수원지방법원 안양지원 | 2018-02-07 | 2016가단19600
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
홍보요원의 근로자성 및 대여금 채권의 허위성 여부 판단
결과 요약
- 원고(선정당사자) 및 선정자들의 청구를 모두 기각하고, 소송비용은 원고(선정당사자) 및 선정자들이 부담함.
사실관계
- 주식회사 I는 2013. 12. 28. J 도시환경정비사업 주민대표회와 재개발조합 설립 동의서 징구 및 건설회사 홍보 업무 위탁 용역계약을 체결함.
- 근로자들(선정당사자 및 선정자들)은 2014. 1. 6.부터 2014. 6. 17.까지 I의 홍보요원(OS 요원)으로서 위 업무를 수행함.
- 근로자들은 I에 대해 미지급 임금 65,702,000원 청구 소송을 제기하여 2015. 5. 13. 무변론 승소 판결을 받았고, 위 판결은 2015. 6. 4. 확정됨.
- 근로자들은 I의 채권에 대해 채권압류 및 추심명령을 받아 2015. 6. 5. 및 2015. 8. 13. 확정됨.
- 근로자들은 2015년경 I의 대표자 K을 임금 미지급으로 고용노동청에 진정하였으나, K은 2015. 9. 10. 근로자들이 근로기준법상 근로자에 해당하지 않는다는 이유로 혐의 없음(증거불충분) 불기소처분을 받음.
- 신반포4차주택재건축정비사업조합설립추진위원회는 I에 대한 용역대금채권 110,113,122원을 공탁하였고, 근로자들은 위 공탁금에 대한 배당 절차를 신청함.
- 이 사건 배당 절차에서 2016. 12. 22. 근로자들에게 합계 21,940,916원, 회사에게 합계 64,009,313원을 안분배당하는 내용의 배당표가 작성됨.
- 원고(선정당사자)는 2016. 12. 22. 배당기일에 출석하여 회사에 대한 배당액에 이의를 제기하고 2016. 12. 26. 해당 소를 제기함.
핵심 쟁점, 법리 및 법원의 판단
회사의 대여금반환채권 허위성 여부
- 법리: 채권의 허위성은 증거에 의해 판단됨.
- 법원의 판단:
- 회사는 2015. 4. 27.경 I에 약 240,000,000원을 대여하였고, I는 2015. 4. 29. 회사에게 240,000,000원을 2015. 12. 31.까지 이자 없이 차용하되, 채권자가 상환을 요청할 때에는 30일 이내 상환한다는 내용의 금전차용증서를 작성해 준 사실이 인정됨.
- I가 이를 이행하지 않아 회사가 지급명령을 신청하였고, 소송으로 이행되어 2016. 11. 2. I가 회사에게 200,000,000원을 분할 지급하는 내용으로 조정이 성립된 사실이 인정됨.
- 위 인정 사실에 따르면, 회사는 I에 대하여 대여금반환채권을 가지고 있다고 할 것이고, 달리 허위의 채권이라고 볼 만한 증거도 없으므로, 근로자의 이 부분 주장은 받아들이지 아니함.
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
수원지방법원안양지원 판결
사건: 2016가단19600 배당이의 원고(선정당사자): A 피고: 주식회사 토문건축사사무소 변론종결: 2017. 11. 22. 판결선고: 2018. 2. 7.
1. 원고(선정당사자) 및 선정자들의 청구를 모두 기각한다. 2. 소송비용은 원고(선정당사자) 및 선정자들이 부담한다.
1. 기초 사실 가. 1) 주식회사 I(이하 'I'라 한다)는 2013. 12. 28. J 도시환경정비사업 주민대표회와 사이에 J 도시환경정비사업의 재개발조합 설립에 관한 동의서를 징구하고 건설회사를 홍보하는 등의 업무를 위탁받는 내용의 용역계약을 체결하였다. 2) 원고(선정당사자) 및 선정자들(이하 '원고들'이라 한다)은 이른바 홍보요원(OS 요원)으로서 2014. 1. 6.부터 2014. 6. 17.까지 사이에 전항 기재 동의서 징구 및 건설회사 홍보 등의 업무를 하였다. 나. 1) 원고들은 I에 대하여 <case_cite ref="수원지방법원 안양지원/2015가단3448">수원지방법원 안양지원 2015가단3448<
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\uc218\ud589\uc774\ub098 \uc2e4\uc801\uc744 \uad00\ub9ac\ud558\uc600\ub2e4\uace0 \ubcf4\uae30 \uc5b4\ub835\uace0, \uc774\ub97c \uadfc\uac70\ub85c \ubd88\uc774\uc775\uc744 \uac00\ud558\uc600\ub2e4\uace0 \ubcfc \ub9cc\ud55c \uc99d\uac70\ub3c4 \uc5c6\uc74c.\n- \uc6d0\uace0\ub4e4\uc740 \uc77c\ub2f9 \uc774\uc678\uc5d0 \uc2dc\uac04\uc678 \uc218\ub2f9\uc774\ub098 \uc57c\uac04\uc218\ub2f9, \uc0c1\uc5ec\uae08 \ub4f1\uc744 \uc9c0\uae09\ubc1b\uc9c0 \uc54a\uc558\uace0, \uc0ac\uc5c5\uc18c\ub4dd\uc790\ub85c\uc11c \uc0ac\uc5c5\uc18c\ub4dd\uc138\ub97c \ub0a9\ubd80\ud558\uc600\uc74c.\n- J \ub3c4\uc2dc\ud658\uacbd\uc815\ube44\uc0ac\uc5c5\uc774 \ubb34\uc0b0\ub418\uc5b4 \uc6d0\uace0\ub4e4\uc740 2014. 7. 1. \ub3d9\uc758\uc11c \uc9d5\uad6c \uc5c5\ubb34\ub97c \ubcc4\ub2e4\ub978 \ud574\uace0 \uc808\ucc28 \uc5c6\uc774 \uadf8\ub9cc\ub450\uac8c \ub418\uc5c8\ub294\ub370 \uc774\uc5d0 \ub300\ud558\uc5ec \uc774\uc758\uc81c\uae30\ub97c \ud558\uc9c0 \uc54a\uc558\uc74c. \ub610\ud55c, \uc911\uac04\uc5d0 \uc5c5\ubb34\ub97c \uadf8\ub9cc\ub450\ub294 \uacbd\uc6b0\uc5d0\ub3c4 \ubcc4\ub2e4\ub978 \uc81c\uc7ac\uac00 \uc5c6\ub294 \uac83\uc73c\ub85c \ubcf4\uc774\ub294\ubc14, \uadfc\ub85c\uad00\uacc4 \uc81c\uacf5\uc758 \uacc4\uc18d\uc131\ub3c4 \uc778\uc815\ud558\uae30 \uc5b4\ub824\uc6c0.\n- \uc704 \uc0ac\uc815\ub4e4\uc744 \uc885\ud569\ud558\uc5ec \ubcfc \ub54c, \uc6d0\uace0\ub4e4\uc774 \uc784\uae08\uc744 \ubaa9\uc801\uc73c\ub85c \uc885\uc18d\uc801\uc778 \uad00\uacc4\uc5d0\uc11c I\uc5d0 \uadfc\ub85c\ub97c \uc81c\uacf5\ud558\uc600\ub2e4\uace0 \uc778\uc815\ud558\uae30\uc5d0 \ubd80\uc871\ud558\uace0 \ub2ec\ub9ac \uc774\ub97c \uc778\uc815\ud560 \uc99d\uac70\uac00 \uc5c6\uc73c\ubbc0\ub85c, \uc6d0\uace0\ub4e4\uc774 \uadfc\ub85c\uae30\uc900\ubc95\uc0c1 \uadfc\ub85c\uc790\uc784\uc744 \uc804\uc81c\ub85c \ud558\ub294 \uc6d0\uace0\uc758 \uc774 \ubd80\ubd84 \uc8fc\uc7a5\ub3c4 \ubc1b\uc544\ub4e4\uc774\uc9c0 \uc544\ub2c8\ud568.\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \ud64d\ubcf4\uc694\uc6d0\uc758 \uadfc\ub85c\uc790\uc131 \ud310\ub2e8\uc5d0 \uc788\uc5b4 **\uacc4\uc57d\uc758 \ud615\uc2dd\ubcf4\ub2e4\ub294 \uc2e4\uc9c8\uc801\uc778 \uc885\uc18d\uc131 \uc5ec\ubd80\ub97c \uc911\uc810\uc801\uc73c\ub85c \ud310\ub2e8**\ud558\uc600\uc74c. \ud2b9\ud788, **\uc5c5\ubb34 \uc9c0\ud718\u00b7\uac10\ub3c5\uc758 \uc815\ub3c4, \uadfc\ubb34\uc2dc\uac04 \ubc0f \uc7a5\uc18c\uc758 \uad6c\uc18d\uc131, \ub3c5\ub9bd\uc801\uc778 \uc0ac\uc5c5 \uc601\uc704 \uac00\ub2a5\uc131, \ubcf4\uc218\uc758 \uc131\uaca9, \uc0ac\ud68c\ubcf4\uc7a5\uc81c\ub3c4 \uc801\uc6a9 \uc5ec\ubd80 \ub4f1 \ub2e4\uc591\ud55c \uc694\uc18c\ub97c \uc885\ud569\uc801\uc73c\ub85c \uace0\ub824**\ud558\uc5ec \uadfc\ub85c\uc790\uc131\uc744 \ubd80\uc815\ud558\uc600\uc74c.\n- \uc774\ub294 **\ub178\ubb34 \uc81c\uacf5 \ud615\ud0dc\uac00 \ub2e4\uc591\ud574\uc9c0\ub294 \ud604\ub300 \uc0ac\ud68c\uc5d0\uc11c \uadfc\ub85c\uae30\uc900\ubc95\uc0c1 \uadfc\ub85c\uc790 \ubcf4\ud638\uc758 \ubc94\uc704\ub97c \uba85\ud655\ud788 \ud558\ub294 \ub370 \uc911\uc694\ud55c \uae30\uc900**\uc744 \uc81c\uc2dc\ud568. \ud2b9\ud788, **\uc77c\ub2f9\uc9c1, \ub2e8\uae30 \uacc4\uc57d\uc9c1 \ub4f1 \ube44\uc804\ud615\uc801\uc778 \uace0\uc6a9 \ud615\ud0dc\uc5d0 \ub300\ud55c \uadfc\ub85c\uc790\uc131 \ud310\ub2e8 \uc2dc \ucc38\uace0\ud560 \ub9cc\ud55c \uad6c\uccb4\uc801\uc778 \ud310\ub2e8 \uae30\uc900**\uc744 \uc81c\uacf5\ud568.\n- \ub610\ud55c, **\ucc44\uad8c\uc758 \ud5c8\uc704\uc131 \uc8fc\uc7a5\uc5d0 \ub300\ud574\uc11c\ub294 \uac1d\uad00\uc801\uc778 \uc99d\uac70(\ucc28\uc6a9\uc99d, \uc870\uc815 \uc131\ub9bd \ub4f1)\ub97c \ud1b5\ud574 \ucc44\uad8c\uc758 \uc874\uc7ac\ub97c \uc778\uc815**\ud568\uc73c\ub85c\uc368, **\ubc30\ub2f9\uc774\uc758 \uc18c\uc1a1\uc5d0\uc11c \ucc44\uad8c\uc758 \uc2e4\uc7ac\uc131\uc744 \ub2e4\ud234 \ub54c \ud544\uc694\ud55c \uc99d\uba85 \ucc45\uc784\uc758 \uc911\uc694\uc131**\uc744 \ubcf4\uc5ec\uc90c."}
근로자들의 임금채권자로서 우선변제권 유무 (근로자성 인정 여부)
- 법리: 근로기준법상 근로자에 해당하는지는 계약의 형식보다 근로제공관계의 실질이 근로제공자가 사업 또는 사업장에 임금을 목적으로 종속적인 관계에서 사용자에게 근로를 제공하였는지 여부에 따라 판단하여야 함. 종속적인 관계인지는 업무 내용 사용자의 지휘·감독, 근무시간·장소 지정, 독립 사업 영위 여부, 이윤·손실 위험 부담, 보수의 성격, 기본급·고정급 유무, 원천징수 여부, 계속성, 전속성, 사회보장제도 인정 여부 등 경제적·사회적 여러 조건을 종합하여 판단함. 다만, 기본급·고정급, 원천징수, 사회보장제도 인정 여부는 사용자가 임의로 정할 여지가 크므로, 그러한 점들이 인정되지 않는다는 것만으로 근로자성을 쉽게 부정하여서는 안 됨.
관련 판례 및 법령
- 대법원 2015. 7. 9. 선고 2012다20550 판결
- 대법원 2016. 10. 27. 선고 2016다29890 판결
- 법원의 판단:
- I는 근로자들과 별도의 근로계약서를 작성하지 않았고 근무기간이나 수당에 관한 합의를 하지 않았으며 이에 관한 공지한 사실도 없었음.
- I와 근로자들은 일반적인 업계 시세에 따라 일당을 지급하는 것으로 알고 일을 시작하였고, I는 근로자들에게 시세에 따라 일당 130,000원씩을 지급함.
- I 대표자 K이 지인에게