Labor practices

Japanese: 労働慣行 - ろうどうかんこう

There are cases where certain facts or actions have continued to exist repeatedly for a considerable period of time between labor and management, and both labor and management accept them without objection, consider them to be legal norms, and recognize their binding force. For example, a reduction in family allowances during a strike, which was carried out based on wage regulations, continues to be carried out without objection even after the said regulations are deleted. This is called a labor practice or labor-management practice. Since labor relations between labor and management are based on a continuous labor contract relationship, it is appropriate to grant legal binding force to certain facts and actions that continue to exist even if they are not based on an agreement between labor and management, and to supplement and supplement the labor relationship, as long as they are recognized as having reasonable content.

Source: Heibonsha World Encyclopedia, 2nd Edition Information

Japanese:

労使間において一定の事実や行為が相当長期間にわたり反復継続して存在し，労使双方がこれを異議なく受け入れ，法規範と意識され拘束力を認めている場合がある。たとえば，賃金規則に基づいて行われていたストライキ時の家族手当の削減が，当該規定削除後も異議なく行われている場合である。これを労働慣行または労使慣行と呼んでいる。労使間の労働関係は継続的労働契約関係を基礎としているので，労使間の合意に根拠をおかなくとも継続的に存在している一定の事実や行為に，それが合理的な内容をもつものとして認容されるかぎり，法的拘束力を付与して労働関係を補完･補充していくことが妥当である。

出典　株式会社平凡社世界大百科事典第２版について　情報

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