수원지방법원 성남지원 | 2016-04-22 | 2015가합203413
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
직무관련자로부터 금품 수수 및 내부 문서 유출에 따른 해고의 정당성 여부
결과 요약
- 근로자의 해고무효확인청구 및 임금청구를 기각함.
사실관계
- 근로자는 한국수력원자력(피고) 울진원자력본부 B발전소 C팀 팀장으로 근무함.
- 근로자는 2010년경부터 2012. 3.경까지 회사의 협력업체인 D의 사장 E에게 회사의 일일업무일지를 보냄.
- 근로자는 2011. 6. 27. E에게 상급자에게 선물할 골프채(퍼터)를 요구하여 2011. 7.경 시가 50만 원 상당의 퍼터를 수수함.
- 울산지방검찰청은 2012. 7. 10. 회사에게 근로자의 비위사실을 통보하고, 언론사에 보도자료를 배포함.
- 회사는 2012. 9. 4. 근로자의 금품 수수 및 내부 문서 유출을 징계사유로 해고함.
- 근로자는 서울지방노동위원회 및 중앙노동위원회에 부당해고 구제신청을 하였으나 모두 기각됨.
- 근로자는 서울행정법원에 재심판정 취소 소송을 제기하였으나, 1심, 항소심, 상고심 모두 기각되어 판결이 확정됨.
핵심 쟁점, 법리 및 법원의 판단
징계사유의 존재 여부
- 쟁점: 근로자의 금품 수수 및 내부 문서 유출 행위가 징계사유에 해당하는지 여부.
- 법리:
- 피고 임직원 행동강령 제2조 제1호 나.의 '인·허가, 감사, 감독, 검사 등의 대상인 자'에 해당하는 경우 '직무관련자'로 봄.
- 총무규정 제67조는 '일반문서도 보안의 대상이므로 무단 공개하여서는 아니 되며 외부공개 자료 중 중요한 사항은 반드시 처(실) 및 사업소보안책임자의 승인을 얻어 처리하여야 한다.'고 규정함.
- 판단:
- 근로자의 직위, 업무내용, D와 회사의 거래관계 등을 고려할 때 D는 피고 임직원 행동강령에서 정한 직무관련자에 해당하며, 근로자가 직무관련자로부터 퍼터를 받은 것은 취업규칙 제11조 제4호, 피고 임직원 행동강령 제16조를 위반한 정당한 징계사유에 해당함.
- 근로자가 거래처 사장인 E에게 회사의 내부문서인 일일업무일지를 보낸 것은 총무규정 제67조를 위반한 정당한 징계사유에 해당함.
징계절차의 위법 여부
- 쟁점: 회사의 징계양정요구권자가 정직이 아닌 해임을 요구한 것이 징계절차상 중대한 하자에 해당하는지 여부.
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
수원지방법원성남지원 제3민사부 판결
사건: 2015가합203413 해고무효확인 원고: A 피고: 한국수력원자력 주식회사 변론종결: 2016. 3. 25. 판결선고: 2016. 4. 22.
1. 원고의 청구를 기각한다. 2. 소송비용은 원고가 부담한다.
1. 기초사실 가. 피고는 2001년경 한국전력공사에서 분리되어 4개의 원자력본부(고리, 영광, 월성, 울진)와 한강수력본부를 두고 상시근로자 9,000여 명을 사용하여 발전 및 이와 관련되는 사업 등을 하는 회사이다. 원고는 1985. 3. 5. 한국전력공사에 입사하여 근무하다가 2001년경 피고로 전적되어 근무하면서 2008. 1.경부터는 울진원자력본부 B발전소 C팀 팀장으로 근무하였다. 나. 피고 본사 발전처는 일일업무일지를 작성하여 이를 각 사업소 부장급 이상 근무자들에게 회사 메일로 보냈는데, 원고는 피고에게 계측자재를 납품하는 협력업체인 주식회사 D(이하 'D'라고 한다)의 사장 E에게 2010년경부터 201
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\uc720\ucd9c\ud558\uc600\uc73c\uba70, \ud37c\ud130\ub97c \uc0c1\uae09\uc790\uc5d0\uac8c \uc0c1\ub0a9\ud558\uae30\uae4c\uc9c0 \ud55c \uc810, \ubcf4\uc548 \ubc0f \uc724\ub9ac\uad50\uc721\uc744 \ud558\uc600\uc74c\uc5d0\ub3c4 \uc2a4\uc2a4\ub85c \uc704\ubc18\ud55c \uc810, \ud53c\uace0\uac00 \uad6d\uac00\ubcf4\uc548\uc2dc\uc124\uc744 \uc6b4\uc601\ud558\ub294 \uacf5\uae30\uc5c5\uc73c\ub85c\uc11c \ub192\uc740 \uc218\uc900\uc758 \uc131\uc2e4 \ubc0f \uccad\ub834 \uc758\ubb34\uac00 \uc694\uad6c\ub418\ub294 \uc810, \uc6d0\uace0\uc758 \ube44\uc704\ud589\uc704\ub85c \ud53c\uace0\uc758 \uba85\uc608\uc640 \uc2e0\uc6a9\uc774 \ud06c\uac8c \ud6fc\uc190\ub41c \uc810, \uae08\ud488\uc218\uc218\ub294 \uc9d5\uacc4\uac10\uacbd\ub300\uc0c1\uc5d0\uc11c \uc81c\uc678\ub418\ub294 \uc810, \uacbd\ud569\ub418\ub294 \ube44\uc704\ub85c \uc9d5\uacc4\uc591\uc815\uc744 \uc5c4\uaca9\ud558\uac8c \uc801\uc6a9\ud560 \uc218 \uc788\ub294 \uc810 \ub4f1\uc744 \uc885\ud569\uc801\uc73c\ub85c \uace0\ub824\ud560 \ub54c, \uc774 \uc0ac\uac74 \ud574\uace0\ub294 **\uc9d5\uacc4\uc7ac\ub7c9\uad8c\uc744 \uc77c\ud0c8\u00b7\ub0a8\uc6a9\ud558\uc5ec \uc704\ubc95\ud558\ub2e4\uace0 \ud560 \uc218 \uc5c6\uc74c**.\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \ub300\ubc95\uc6d0 1999. 10. 8. \uc120\uace0 99\ub4506101 \ud310\uacb0\n- \ub300\ubc95\uc6d0 2003. 7. 8. \uc120\uace0 2001\ub4508018 \ud310\uacb0\n- \ud53c\uace0 \ucde8\uc5c5\uaddc\uce59 \uc81c11\uc870 \uc81c4\ud638, \uc81c73\uc870 \uc81c1\ud638\n- \ud53c\uace0 \uc784\uc9c1\uc6d0 \ud589\ub3d9\uac15\ub839 \uc81c2\uc870 \uc81c1\ud638 \ub098., \uc81c16\uc870\n- \ud53c\uace0 \uc778\uc0ac\uad00\ub9ac\uaddc\uc815 \uc81c103\uc870, \uc81c109\uc870, \uc81c122\uc870 \uc81c1\ud56d\n- \ud53c\uace0 \ucd1d\ubb34\uaddc\uc815 \uc81c67\uc870\n- \ud53c\uace0 \uc9d5\uacc4\uc591\uc815\uc694\uad6c\uc5d0 \uad00\ud55c \uc9c0\uce68 \uc81c2\uc870, \uc81c3\uc870 \uc81c1\ud56d, \uc81c5\uc870, \ubcc4\ud45c 2-1\n## \ucc38\uace0\uc0ac\uc2e4\n- \uc6d0\uace0\ub294 C\ud300\uc7a5\uc73c\ub85c\uc11c 2010. 5. 20., 2010. 12. 13., 2011. 2. 15. \uc138 \ucc28\ub840\uc5d0 \uac78\uccd0 \ud300\uc6d0\ub4e4\uc5d0\uac8c \ubcf4\uc548\uad50\uc721\uc744 \ud558\uc600\uace0, \ud2b9\ud788 2011. 2. 15.\uc5d0\ub294 \uc77c\ubc18\ubb38\uc11c\ub3c4 \ubcf4\uc548\uc758 \ub300\uc0c1\uc774\ubbc0\ub85c \ubb34\ub2e8 \uacf5\uac1c\ud558\uc5ec\uc11c\ub294 \uc548 \ub41c\ub2e4\uace0 \uad50\uc721\ud568.\n- \uc6d0\uace0\ub294 2011. 4. 22. \ubd80\ud328 \uc608\ubc29 \ub4f1\uacfc \uad00\ub828\ud55c \uccad\ub834\uc11c\uc57d\uc11c\ub97c \uc791\uc131\ud558\uc600\uace0, E\uc5d0\uac8c \ud37c\ud130\ub97c \uc694\uad6c\ud55c \ub2e4\uc74c\ub0a0\uc778 2011. 6. 28.\uc5d0\ub294 \ud300\uc6d0\ub4e4\uc5d0\uac8c \ud68c\uc0ac \uc724\ub9ac\uaddc\ubc94\uc744 \uad50\uc721\ud558\uba74\uc11c \ud589\ub3d9\uac15\ub839\uc758 \ubaa9\uc801, \uc815\uc758, \uc801\uc6a9\ubc94\uc704 \ub4f1\uc5d0 \ub300\ud558\uc5ec \uac15\uc758\ud568.\n- \uc6d0\uace0\uc758 \ube44\uc704\uc0ac\uc2e4\uc5d0 \ub300\ud558\uc5ec \uc6b8\uc0b0\uc9c0\ubc29\uac80\ucc30\uccad \uacf5\ubcf4\ub2f4\ub2f9\uad00\uc774 \uc5b8\ub860\uc0ac\uc5d0 \ubcf4\ub3c4\uc790\ub8cc\ub97c \ubc30\ud3ec\ud558\uc5ec \ud53c\uace0\uc758 \uba85\uc608\uc640 \uc2e0\uc6a9\uc774 \ud06c\uac8c \ud6fc\uc190\ub428.\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \uacf5\uae30\uc5c5, \ud2b9\ud788 \uad6d\uac00\ubcf4\uc548\uc2dc\uc124\uc744 \uc6b4\uc601\ud558\ub294 \uae30\uc5c5\uc758 \uc9c1\uc6d0\uc5d0 \ub300\ud55c \ub192\uc740 \uc218\uc900\uc758 \uccad\ub834 \uc758\ubb34\uc640 \ubcf4\uc548 \uc758\ubb34\ub97c \uac15\uc870\ud568.\n- \uc9c1\ubb34\uad00\ub828\uc790\ub85c\ubd80\ud130\uc758 \uae08\ud488 \uc218\uc218 \ubc0f \ub0b4\ubd80 \ubb38\uc11c \uc720\ucd9c \ud589\uc704\ub294 \ub2e8\uc21c\ud788 \uac1c\uc778\uc801\uc778 \ube44\uc704\ub97c \ub118\uc5b4 \uae30\uc5c5\uc758 \uc2e0\ub8b0\ub3c4\uc640 \uacf5\uacf5\uc131\uc5d0 \uc2ec\uac01\ud55c \uc601\ud5a5\uc744 \ubbf8\uce60 \uc218 \uc788\uc74c\uc744 \uba85\ud655\ud788 \ud568.\n- \uc9d5\uacc4\uc591\uc815 \uc9c0\uce68\uc774 \uc9d5\uacc4\uc2ec\uc0ac\uc704\uc6d0\ud68c\ub97c \uad6c\uc18d\ud558\uc9c0 \uc54a\uc73c\uba70, \uacbd\ud569\ub418\ub294 \ube44\uc704\ub098 \uc0ac\ud68c\uc801 \ubb3c\uc758\ub97c \uc57c\uae30\ud55c \uacbd\uc6b0 \uc9d5\uacc4\uc591\uc815\uc744 \uac00\uc911\ud560 \uc218 \uc788\ub2e4\ub294 \uc810\uc744 \ud655\uc778\ud568.\n- \uc9c1\uc6d0\uc774 \uc2a4\uc2a4\ub85c \ubcf4\uc548 \ubc0f \uc724\ub9ac \uad50\uc721\uc744 \uc2e4\uc2dc\ud588\uc74c\uc5d0\ub3c4 \ubd88\uad6c\ud558\uace0 \uc774\ub97c \uc704\ubc18\ud55c \ud589\uc704\uc5d0 \ub300\ud574 \ub354\uc6b1 \uc5c4\uc911\ud55c \ucc45\uc784\uc744 \ubb3c\uc744 \uc218 \uc788\uc74c\uc744 \uc2dc\uc0ac\ud568."}
- 법리:
- 징계양정요구에 관한 지침은 징계심사위원회의 의결을 구속하는 것이 아님.
- 지침 제5조에 의하면, 서로 관련이 없는 2종류 이상의 경합되는 비위를 동시에 징계하거나 사회적으로 물의를 야기하여 회사의 명예를 크게 실추시킨 경우 등에는 징계양정요구기준보다 1~2단계 위의 징계양정을 요구할 수 있음.
- 판단:
- 근로자는 보직이동시 도움을 받고자 E에게 먼저 퍼터를 요구하고 상급자에게 상납하였으며, 금품수수 이외에 장기간에 걸친 문서유출행위도 징계대상이 된 점, 위 지침 제5조에 따라 징계양정요구기준보다 상향된 징계요구가 가능한 점 등을 종합할 때, 징계요구권자가 해임을 요구한 것이 징계절차상 중대한 하자에 해당한다고 볼 수 없음.
징계재량권의 일탈·남용 여부
- 쟁점: 해당 해고가 징계재량권을 일탈·남용한 위법이 있는지 여부.
- 법리:
- 징계처분이 사회통념상 현저하게 타당성을 잃어 징계권자의 재량권을 일탈하였거나 남용한 것이라고 인정되는 경우에 한하여 그 처분을 위법하다고 할 수 있음 (대법원 1999. 10. 8. 선고 99두6101 판결).
- 해고의 정당성은 사업의 목적과 성격, 사업장의 여건, 근로자의 지위 및 담당직무의 내용, 비위행위의 동기와 경위, 기업질서에 미칠 영향, 과거의 근무태도 등 여러 가지 사정을 종합적으로 검토하여 판단해야 함 (대법원 2003. 7. 8. 선고 2001두8018 판결).
- 판단:
- 근로자가 직무관련자로부터 금품을 수수하고 장기간 내부문서를 유출하였으며, 퍼터를 상급자에게 상납하기까지 한 점, 보안 및 윤리교육을 하였음에도 스스로 위반한 점, 회사가 국가보안시설을 운영하는 공기업으로서 높은 수준의