(1) If an employer gives discriminatory treatment, the Minister of Employment and Labor may require the employer correct it.
(2) If an employer fails to comply with a requirement for correction under paragraph (1), the Minister of Employment and Labor shall notify a labor relations commission of the specific details of the discriminatory treatment at issue. In such cases, the Minister shall inform the relevant employer and employee of such fact.
(3) Upon receiving notification from the Minister of Employment and Labor under paragraph (2), the relevant labor relations commission shall, without delay, examine whether discriminatory treatment has occurred. In such cases, the commission shall give the relevant employer and employee an opportunity to state their opinions.
(4) Articles 26 through 29 and 29-2 through 29-4 shall apply mutatis mutandis to the examinations by the labor relations commission under paragraph (3), the procedures for correction, the effect of the decisions made by the commission, etc. In such cases, “date of filing a request for correction” shall be construed as “date of receiving notification”; “decision of dismissal” as “a decision that no discriminatory treatment has occurred”; “relevant parties” as “the relevant employer and employee”; and “employee who has filed a request for correction” as “the relevant employee”.
(5) Matters necessary for the examinations, etc. by the labor relations commission under paragraphs (3) and (4) shall be separately determined and publicly notified by the National Labor Relations Commission.[This Article Added on May 18, 2021]