិច្ចស្មោះត្រង់នេះដែរ។
បញ្ហាគតិយុត្តដែលមានលក្ខណៈចំរុងចំរៈគឺនៅពេលដែលកិច្ចសន្យាការងារ ឬទំនាក់ទំនងការងារត្រូវបានបញ្ចប់។ តើកាតព្វកិច្ចទាំងពីរនេះនៅមានទៀតដែរឬទេ ពីព្រោះថានៅក្នុងបទបញ្ជាផ្ទៃក្នុងរបស់ក្រុមហ៊ុនមួយចំនួន មានចែងពីខស្តីពីកាតព្វកិច្ចមិនប្រកួតប្រជែង និងកាតព្វកិច្ចរក្សាការសំងាត់ពាណិជ្ជកម្មឬឧស្សាហកម្មទោះបីបន្ទាប់ពីកិច្ចសន្យាការងារត្រូវបានបញ្ចប់ហើយក៏ដោយ? តើការក្នុងលក្ខខណ្ខកំរិតណាដែលចាត់ទុកថាបំពានលើកាតព្វកិច្ចទាំងពីរនេះ? តើខស្តីពីកាតព្វកិច្ចនេះអាចប៉ះពាល់ដល់សិទ្ធិរបស់កម្មករនិយោជិកក្នុងការជ្រើសរើសការងារ បន្ទាប់ពីកិច្ចសន្យាខ្លួនបានបញ្ចប់? មិនត្រឹមតែប៉ុណ្ណោះ កាតព្វកិច្ចមិនប្រកួតប្រជែងនេះបានរឹតត្បិតពីប្រភេទការងារថ្មី រឺរយៈពេលដែលកម្មករអាចធ្វើការងារដែលដូចនឹងការងារមុនអាចប៉ះពាល់យ៉ាងខ្លាំងដល់ជីវភាពរបស់កម្មករនិយោជិក។ដូច្នេះ អធិការការងារមានតួនាទីយ៉ាងសំខាន់ណាស់ក្នុងការត្រួតពិនិត្យរាល់កិច្ចសន្យា ឬបទបញ្ជាផ្ទៃក្នុងណាដែលមានចែងពីកាតព្វកិច្ចមិនប្រកួតប្រជែង និងកាតព្វកិច្ចរក្សាការសំងាត់ពាណិជ្ជកម្មឬឧស្សាហកម្មបន្ទាប់ពីការបញ្ចប់កិច្ចសន្យាការងារ។
(ឯកសារពិគ្រោះ Takashi Araki, The duty of loyalty legal issues of employee loyalty in Japan, Lab. L. & Pol`y J., 1999)

2009-09-03T18:32:00.002+07:00

ច្បាប់កិច្ចសន្យា

ច្បាប់កិច្ចសន្យាគឺជាឈ្មោះមុខវិជ្ជាច្បាប់ដែលបង្រៀនដោយសាស្រ្តាចារ្យជនជាតិជប៉ុនឈ្មោះខាហ្គាយាម៉ា នៅឯសកសវិទ្យាល័យណាហ្គួយ៉ា។

គោលបំណងសំខាន់នៃមុខវិជ្ជានេះគឺចង់បង្ហាញដល់និស្សិតអំពីគោលការទូទៅនៃកិច្ចសន្សា និងបទបញ្ញត្តិនៃក្រមរដ្ឋប្បវេណីរបស់ប្រទេសជប៉ុនស្តីពីកិច្ចសន្យា។

កិច្ចសន្យាគឺជាច្បាប់របស់គូរភាគី ដែលមានអានុភាពចាប់បង្ខំអោយអនុវត្តកាតព្វកិច្ចដូចដែលបានព្រមព្រៀងដេលមានទំរង់ជាលាយលក្ខអក្សរ រឺដោយផ្ទាល់មាត់។ ហេតុដូច្នេះហើយ ការបង្កើតកិច្ចសន្សាចាំបាច់ត្រូវគោរពតាមលក្ខខណ្ខនៃសេរីភាពក្នុងការសំដែងឆន្ទៈ។ នៅមានលក្ខខណ្ខជាច្រើនទៀតដែលចាំបាច់អោយមានដើម្បីអោយកិច្ចសន្យាមានអានុភាពគ្រប់គ្រាន់តាមច្បាប់បាន។

ថ្ងៃព្រហស្បត៏ ទី៤ ខែកញ្ញា ២០០៩ ក្រុមនិស្សិតខ្មែរក៏ដូចនិស្សិតបរទេសផ្សេងទៀតដែរនឹងធ្វើបទបង្ហាញពីច្បាប់កិច្ចសន្យារបស់ខ្លួនជួនដល់លោកសាស្រ្តាចារ្យ និងមិត្តរួមថ្នាក់ទាំងអស់។

2009-09-03T18:25:00.003+07:00

នីតិការងារ

តើនីតិការងារគឺជានីតិសាធារណៈ រឺនីតិឯកជន?

2009-09-03T16:35:00.001+07:00

Lessons learned from Negotiation Competition

2008-12-15T15:12:00.002+07:00

I have participated in the 7th Intercollegiate Negotiation Competition held from December 6~7, 2008 at Sophia University. During these two days, I have learned some strategies to succeed in the negotiation.

-Flexibility (Variety of knowledges)
-Be well prepared: clearly know yourself and counterpart
-Timing and prioritize the issues
-Protect yourself with logics
-Balance of interest keeps good relations
-Teamwork

Reading Japanese (Excerpt from ECIS`s material)

2008-11-11T09:23:00.002+07:00

自転車に乗って買い物に行ったときのことだった。赤信号で止まって、道の反対を見ていると、突然　、年配の男性が倒れた。信号が青になり、近くにい４，５人は気にしているようだったが、そのまま行ってしまった。残ったのはあわてて駆け寄った私と、心配そうに男性を見ている２０歳ぐらい女の子だけだった。

Beautiful Sunday

2008-09-22T23:26:00.003+07:00

Toyota Municiple Museum

"Happy to meet an old friend"

2008-09-03T16:40:00.001+07:00

Writing Report
“Dismissal Rules in Japan”

The employment security that restricts the employer`s rights to dismiss the worker is relatively new.[1]Employment relation, particularly employment termination, was traditionally considered as a matter under the civil law. Employer or employee could initiate the termination of employment contract at any time provided that they gave prior notice. However after the end of World War II, employer`s discretion to terminate the contract unilaterally has been restricted. Nowadays, Japanese employers almost find it impossible to exercise their rights of dismissal. The theme of this writing is to review historical development of the rules of dismissal in Japan. It mainly deals with the employment contract with undetermined duration.

I. Dismissals under Civil Code
The Japanese Civil Code enacted in 1896 (from article 623 to 631) provides some general rules concerning employment relations. The rules for employment termination fundamentally based upon the principle that either party has equal right to terminate the contract by just giving advance notice. Article 627 (paragraph 1) states, “Each party to an employment contract without a fixed term may give notice of termination of the contract at any time. In such a case, the contract shall be terminated two weeks after the notice is given.”　Accordingly, the rights of both parties to terminate the contract without specified term are equally guaranteed. The symmetry of employer`s freedom to dismiss and employee`s freedom to resign reflects the legal concept of 19th century and the first half 20th century when the liberal concept of freedom of contract was predominantly practiced.[2] One of the Code drafters asserted that the parties to an employment contract of most cases did not expect to continue their employment relationship permanently and that two-week notice was necessary to avoid the disadvantage to other party from sudden termination.[3] During this period, employer may have time to replace the worker who would resign while the employee can find new employment before the end of the contract. In short, provided that employer respected the obligation of two-week notice, he could dismiss a worker at any time with or without reason.

It is undeniably true that in the nature of employment relations, the exercise of employer`s right to dismiss and employee`s right to resign practically have completely different implications. Dismissal often results in a major disadvantage on the dismissed worker. Though treated equally under the Civil Code, such symmetry of rights is more likely to remark the freedom of dismissal of employer who already has super economic power.[4] Therefore, the employer`s discretion of dismissal is subject to a variety of controls as well as restrictions.

II. Dismissals under the labor rules
A. The statutory restrictions on dismissal
In Japan after WWII, there were shortage of food, lack of employment opportunities, and superfluous workforce. In order to protect the interest of workers as well as to improve their living standards, there existed the enactment of the Trade Union Act in 1945 and Labor Standards Act in 1947.[5] Accordingly, the employers are prohibited from exercising their discretion of dismissal in some certain cases. Trade Union Act of 1947 (article 2) prohibited dismissal for the reason of union members or engagement in proper union activities.[6] Though Trade Union Act was substantially amended in 1949, the basic idea was maintained as seen in article 7 of the present Trade Union Act. Labor Standards Act, article 3, prohibits the discriminatory treatment on the ground of the nationality, creed or social status of any worker.[7] Article 19 prohibits dismissal of worker during certain period such as in the period of or 30 days after medical treatment of work-related accident or maternity leave. The obligation of advance notice was extended to 30 days under article 20 while it was only 14-day notice under the Civil Code. However, failing to give notice or reducing this period only requires employer to give payment. As a company`s scandal heard from employee and in order to keep the company compliance with laws, article 104 states that employer shall not dismiss worker for reason that worker reports the fact of the event that there is a violation of law and ordinance.[8] If compared with the rules in the Civil Code, though the notice period is longer and dismissal is prohibited during some certain periods and for some reasons mentioned above, the employer still has freedom to exercise the right to dismiss a worker at any time with or without reason.

B. Just cause for dismissal (The doctrine of abusive dismissal)
It is worth noticing that long-term employment with seniority-based wage system was widely accepted in the period of the economic growth of 1960s.[9] This is firstly because during the rapid changes in technological innovation in the period of the economic growth, the companies could not hire the necessary human resources from outside. Thus the companies tried to keep their employees. Secondly, Japanese corporate governance practically prioritizes the employees’ interest. In the actual operation personnel system in Japanese corporate companies, rather than resorting business downturn to dismissal, a variety of measures have been taken as limitations of overtime hours, reassignment of employees, restraint in or discontinuation of hiring new employees and transferring employees to affiliated companies. On the other hand, it was very difficult for dismissed worker to carry his or her seniority to another company. These led many courts to decide the cases by requiring dismissal with just cause. Since there was no law that required just cause for dismissal, there were different views of courts over the requirement of just cause for dismissal in the early of 1950s. Some decision upheld the freedom of dismissal embedded in article 627 of Civil Code while the others upheld the dismissal with just cause. However, there were increasing decisions of lower courts on dismissal by referring to article 1 (paragraph 3) of the Civil Code, which prohibits the abuse of private rights. And they ruled that the dismissal without just cause was the abusiveness of right to dismiss. Although the doctrine of abusive dismissal was the prevalent view by mid-1950s, the content of this doctrine was not specified as a number of court decisions took the position that there was no abusive of right to dismiss where a dismissal only lacked just cause. It was until the upholding decision of the Supreme Court of Japan in the case of the Nippon Shokuen Case, April 25, 1975 that dismissal which lacked objective rational reason and could not be approved as appropriate compared with the view of commonly accepted in society was considered null and void because it abused the right to dismiss.[10] The reasonable grounds for dismissal to avoid the abusive dismissal are categorized into 4 types, namely (1) worker`s incompetence, lack of or loss of skills or qualifications of performance in job; (2) violation of disciplinary rules; (3) business necessity; and (4) union`s demand based on union-shop agreement.[11] The doctrine of abusive dismissal furthered to develop after there was an oil crisis hit Japanese economy in 1970s.[12] Based on the doctrine of abusive dismissal, the court created four requirements to test or to determine the validity of economic dismissal or no-fault dismissals. Those requirements are (1) the necessity of reducing the workforce, (2) the fulfillment of the obligation to make efforts to avoid retrenchment, (3) a justifiable reason for selecting those to be terminated, and (4) a justifiable process for explaining and consultation. Under these dismissal rules, employer`s freedom to dismiss which was recognized by the Civil Code is substantially restricted.

The doctrine of abusive dismissal was incorporated into Labor Standards Act in 2003 as seen in article 18-2, “A dismissal that lacks objectively rational grounds and is not considered being appropriate in general societal terms shall be treated as a misuse of the right to dismiss and shall be invalid.” According to Nakakubo (2004), the initial government bill regarding this article 18-2 was as follow: “Article 18-2: The employer may dismiss workers except in cases where the exercise of the right to dismiss is restricted by the provisions of this law or other laws. However, a dismissal shall be considered an abuse of the rights to dismiss and therefore null and void if it is not based on objectively reasonable grounds and may not be recognized as socially acceptable.” [13] The criticism was on the first sentence of this article that it seemed to make the strong impression that employer had freedom to dismissal because the main theme of dismissal with just cause requirement was in the second sentence. The government modified this article according to this criticism.

During that amendment, the four-requirement rule on economic dismissal was not incorporated into Labor Standards Law because there was a strong disagreement from employer side that preferred “four factors” rule to “four requirements” rule.[14] There was new interpreting that relaxing economic dismissal restriction. As known, the case law on economic dismissal requires the fulfillment of four-requirement rule. If one of the four is not met, the economic dismissal is considered as abusive of right and thus shall be null and void. However, Tokyo District Court in the case of Yasuda v. National Westminter Bank (2000) surprisingly made a decision declaring that the four-requirement is just “factor” to analyze the abusiveness of economic dismissal.[15] Though one requirement is not met, court uses the other surrounding factors to consider the validity of the dismissal. This new implication led to many severe criticisms from labor-oriented scholars. However, more and more decisions by courts and scholarly opinion support “four factors” rules rather than “four requirement rule” because they consider the inevitable necessity for corporate reorganization to cope with the structural change in economy.

Based on the doctrine of abusive dismissal, courts decide the dismissal case by not only examining whether employer has justifiable cause but also considering whether each case of dismissal is socially accepted. It is noticeable that the statutory clause of just cause for dismissal in article 18-2 of Labor Standards Act provides the abstract and general concept on what is “an objectively rational ground” or “appropriate in general societal terms.” The doctrine of abusive dismissal was reincorporated in the Labor Contract Act 2007 in Article 16 while article 18-2 of Labor Standard Act was deleted. However, article 16 of Labor Contract Act still has a general view on what is “objectively reasonable grounds” and what is “appropriate in general societal ground.”

Conclusion
The traditional practice of employment relation under the Civil Code 1896 provides employer with the right to dismiss employee freely though advance notice is required. Such employer`s discretion has been gradually restricted by statutory provision in Labor Standards Act, Labor Union Act, and followed by certain Acts or laws. However, what is interesting is that the just cause for dismiss or the doctrine of abusive dismissal was developed in the judicial arena and that there are many case laws that contribute to the employment protection. Thus employer`s discretion to dismissal is substantially restricted.

References:
Araki, T., 2002 Labor and Employment Law in Japan

Araki, T., 2004. Corporate Governance Reforms, Labor Law Developments, and the Future of Japan’s Practice-Dependent Stakeholder Mode, at http://www.jil.go.jp/english/documents/JLR05_araki.pdf

Foote, H., D., (Ed.) 2007. Law in Japan A Turning Point: From Security to Mobility? Changing Aspects of Japanese Dismissal Law by Ryuichi Yamakawa

Labor Situation in Japan and Analysis: General Overview 2006/2007 at http://www.jil.go.jp/english/laborinfo/library/documents/laborsituation06_07.pdf

Nakakubo, H., 2004. The 2003 Revision of the Labor Standard Law: Fixed-term Contracts, Dismissal and Discretionary Work Schemes. Japan Labor Review 4, 2004

Ouchi, S., Change in Japanese Employment Security: Reflecting on the Legal Points. Japan Bulletin, Vol.41-No.01 January 1, 2002, at http://www.jil.go.jp/jil/bulletin/year/2002/vol41-01/05.htm

Rojot, J., 2007. Comparative Labor Law and Industrial Relations in Industrialized Market Economies: Security of Employment and Employability

Ouchi, S., 2002. Change in Japanese Employment Security: Reflecting on the Legal Points, at http://www.jil.go.jp/jil/bulletin/year/2002/vol41-01/05.htm

Sugeno, K., 2002. Japanese Employment and Labor Law

Yamakawa, R., 2003. Japan. Corporate Restructuring and the Role of Labor Law. Bulletin of Comparative Labor Relation
[1] Rojot, J., 2007. Comparative Labor Law and Industrial Relations in Industrialized Market Economies: Security of Employment and Employability. Chap. 16, p 439
[2] Ouchi, S., 2002. Change in Japanese Employment Security: Reflecting on the Legal Points, at http://www.jil.go.jp/jil/bulletin/year/2002/vol41-01/05.htm
[3] Foote, H., D., (Ed.) 2007. Law in Japan A Turning Point: From Security to Mobility? Changing Aspects of Japanese Dismissal Law by Ryuichi Yamakawa,p.484
[4] Sugeno, K., ( translator Leo Kanowitz). 2002. Japanese Employment and Labor Law: Dismissal, p.473
[5] Araki, T., 2002. Labor and Employment Law in Japan, p. 24
[6] Article 28 of Japanese Constitution 1946 also guarantees the right of workers to organize and to bargain and act collectively.
[7] Article 6 of Act of Equal Opportunity and Treatment between Men and Women in Employment prohibits dismissal on the basis of sex.
[8] If the whistle blowing is justifiable, courts rule the dismissal as an abusive right and thus null and void. The condition for Whistleblower protection and its effect are regulated in Whistleblower Protection Act
[9] Labor Situation in Japan and Analysis: General Overview 2006/2007, at p. 33 at http://www.jil.go.jp/english/laborinfo/library/documents/laborsituation06_07.pdf
[10] Supreme Court of Japan. No. 499. April 25, 1975
[11] Supra note 4 at p.480
[12] Yamakawa, R., 2003. Japan. Corporate Restructuring and the Role of Labor Law at p. 115
[13] Nakakubo, H., 2004. The 2003 Revision of the Labor Standard Law: Fixed-term Contracts, Dismissal and Discretionary Work Schemes. Japan Labor Review 4, 200 at p. 15
[14] Araki, T., 2004. Corporate Governance Reforms, Labor Law Developments, and the Future of Japan’s Practice-Dependent Stakeholder Mode, at p. 40. Retrieved on August 10, 2008, at http://www.jil.go.jp/english/documents/JLR05_araki.pdf
[15] Ouchi, S., Change in Japanese Employment Security: Reflecting on the Legal Points. Japan Bulletin, Vol.41-No.01 January 1, 2002, at http://www.jil.go.jp/jil/bulletin/year/2002/vol41-01/05.htm

貧困からの解放としての生存権の理念

2008-08-19T09:11:00.003+07:00

実際、日本でもとくに明治時代の労働者の働き方は悲惨でした。当時は未成年者や年若い女性も　工場労働者として過酷な労働条件と劣悪な環境で、休みを満足にとれないまま長い時間にわたって働くことを強いられていました。そうした中で最初に登場したのが工場法という法律です。

しかし、今日の日本の労働法が初めて制定されたのは第二次世界大戦後です。１９４５年に労働組合法、１９４６年に労働関係調整法、１９４７年に労働基準法というように、占領軍の当地下で民主主義国家として再出発するときに相次いで制定されました。そのときに労働法の基本理念とされたのは、ほぼ同時期に公布された憲法２５条の定める生存権の理念です。もっとも、この人権規定ては、健康で文化的な最低限度の生活を営む権利をいますから、労働者だけを対象としていません。同法１３条以下に定められている自由権を褒章されただけでは、健康で文化的な最低限度の生活すらも

営むことのできない社会的経済的弱者が存在していることを直視し、それらの人々に対して、貧困から解放しながら自由と平等を実質的に保障するために定められたものです。

どうして労働法が生まれましたのか

2008-08-14T11:53:00.002+07:00

民法の世界では、このような雇用契約関係は契約自由の原則によって規律されます。雇用契約を締結するかしないか、どのような条件で働くかは、この原則にもとづき、市民として対等な立場にある労働者との間の含意によって決まります。

でも、そんな言い方をすると、それはうそだ！とすぐ反論されそうです。実際、大金持ちでもないかぎり、働かない自由は存在しないし、働く条件も使用者と対等に交渉できるわけがない、それが労働者のゲンジツです。法（民法）タテマエとの大きな落差がそこにあるわけです。そこで、この民法のタテマエの部分を本当のゲンジツにするために登場したのが労働法という法律です。つまり、労働法は雇用契約にもとづき（使用者）の指示命令のもとで働く（労働者）を対象として、契約自由という原則をできるだけタテマエどおりに保障するためにうまれたものということができます。

（ベーシック労働法）

雇用対等契約

2008-08-10T22:20:00.002+07:00

他人の命令に従って働くといっても、今日では奴隷制度は禁止されていますから、会社の会長（使用者　）とサラリーマン　（労働者）　が身分的な支配関係にあるわけではありません。こうした他人に仕える働き方も、近代法の原則によれば対等な当事者間の含意＝契約にもとづくものとされます。それを定めたのが、私たちの生活関係を広く規律している民法という法律であり、そこでは、こうした働き方は雇用契約と呼ばれています（なお、労働法の中では労働契約とも呼びます）。つまり、通常の労働者の働き方は、使用者との間で、その支持命令に従って働くこと、その対価として一定の報酬を受けとることを、相互に約束した雇用　（労働）　契約関係として構成され地増す。

(Source: ベーシック労働法)

I start to learn Japanese

2008-08-09T07:20:00.000+07:00

一口に　働くといっても世の中にはいろいろな働き方があります。たとえば今はやりのベンチャーのように自分で会社を起こす人もいれば、社会に一生懸命貢献するボランティアのような働き方もあります。労働法がターゲットとするのは、こうした　働き方のすべてではありません。　サラリーマンのように会社などに雇われて、上司の指示に従って労働するような働き方です。それでは、このような働き方は法の世界ではどのようにとらえられているのでしょうか。　

Legality of proposal 2?

2008-08-09T06:55:00.002+07:00

(Proposal 2) to introduce a policy to promote use of environment-friendly automobiles by exempting only domestic automobiles satisfying certain low emission standard from an internal luxury tax of 20%. Can the exporting countries claim that such a proposal is consistent with WTO law?

From the view of the principle of national treatment in article III, it is undeniable that the policy makes different legal treatment between imported automobiles and domestic automobiles. The policy gives more favorable treatment to domestic automobiles because it exempts them from internal luxury tax of 20% if domestic automobiles satisfy certain low emission standard. Thus, the proposal 2 precisely violates Article III: 4 of GATT.

However, we will continue to examine whether Country Y can rely on Article XX that is an exception of Article III of GATT. If we view the policy from the Article XX (g), we find that the subject matter of this proposal also deals with the issue of trade and environment protection. Article XX (the chapeau) provides that “subject to the requirement that such measures are not applied in a manner which would constitute a means of arbitrary or unjustifiable discrimination between countries where the same conditions prevail, or a disguised restriction on international trade, nothing in this Agreement shall be construed to prevent the adoption or enforcement by any contracting party of measures (g) relating to the conservation of exhaustible natural resources if such measures are made effective in conjunction with restrictions on domestic production or consumption.” The term “relating to the conservation” and “arbitrary or unjustifiable discrimination” were discussed in the case of United Sates-Gasoline concerning the baseline establishment rules of the United Sates Environmental Protection Agency (the “EPA”).[1] In order to justify the application of XX (g), the panel in this case observed that the United State had to satisfy all the following elements[2]:
(1) that the policy in respect of the measures for which the provision was invoked fell within the range of policies related to the conservation of exhaustible natural resource;
(2) that the measures for which the exception was being invoked-that is the particular trade measures inconsistent with the General Agreement-were related to the conservation of exhaustible natural resources;
(3) that the measures for which the exception was being invoked were made effective in conjunction with restrictions on domestic production or consumption; and
(4) that the measures were applied in conformity with the requirement of the introductory clause of Article XX.

The proposal 2 can satisfy the first element if the policy to promote use of environment-friendly automobiles is related to the conservation of exhaustible natural resource. Country Y can claim that clean air is an exhaustible resource within the meaning of Article XX (g) because it can be exhausted by pollutants through consumption of gasoline. Since the policy to promote the use of environment-friendly automobiles will reduce the air pollution, Country Y can claim that such measure is to conserve the exhaustible natural resource. On the other, hand, the panel in the case of United Sates-Gasoline viewed that the clean air was an exhaustible natural resource and found that a policy to reduce the depletion of clean air was a policy to conserve a natural resource within the meaning of Article XX (g).[3] Therefore, we can conclude that the policy to use environment-friendly automobiles is related to the conservation of exhaustible natural resource (clean air).
However, we find that the proposal 2 fails to satisfy the element (2), (3), and (4) in the following reasons. To promote the use of friendly-environmental automobiles, Country Y exempts only domestic automobiles from internal luxury tax of 20% if they satisfy certain low emission standard. This means that imported automobiles cannot get such exemption though they can satisfy the certain low emission standard. From this fact, we find that the exemption from 20% internal luxury tax is not related to the conservation of exhaustible resource, and that the exemption to only domestic automobiles violates the introductory clause (the chapeau) of Article XX, the principal clause against arbitrary or unjustifiable discrimination between imported products and like domestic products. Therefore, we can conclude that proposal 2 violates WTO law especially Article XX of GATT.

To make the policy consistent with the WTO law, Country Y should modify its policy by providing both imported automobiles and domestic automobiles with the same exemption to internal luxury tax of 20% if they can satisfy the low emission standard.
[1] WT/DS2/AB/R. 29 January 1996
[2] Id., para. 6.35, p. 44&45
[3] WT/DS2/AB/R. 29 January 1996. para. 6.37, p. 45

My assignment

2008-08-08T22:58:00.003+07:00

Please think and give comment on my assignment in WTO.

After receiving the request by the Association of Automobile Manufacturers in Country Y, the Government of Country Y is now planning to introduce “the Automobile Industrial Support Policy” through four proposals.　This writing focuses on the consistency or inconsistency of proposal 1 to 4 from the viewpoint of the WTO law, and on the amendment of the proposal (s) if they are found inconsistent.

(Proposal 1) is to enact a regulation which requires domestic dealers of automobiles to select either of domestic automobiles or imported automobiles and prohibits dealing both of them. Is this regulation proposed by the Country Y consistent with the WTO law?

Under the principle of national treatment provided in Article III: 4, imported products shall be treated “no less favorable” than domestic like products in respect of all laws, regulations and requirements affecting their internal sale, offering for sale, purchase, transportation, distribution or use. Accordingly, one measure is considered violating Article III: 4 if three criteria must be fulfilled.[1] First, imported products and domestic products are “like product.” Second, the laws, regulations, or requirements affect the internal sale, offering for sale, purchase, transportation, distribution or use. Third, imported products are accorded to treatment less favorable than that accorded to like domestic products.

Concerning the first criterion, the panel in the case of Japan-Taxes on Alcoholic Beverages examined the issue of “like product” of Article III: 2 (first sentence) through the “physical characteristic test”.[2] In the proposal 1, we can accordingly say that imported automobiles and domestic automobiles are like products because they share the shame physical characteristics. Regarding the issue of “treatment no less favorable”, the panel of Korea/beef[3] case stated that law or regulation that made distinction of products exclusively based on the nationality or origin of the products is incompatible with Article III: 4 of GATT. However, the panel furthered to argue that legal different requirement or treatment between imported products and domestic products did not always mean that the former was accorded to treatment less favorable than that accorded to the latter.[4] Therefore, it is also important to examine whether such legal different requirement or treatment results in de facto discrimination or less favorable treatment. The panel based on the “condition of competition” to assess whether or not the imported products were treated less favorable than domestic products. According to proposal 1, domestic dealers cannot select both imported automobiles and domestic automobiles. This legal requirement leads to two kinds of domestic dealers: those who only deal with domestic automobiles; and those who only deal with imported automobiles. Thus, we can conclude that the legal distinction of proposal 1 is exclusively based on the origin or nationality of products. Based on this finding, it is too early to say that this proposal is inconsistent with Article III: 4. We have to examine whether such distinction can lead to less favorable treatment between imported automobiles and domestic automobiles. The economic data of automobile industry in the Country Y has shown the predominant sale of domestic automobiles since 2003 until 2007. The number of imported automobiles sold in market is lower than that of the domestic ones. If there is regulation that requires domestic dealers to select only imported automobile or only domestic automobiles, the question is that how many dealers who want to select imported automobiles. On the other hand, such distinction does not provide the buyers with the opportunity to compare between the imported automobiles and domestic automobiles. This regulation influences the internal sale and purchase of imported automobiles and modifies the condition or opportunity of imported automobiles to compete with the domestic automobiles. From these above-mentioned reasons, the exporting countries X1, X2, and X3 can claim that the regulation of proposal 1 will de facto discriminates against imported product as it violates Article III: 4 of GATT.

To be consistent with Article III, Country Y should not enact regulation that exclusively bases on the origin or nationality to make distinction between imported products and domestic products. This does not mean that legal different requirement or treatment is totally inconsistent with Article. Country Y can keep such a proposal, but it has to make sure that such distinction does not modify the condition or opportunity of the competition and that imported automobiles are accorded to treatment no less favorable than the domestic automobiles.
[1] Report of the Appellate Body on Korea-Measures Affecting Imports of Fresh, Chilled and Frozen Beef. AB-2000-8. para. 133.
[2] Report of the Panel on. para. 6.3
[3] It is a shortcut of Korea-Measures Affecting Imports of Fresh, Chilled and Frozen Beef. AB-2000-8
[4] Supra note 1. para. 135.

THE FOUR CANDLES

2008-01-04T13:28:00.001+07:00

Once upon the time, there were four candles. Each candle was very proud of its role. The first candle started to boast about its role as it was the Candle of Love. " Without me, there is no love in human`s heart so that there are no families, friends, and societies" said the first candle. The second candle was known the Candle of Honest. It said," love without honest was a tragedy that leads to embarrassment" The third candle that was known as the Candle of Happiness came and said to the Love Candle and Honest Candle," love with honest but without happiness is more dangerous. Happiness is the final goal of all people" Suddenly, there was a strong and unexpected wind that put off all the three candles. The candles started to cry. Love, honest, and happiness would disappear in human societies. Fortunately, came the fourth candle that was named the Candle of Hope. It said" Hi all friends! I am the Candle of Hope. I will light you." What is the moral of the story?

ថ្ងៃសង្ឃឹម

បណ្ឌិតស្រុកស្រែ

ការប្រមូលឯកសារពាក់ពន័្ធនឹងខេ្តតកំពត​(ត)

ការប្រមូលឯកសារពាក់ពន័្ធនឹងខេ្តតកំពត​(ត)

ការប្រមូលឯកសារពាក់ពន័្ធនឹងខេ្តតកំពត

経験について話す

ទំនាក់ទំនងការងារដែលមានកំឡុងពេលវែង

Long-term employment

Kampot カンポット

解雇法に関するカンボジャ法と日本法を比較する

Lessons learned from Negotiation Competition

Reading Japanese (Excerpt from ECIS`s material)

Beautiful Sunday

貧困からの解放としての生存権の理念

どうして労働法が生まれましたのか

雇用対等契約

I start to learn Japanese

Legality of proposal 2?

My assignment

THE FOUR CANDLES

ការប្រមូលឯកសារពាក់ពន័្ធនឹងខេ្តតកំពត(ត)

ការប្រមូលឯកសារពាក់ពន័្ធនឹងខេ្តតកំពត(ត)