서울중앙지방법원 | 2024-04-30 | 2023가단5098613
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
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계약직 직원에 대한 임금피크제 적용의 부당성 및 미지급 임금 지급 의무 인정
결과 요약
- 회사는 근로자에게 미지급 임금 84,322,026원 및 이에 대한 지연손해금을 지급함.
사실관계
- 회사는 대한무역투자진흥공사법에 의해 설립된 법인임.
- 근로자는 2000. 5.경 회사에 '계약직 갑류' 직원으로 채용된 이래 2001년부터 2023년까지 매년 1년 단위의 고용계약을 반복 체결함.
- 회사의 취업규칙(인사규정, 별정직직원 관리규정, 임금피크제 운영규정)은 정년 60세, 임금피크제 적용 대상을 '인사규정 제36조에 의한 정년퇴직 예정일이 3년 이내 도래하는 직원'으로 규정함.
- 임금피크제 적용 시 1년차 90%, 2년차 70%, 3년차 50%의 조정 급여를 지급하도록 정함.
- 회사는 근로자가 만 57세가 된 2020. 7. 1.부터 근로자를 임금피크제 적용 대상 직원으로 분류하여 감액된 조정 급여를 지급함.
핵심 쟁점, 법리 및 법원의 판단
임금피크제 적용 대상 여부 및 미지급 임금 지급 의무
- 법리: 근로자에게 불이익한 취업규칙 변경은 근로자집단의 회의제 방식에 의한 동의를 요함. 취업규칙에 정한 기준보다 불리한 근로조건을 정한 근로계약 부분은 무효임.
- 법원의 판단:
- 근로자는 계약직 갑류 직원으로서 별정직직원에 해당하며, 회사의 임금피크제 운영규정(2023. 3. 29. 개정 전)상 임금피크제 적용 대상은 '인사규정 제36조에 의한 정년퇴직 예정일이 3년 이내 도래하는 직원'에 국한되므로, 근로자는 임금피크제 적용 대상이 아님.
- 2023. 3. 29. 임금피크제 운영규정 개정으로 계약직 갑류 직원이 적용 대상에 포함되었으나, 이는 근로자에게 불리한 취업규칙 변경에 해당함에도 해당 근로자들의 집단적 동의를 얻었다는 자료가 없어 효력이 없음.
- 회사는 근로자가 기간제법 제4조 제2항에 따라 무기계약직 직원으로 의제되어 임금피크제 적용 대상이라고 주장하나, 무기계약직 직원 역시 별정직직원 관리규정상 공무직 직원으로서 임금피크제 적용 대상인 정규직 직원에 해당하지 않음.
- 나아가, 근로자의 채용 자격요건('해당 분야의 실무경험이 3년 이상인 국내외 박사학위 소지자 또는 사장이 특히 필요하다고 인정하는 분야의 국내외 전문가') 및 20년 이상 반복 채용된 점을 고려할 때, 근로자는 기간제법 제4조 제1항 단서 제5호의 '전문적 지식·기술의 활용이 필요한 경우'에 해당하여 기간제법 제4조 제2항에 따른 무기계약직 전환 의제 효과가 발생하지 않음.
- 회사가 근로자의 정규직 채용 요구를 거부하다가 임금피크제 적용에 있어서는 태도를 바꿔 무기계약직 전환을 주장하는 것은 신의칙에 반하여 허용될 수 없음.
- 고용계약서에 '임금피크제 대상자는 제도 시행 시 공사규정에 준하여 급여를 조정할 수 있다'는 문구가 있으나, 이는 근로자가 임금피크제 적용 대상일 경우 적용되는 가정적 규정에 불과하며, 취업규칙에 정한 기준보다 불리한 근로조건을 정한 근로계약 부분은 무효이므로 이 문구를 근거로 임금 삭감은 위법함.
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
서울중앙지방법원 판결
사건: 2023가단5098613 손해배상(기) 원고: A 피고: 대한무역투자진흥공사 소송대리인 법무법인(유한) 바른 담당변호사 한서희, 최영노, 민경현 변론종결: 2024. 3. 26. 판결선고: 2024. 4. 30.
1. 피고는 원고에게 84,322,026원과 그중 [별지]표 "미지급 임금"란 기재 각 돈에 대하여 각 "임금 지급일"란 기재일 다음날부터, 1 내지 42회차 각 돈에 대하여는 2023. 4. 5.까지, 43 내지 46회차 각 돈에 대하여는 2023. 11. 20.까지 각 연 5%, 각그 다음날부터 갚는 날까지 연 12%의 각 비율로 계산한 돈을 지급하라. 2. 소송비용은 피고가 부담한다. 3. 제1항은 가집행할 수 있다.
1. 기초사실 가. 피고는 대한무역투자진흥공사법에 의하여 설립되어 무역 진흥, 국내외 기업 간 투자, 해외 전문인력 유치 지원 등에 관한 업무를 하는 법인인바, 2000. 5.경 피고를 1 계약직 갑류' 직원으로 채용한 이래 2001년부터 2023년까지 매년 3월 1일부터 이듬해 2월 28일까지 1년간을 계약기간으로 정한 고용계약을 반복하여 체결하여 왔다. 나. 피고의 임금피크제와 관련한 취업규칙 중 인사규정, 별정직직원 관리규정, 임금피크제 운영규정의 요지는 각 다음과 같다. 인사규정 제3조 (적용범위) 1 이 규정은 법령, 정관
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\uc784\uae08\ud53c\ud06c\uc81c \uc801\uc6a9 \ub300\uc0c1\uc774 \uc544\ub2d8\uc5d0\ub3c4 \ud574\ub2f9 \ud61c\ud0dd\uc744 \uc694\uad6c\ud558\uc600\ub2e4 \ud558\uc5ec **\uc784\uae08 \uc0ad\uac10\uc5d0 \ub3d9\uc758\ud558\uc600\ub2e4\uace0 \ubcfc \uc218 \uc5c6\uc74c.**\n- \ub530\ub77c\uc11c \ud53c\uace0\ub294 \uc6d0\uace0\uc5d0\uac8c \uc784\uae08\ud53c\ud06c\uc81c\ub97c \uc801\uc6a9\ud558\uc9c0 \uc54a\uc558\uc744 \uacbd\uc6b0 \uc9c0\uae09\ud558\uc600\uc5b4\uc57c \ud560 \uae30\uc900 \uae09\uc5ec\uc640 \uc870\uc815 \uae09\uc5ec\uc758 \ucc28\uc561\uc778 **84,322,026\uc6d0 \ubc0f \uc774\uc5d0 \ub300\ud55c \uc9c0\uc5f0\uc190\ud574\uae08\uc744 \uc9c0\uae09\ud560 \uc758\ubb34\uac00 \uc788\uc74c.**\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- **\uae30\uac04\uc81c \ubc0f \ub2e8\uc2dc\uac04\uadfc\ub85c\uc790 \ubcf4\ud638 \ub4f1\uc5d0 \uad00\ud55c \ubc95\ub960 \uc81c4\uc870 \uc81c1\ud56d \ub2e8\uc11c \uc81c5\ud638**: \uc0ac\uc6a9\uc790\ub294 2\ub144\uc744 \ucd08\uacfc\ud558\uc5ec \uae30\uac04\uc81c\uadfc\ub85c\uc790\ub85c \uc0ac\uc6a9\ud560 \uc218 \uc5c6\uc73c\ub098, \uc0ac\uc5c5\uc758 \uc644\ub8cc \ub610\ub294 \ud2b9\uc815\ud55c \uc5c5\ubb34\uc758 \uc644\uc131\uc5d0 \ud544\uc694\ud55c \uae30\uac04\uc744 \uc815\ud55c \uacbd\uc6b0, \ud734\uc9c1\u00b7\ud30c\uacac \ub4f1\uc73c\ub85c \uacb0\uc6d0\uc774 \ubc1c\uc0dd\ud558\uc5ec \ud574\ub2f9 \uc5c5\ubb34\ub97c \uc218\ud589\ud560 \ud544\uc694\uac00 \uc788\ub294 \uacbd\uc6b0, \uadfc\ub85c\uc790\uac00 \ud559\uc5c5, \uc9c1\uc5c5\ud6c8\ub828 \ub4f1\uc744 \uc774\uc218\ud568\uc5d0 \ub530\ub77c \uadf8 \uc774\uc218\uc5d0 \ud544\uc694\ud55c \uae30\uac04\uc744 \uc815\ud55c \uacbd\uc6b0, \uace0\ub839\uc790(\u300c\uace0\ub839\uc790\uace0\uc6a9\ucd09\uc9c4\ubc95\u300d \uc81c2\uc870\uc81c1\ud638\uc5d0 \ub530\ub978 \uace0\ub839\uc790\ub97c \ub9d0\ud55c\ub2e4)\uc640 \uadfc\ub85c\uacc4\uc57d\uc744 \uccb4\uacb0\ud558\ub294 \uacbd\uc6b0, **\uc804\ubb38\uc801 \uc9c0\uc2dd\u00b7\uae30\uc220\uc758 \ud65c\uc6a9\uc774 \ud544\uc694\ud55c \uacbd\uc6b0**\uc640 \uadf8 \ubc16\uc5d0 \ub300\ud1b5\ub839\ub839\uc73c\ub85c \uc815\ud558\ub294 \uacbd\uc6b0\uc5d0 \ud55c\ud558\uc5ec 2\ub144\uc744 \ucd08\uacfc\ud558\uc5ec \uae30\uac04\uc81c\uadfc\ub85c\uc790\ub85c \uc0ac\uc6a9\ud560 \uc218 \uc788\ub2e4.\n- **\uae30\uac04\uc81c \ubc0f \ub2e8\uc2dc\uac04\uadfc\ub85c\uc790 \ubcf4\ud638 \ub4f1\uc5d0 \uad00\ud55c \ubc95\ub960 \uc81c4\uc870 \uc81c2\ud56d**: \uc0ac\uc6a9\uc790\uac00 \uc81c1\ud56d \ub2e8\uc11c\uc758 \uc0ac\uc720\uac00 \uc5c6\uac70\ub098 \uc18c\uba78\ub418\uc5c8\ub294\ub370\ub3c4 2\ub144\uc744 \ucd08\uacfc\ud558\uc5ec \uae30\uac04\uc81c\uadfc\ub85c\uc790\ub85c \uc0ac\uc6a9\ud558\ub294 \uacbd\uc6b0\uc5d0\ub294 \uadf8 \uae30\uac04\uc81c\uadfc\ub85c\uc790\ub294 **\uae30\uac04\uc758 \uc815\ud568\uc774 \uc5c6\ub294 \uadfc\ub85c\uacc4\uc57d\uc744 \uccb4\uacb0\ud55c \uadfc\ub85c\uc790\ub85c \ubcf8\ub2e4.**\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \uc784\uae08\ud53c\ud06c\uc81c \uc801\uc6a9 \ub300\uc0c1\uc758 \ubc94\uc704\ub97c \uc5c4\uaca9\ud558\uac8c \ud574\uc11d\ud558\uace0, \ucde8\uc5c5\uaddc\uce59 \ubcc0\uacbd \uc2dc \uadfc\ub85c\uc790 \uc9d1\ub2e8\uc758 \ub3d9\uc758 \uc694\uac74\uc744 \uac15\uc870\ud568\uc73c\ub85c\uc368 \uadfc\ub85c\uc790\uc758 \uad8c\uc775\uc744 \ubcf4\ud638\ud558\ub294 \ub370 \uae30\uc5ec\ud568.\n- \ud2b9\ud788, \uae30\uac04\uc81c\ubc95\uc0c1 \ubb34\uae30\uacc4\uc57d\uc9c1 \uc804\ud658 \uc758\uc81c \uc608\uc678 \uc0ac\uc720\uc778 '\uc804\ubb38\uc801 \uc9c0\uc2dd\u00b7\uae30\uc220\uc758 \ud65c\uc6a9'\uc5d0 \ub300\ud55c \ud310\ub2e8 \uae30\uc900\uc744 \uc81c\uc2dc\ud558\uace0, \uc0ac\uc6a9\uc790\uac00 \uacfc\uac70\uc758 \ud0dc\ub3c4\uc640 \ubaa8\uc21c\ub418\ub294 \uc8fc\uc7a5\uc744 \ud558\ub294 \uacbd\uc6b0 \uc2e0\uc758\uce59 \uc704\ubc18\uc73c\ub85c \ud310\ub2e8\ud568\uc73c\ub85c\uc368 \uc0ac\uc6a9\uc790\uc758 \uc790\uc758\uc801\uc778 \ubc95 \uc801\uc6a9\uc744 \uc81c\ud55c\ud568.\n- \uace0\uc6a9\uacc4\uc57d\uc11c \ubb38\uad6c\ub9cc\uc73c\ub85c \ucde8\uc5c5\uaddc\uce59\uc0c1 \uc801\uc6a9 \ub300\uc0c1\uc774 \uc544\ub2cc \uadfc\ub85c\uc790\uc5d0\uac8c \uc784\uae08\ud53c\ud06c\uc81c\ub97c \uc801\uc6a9\ud560 \uc218 \uc5c6\uc74c\uc744 \uba85\ud655\ud788 \ud558\uc5ec, \uadfc\ub85c\uacc4\uc57d\uc774 \ucde8\uc5c5\uaddc\uce59\ubcf4\ub2e4 \ubd88\ub9ac\ud55c \uacbd\uc6b0 \ubb34\ud6a8\uc784\uc744 \uc7ac\ud655\uc778\ud568."}
- 근로자가 임금피크제 적용 대상자에게 허용되는 단축근무, 외부교육, 재택근무 등을 신청한 사실은 인정되나, 이는 취업규칙에 위배되지 않으며, 근로자가 임금피크제 적용 대상이 아님에도 해당 혜택을 요구하였다 하여 임금 삭감에 동의하였다고 볼 수 없음.
- 따라서 회사는 근로자에게 임금피크제를 적용하지 않았을 경우 지급하였어야 할 기준 급여와 조정 급여의 차액인 84,322,026원 및 이에 대한 지연손해금을 지급할 의무가 있음.
관련 판례 및 법령
- 기간제 및 단시간근로자 보호 등에 관한 법률 제4조 제1항 단서 제5호: 사용자는 2년을 초과하여 기간제근로자로 사용할 수 없으나, 사업의 완료 또는 특정한 업무의 완성에 필요한 기간을 정한 경우, 휴직·파견 등으로 결원이 발생하여 해당 업무를 수행할 필요가 있는 경우, 근로자가 학업, 직업훈련 등을 이수함에 따라 그 이수