서울남부지방법원 | 2021-06-22 | 2020가단289266
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
임금피크제 적용에 따른 임금 삭감의 부당성 여부
결과 요약
- 근로자의 임금피크제 적용으로 인한 임금 및 퇴직금 삭감 주장을 기각함.
- 해당 합의는 노동조합의 과반수 동의를 얻어 유효하며, 근로자의 개별 근로계약이 취업규칙보다 유리한 내용을 담고 있지 않으므로 임금피크제 적용이 정당하다고 판단함.
사실관계
- 회사는 금융투자회사로, 근로자는 1988년 입사하여 2019년 정년 퇴직한 직원임.
- 회사는 2014년 수석부장제도를 도입, 기존 정규직 부장을 계약직 연봉직원으로 전환하였음.
- 근로자는 수석부장 전환에 동의하지 않고 사직서 및 계약서를 제출하지 않았으나, 회사는 근로자를 계약직 수석부장으로 간주하고 급여를 인상 지급하며 퇴직금을 정산함.
- 근로자는 지속적으로 자신이 정규직임을 주장하며 계약직 전환을 부인하는 내용증명을 발송함.
- 회사는 2017년 노동조합과의 단체협약을 통해 수석부장 직위를 폐지하고 임금피크제를 시행하기로 합의함.
- 회사는 근로자에게 계약직 수석부장 유지 또는 정규직 J로의 전환을 선택하도록 통지하였으나, 근로자는 자신이 정규직임을 주장하며 임금피크제 적용 대상이 아님을 통보함.
핵심 쟁점, 법리 및 법원의 판단
해당 합의가 근로자의 동의를 얻지 못해 무효인지 여부
- 법리: 취업규칙 변경 시 근로자 과반수로 구성된 노동조합의 동의를 얻으면 해당 취업규칙 변경은 적법·유효하며, 이는 노동조합에 가입할 자격이 없는 근로자에게도 효력이 미침.
- 판단: 해당 합의는 피고와 노동조합 사이의 협의로 이루어졌고, 해당 노동조합이 피고 근로자 전체의 과반수로 구성된 사실에 다툼이 없음. 따라서 근로자의 조합원 여부와 무관하게 해당 합의는 근로자에게도 효력이 미친다고 판단함.
관련 판례 및 법령
- 대법원 2008. 2. 29. 선고 2007다85997 판결
- 대법원 2009. 11. 12. 선고 2009다49337 판결
해당 합의가 근로자의 개별 근로계약에 반하여 무효인지 여부
- 법리: 근로자에게 불리한 내용으로 변경된 취업규칙은 집단적 동의를 받았더라도, 그보다 유리한 근로조건을 정한 기존의 개별 근로계약 부분에 우선하는 효력을 갖지 않음. 다만, 이는 개별 근로계약에 구체적인 임금액이나 임금 산정방식이 정해져 있는 경우에 한하며, 단순히 근로조건을 취업규칙에 의하도록 추상적으로 규정한 경우에는 적용되지 않음.
- 판단: 근로자를 포함한 회사의 근로자들은 회사의 보수규정 및 매년 체결되는 임금협약에 따라 임금을 지급받아 온 것으로 보임. 근로자가 제출한 증거만으로는 원고와 회사가 개별 근로계약에 의해 회사의 보수규정과 달리 구체적인 임금액이나 임금 산정방식에 관하여 약정하였다고 보기 부족함. 따라서 근로자의 이 부분 주장은 받아들일 수 없다고 판단함.
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
1. 원고의 청구를 기각한다. 2. 소송비용은 원고가 부담한다.
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\uc785\uc0ac\ud558\uc5ec 2019\ub144 \uc815\ub144 \ud1f4\uc9c1\ud55c \uc9c1\uc6d0\uc784.\n- \ud53c\uace0\ub294 2014\ub144 \uc218\uc11d\ubd80\uc7a5\uc81c\ub3c4\ub97c \ub3c4\uc785, \uae30\uc874 \uc815\uaddc\uc9c1 \ubd80\uc7a5\uc744 \uacc4\uc57d\uc9c1 \uc5f0\ubd09\uc9c1\uc6d0\uc73c\ub85c \uc804\ud658\ud558\uc600\uc74c.\n- \uc6d0\uace0\ub294 \uc218\uc11d\ubd80\uc7a5 \uc804\ud658\uc5d0 \ub3d9\uc758\ud558\uc9c0 \uc54a\uace0 \uc0ac\uc9c1\uc11c \ubc0f \uacc4\uc57d\uc11c\ub97c \uc81c\ucd9c\ud558\uc9c0 \uc54a\uc558\uc73c\ub098, \ud53c\uace0\ub294 \uc6d0\uace0\ub97c \uacc4\uc57d\uc9c1 \uc218\uc11d\ubd80\uc7a5\uc73c\ub85c \uac04\uc8fc\ud558\uace0 \uae09\uc5ec\ub97c \uc778\uc0c1 \uc9c0\uae09\ud558\uba70 \ud1f4\uc9c1\uae08\uc744 \uc815\uc0b0\ud568.\n- \uc6d0\uace0\ub294 \uc9c0\uc18d\uc801\uc73c\ub85c \uc790\uc2e0\uc774 \uc815\uaddc\uc9c1\uc784\uc744 \uc8fc\uc7a5\ud558\uba70 \uacc4\uc57d\uc9c1 \uc804\ud658\uc744 \ubd80\uc778\ud558\ub294 \ub0b4\uc6a9\uc99d\uba85\uc744 \ubc1c\uc1a1\ud568.\n- \ud53c\uace0\ub294 2017\ub144 \ub178\ub3d9\uc870\ud569\uacfc\uc758 \ub2e8\uccb4\ud611\uc57d\uc744 \ud1b5\ud574 \uc218\uc11d\ubd80\uc7a5 \uc9c1\uc704\ub97c \ud3d0\uc9c0\ud558\uace0 \uc784\uae08\ud53c\ud06c\uc81c\ub97c \uc2dc\ud589\ud558\uae30\ub85c \ud569\uc758\ud568.\n- \ud53c\uace0\ub294 \uc6d0\uace0\uc5d0\uac8c \uacc4\uc57d\uc9c1 \uc218\uc11d\ubd80\uc7a5 \uc720\uc9c0 \ub610\ub294 \uc815\uaddc\uc9c1 J\ub85c\uc758 \uc804\ud658\uc744 \uc120\ud0dd\ud558\ub3c4\ub85d \ud1b5\uc9c0\ud558\uc600\uc73c\ub098, \uc6d0\uace0\ub294 \uc790\uc2e0\uc774 \uc815\uaddc\uc9c1\uc784\uc744 \uc8fc\uc7a5\ud558\uba70 \uc784\uae08\ud53c\ud06c\uc81c \uc801\uc6a9 \ub300\uc0c1\uc774 \uc544\ub2d8\uc744 \ud1b5\ubcf4\ud568.\n## \ud575\uc2ec \uc7c1\uc810, \ubc95\ub9ac \ubc0f \ubc95\uc6d0\uc758 \ud310\ub2e8\n### \uc774 \uc0ac\uac74 \ud569\uc758\uac00 \uc6d0\uace0\uc758 \ub3d9\uc758\ub97c \uc5bb\uc9c0 \ubabb\ud574 \ubb34\ud6a8\uc778\uc9c0 \uc5ec\ubd80\n- **\ubc95\ub9ac**: \ucde8\uc5c5\uaddc\uce59 \ubcc0\uacbd \uc2dc \uadfc\ub85c\uc790 \uacfc\ubc18\uc218\ub85c \uad6c\uc131\ub41c \ub178\ub3d9\uc870\ud569\uc758 \ub3d9\uc758\ub97c \uc5bb\uc73c\uba74 \ud574\ub2f9 \ucde8\uc5c5\uaddc\uce59 \ubcc0\uacbd\uc740 \uc801\ubc95\u00b7\uc720\ud6a8\ud558\uba70, \uc774\ub294 \ub178\ub3d9\uc870\ud569\uc5d0 \uac00\uc785\ud560 \uc790\uaca9\uc774 \uc5c6\ub294 \uadfc\ub85c\uc790\uc5d0\uac8c\ub3c4 \ud6a8\ub825\uc774 \ubbf8\uce68.\n- **\ud310\ub2e8**: \uc774 \uc0ac\uac74 \ud569\uc758\ub294 \ud53c\uace0\uc640 \ub178\ub3d9\uc870\ud569 \uc0ac\uc774\uc758 \ud611\uc758\ub85c \uc774\ub8e8\uc5b4\uc84c\uace0, \ud574\ub2f9 \ub178\ub3d9\uc870\ud569\uc774 \ud53c\uace0 \uadfc\ub85c\uc790 \uc804\uccb4\uc758 \uacfc\ubc18\uc218\ub85c \uad6c\uc131\ub41c \uc0ac\uc2e4\uc5d0 \ub2e4\ud23c\uc774 \uc5c6\uc74c. \ub530\ub77c\uc11c \uc6d0\uace0\uc758 \uc870\ud569\uc6d0 \uc5ec\ubd80\uc640 \ubb34\uad00\ud558\uac8c \uc774 \uc0ac\uac74 \ud569\uc758\ub294 \uc6d0\uace0\uc5d0\uac8c\ub3c4 \ud6a8\ub825\uc774 \ubbf8\uce5c\ub2e4\uace0 \ud310\ub2e8\ud568.\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \ub300\ubc95\uc6d0 2008. 2. 29. \uc120\uace0 2007\ub2e485997 \ud310\uacb0\n- \ub300\ubc95\uc6d0 2009. 11. 12. \uc120\uace0 2009\ub2e449337 \ud310\uacb0\n### \uc774 \uc0ac\uac74 \ud569\uc758\uac00 \uc6d0\uace0\uc758 \uac1c\ubcc4 \uadfc\ub85c\uacc4\uc57d\uc5d0 \ubc18\ud558\uc5ec \ubb34\ud6a8\uc778\uc9c0 \uc5ec\ubd80\n- **\ubc95\ub9ac**: \uadfc\ub85c\uc790\uc5d0\uac8c \ubd88\ub9ac\ud55c \ub0b4\uc6a9\uc73c\ub85c \ubcc0\uacbd\ub41c \ucde8\uc5c5\uaddc\uce59\uc740 \uc9d1\ub2e8\uc801 \ub3d9\uc758\ub97c \ubc1b\uc558\ub354\ub77c\ub3c4, \uadf8\ubcf4\ub2e4 \uc720\ub9ac\ud55c \uadfc\ub85c\uc870\uac74\uc744 \uc815\ud55c \uae30\uc874\uc758 \uac1c\ubcc4 \uadfc\ub85c\uacc4\uc57d \ubd80\ubd84\uc5d0 \uc6b0\uc120\ud558\ub294 \ud6a8\ub825\uc744 \uac16\uc9c0 \uc54a\uc74c. \ub2e4\ub9cc, \uc774\ub294 \uac1c\ubcc4 \uadfc\ub85c\uacc4\uc57d\uc5d0 \uad6c\uccb4\uc801\uc778 \uc784\uae08\uc561\uc774\ub098 \uc784\uae08 \uc0b0\uc815\ubc29\uc2dd\uc774 \uc815\ud574\uc838 \uc788\ub294 \uacbd\uc6b0\uc5d0 \ud55c\ud558\uba70, \ub2e8\uc21c\ud788 \uadfc\ub85c\uc870\uac74\uc744 \ucde8\uc5c5\uaddc\uce59\uc5d0 \uc758\ud558\ub3c4\ub85d \ucd94\uc0c1\uc801\uc73c\ub85c \uaddc\uc815\ud55c \uacbd\uc6b0\uc5d0\ub294 \uc801\uc6a9\ub418\uc9c0 \uc54a\uc74c.\n- **\ud310\ub2e8**: \uc6d0\uace0\ub97c \ud3ec\ud568\ud55c \ud53c\uace0\uc758 \uadfc\ub85c\uc790\ub4e4\uc740 \ud53c\uace0\uc758 \ubcf4\uc218\uaddc\uc815 \ubc0f \ub9e4\ub144 \uccb4\uacb0\ub418\ub294 \uc784\uae08\ud611\uc57d\uc5d0 \ub530\ub77c \uc784\uae08\uc744 \uc9c0\uae09\ubc1b\uc544 \uc628 \uac83\uc73c\ub85c \ubcf4\uc784. \uc6d0\uace0\uac00 \uc81c\ucd9c\ud55c \uc99d\uac70\ub9cc\uc73c\ub85c\ub294 \uc6d0\uace0\uc640 \ud53c\uace0\uac00 \uac1c\ubcc4 \uadfc\ub85c\uacc4\uc57d\uc5d0 \uc758\ud574 \ud53c\uace0\uc758 \ubcf4\uc218\uaddc\uc815\uacfc \ub2ec\ub9ac \uad6c\uccb4\uc801\uc778 \uc784\uae08\uc561\uc774\ub098 \uc784\uae08 \uc0b0\uc815\ubc29\uc2dd\uc5d0 \uad00\ud558\uc5ec \uc57d\uc815\ud558\uc600\ub2e4\uace0 \ubcf4\uae30 \ubd80\uc871\ud568. \ub530\ub77c\uc11c \uc6d0\uace0\uc758 \uc774 \ubd80\ubd84 \uc8fc\uc7a5\uc740 \ubc1b\uc544\ub4e4\uc77c \uc218 \uc5c6\ub2e4\uace0 \ud310\ub2e8\ud568.\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \ub300\ubc95\uc6d0 2019. 11. 14. \uc120\uace0 2018\ub2e4200709 \ud310\uacb0\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \ucde8\uc5c5\uaddc\uce59 \ubcc0\uacbd\uc758 \uc720\ud6a8\uc131 \ud310\ub2e8\uc5d0 \uc788\uc5b4 \ub178\ub3d9\uc870\ud569\uc758 \uacfc\ubc18\uc218 \ub3d9\uc758 \uc5ec\ubd80\uc640 \uac1c\ubcc4 \uadfc\ub85c\uacc4\uc57d\uc758 \uad6c\uccb4\uc131\uc744 \uc911\uc694\ud55c \uae30\uc900\uc73c\ub85c \uc0bc\uace0 \uc788\uc74c.\n- \ud2b9\ud788, \uac1c\ubcc4 \uadfc\ub85c\uacc4\uc57d\uc774 \ucde8\uc5c5\uaddc\uce59\ubcf4\ub2e4 \uc720\ub9ac\ud55c \uadfc\ub85c\uc870\uac74\uc744 \uba85\uc2dc\uc801\uc73c\ub85c \uc815\ud558\uc9c0 \uc54a\uc740 \uacbd\uc6b0, \ucde8\uc5c5\uaddc\uce59 \ubcc0\uacbd\uc5d0 \ub530\ub978 \ubd88\uc774\uc775\uc774 \uc788\ub354\ub77c\ub3c4 \uadf8 \ud6a8\ub825\uc744 \uc778\uc815\ud560 \uc218 \uc788\uc74c\uc744 \ubcf4\uc5ec\uc90c.\n- \uc6d0\uace0\uac00 \uacc4\uc57d\uc9c1 \uc804\ud658\uc744 \uc77c\uad00\ub418\uac8c \uac70\ubd80\ud588\uc74c\uc5d0\ub3c4 \ubd88\uad6c\ud558\uace0, \uc2e4\uc81c \uc784\uae08 \uc9c0\uae09 \ubc29\uc2dd\uacfc \uadfc\ub85c\uc870\uac74\uc774 \ucde8\uc5c5\uaddc\uce59\uc5d0 \ub530\ub978 \uac83\uc73c\ub85c \uc778\uc815\ub418\uc5b4 \uc6d0\uace0\uc758 \uc8fc\uc7a5\uc774 \uae30\uac01\ub41c \uc810\uc740 \uc8fc\ubaa9\ud560 \ub9cc\ud568."}
관련 판례 및 법령
- 대법원 2019. 11. 14. 선고 2018다200709 판결
검토
- 본 판결은 취업규칙 변경의 유효성 판단에 있어 노동조합의 과반수 동의 여부와 개별 근로계약의 구체성을 중요한 기준으로 삼고 있음.
- 특히, 개별 근로계약이 취업규칙보다 유리한 근로조건을 명시적으로 정하지 않은 경우, 취업규칙 변경에 따른 불이익이 있더라도 그 효력을 인정할 수 있음을 보여줌.
- 근로자가 계약직 전환을 일관되게 거부했음에도 불구하고, 실제 임금 지급 방식과 근로조건이 취업규칙에 따른 것으로 인정되어 근로자의 주장이 기각된 점은 주목할 만함.