대전고등법원 | 2018-10-11 | 2018나12054
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
취업규칙 불이익 변경 시 동의 주체 판단 기준 및 기간제 근로자 포함 여부
결과 요약
- 근로자의 항소를 기각하고, 항소비용은 근로자가 부담함.
사실관계
- 근로자는 회사의 취업규칙인 인사규정의 불이익 변경에 대해 항소하였음.
- 제1심에서 근로자가 주장한 내용과 크게 다르지 않으며, 제1심의 사실인정과 판단은 정당하다고 인정됨.
- 해당 인사규정 개정 당시 피고 사업장의 기간제 근로자 34명 중 5명은 이미 인사규정의 정년인 만 60세에 달하였음.
- 2007년 이후 회사의 기간제 근로자 중 정규직 또는 무기계약직 전환자는 총 29명이며, 기간제법 시행 이후 입사자 중 2010년부터 2017년까지 전환자는 5명으로, 이는 위 기간 동안의 총 입사인원 225명 중 2.2%에 불과함.
- 회사는 정규직 근로자는 인사규정에 따라, 계약직 근로자는 계약제직원 운영요령에 따라 각 절차에 의하여 별도로 채용하여 운영하고 있음.
핵심 쟁점, 법리 및 법원의 판단
취업규칙 불이익 변경 시 동의 주체 판단 기준
- 쟁점: 취업규칙 불이익 변경 시 동의 주체에 기간제 근로자가 포함되는지 여부.
- 법리: 여러 근로자 집단이 하나의 근로조건 체계 내에 있어 비록 취업규칙의 불이익 변경 시점에는 어느 근로자 집단만이 직접적인 불이익을 받더라도 다른 근로자 집단에게도 변경된 취업규칙의 적용이 예상되는 경우에는 일부 근로자 집단은 물론 장래 변경된 취업규칙 규정의 적용이 예상되는 근로자 집단을 포함한 근로자 집단이 동의주체가 됨.
- 법리: 근로조건이 이원화되어 있어 변경된 취업규칙이 적용되어 직접적으로 불이익을 받게 되는 근로자 집단 이외에 변경된 취업규칙의 적용이 예상되는 근로자 집단이 없는 경우에는 변경된 취업규칙이 적용되어 불이익을 받는 근로자 집단만이 동의주체가 됨.
- 법원의 판단:
- 해당 인사규정 제2조는 '이 규정은 복지센터 소장을 제외한 복지센터의 전직원에게 적용한다'고 규정하고 있으나, 해당 사업장의 계약제직원 운영요령 제2조는 '계약제직원에 관하여 따로 규정된 것 이외에는 이 요령에 의한다'고 규정하고 있으며, 계약제직원의 임면, 계약기간, 급여, 복무, 휴가, 후생복리 등에 관하여 규정하고 있으므로, 기간제 근로자는 인사규정이 아닌 위 운영요령의 적용을 받는 것으로 보임.
- 위 운영요령에는 정년에 관하여 무기계약직의 경우 해당 인사규정을 비롯한 해당 사업장의 제 규정을 준용한다고 규정하고 있을 뿐, 무기계약직을 제외한 다른 계약제직원에 대하여는 정년에 관한 별도의 규정이 존재하지 않음.
- 만약 해당 인사규정이 기간제 근로자에게도 그대로 적용된다고 보면, 정년에 달한 기간제 근로자 5명은 당연히 면직되어야 한다는 사회통념상 불합리한 결론에 이르게 되며, 일반적으로 정년이 지난 근로자의 경우에도 기간제로 고용하기 위한 취지에 반함. 따라서 해당 사업장의 계약직 근로자는 무기계약직을 제외하고는 정년에 관하여 해당 인사규정의 적용을 받지 않는 것으로 봄이 타당함.
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
대전고등법원 제2민사부 판결
사건: 2018나12054 해고무효확인 원고,항소인: A 피고,피항소인: 사단법인 과학기술인공제회 제1심판결: <case_cite ref="대전지방법원/2017가합100547">대전지방법원 2018. 5. 9. 선고 2017가합100547 판결</case_cite> 변론종결: 2018. 9. 13. 판결선고: 2018. 10. 11.
1. 원고의 항소를 기각한다. 2. 항소비용은 원고가 부담한다.
1. 제1심판결의 인용 원고가 항소하면서 당심에서 주장하는 사유는 제1심에서 이미 원고가 주장한 내용과 크게 다르지 않다. 제1심과 당심에서 제출된 증거들을 종합하여 보아도 제1심의 사실인정과 판단은 정당하다고 인정된다. 이에 이 법원이 이 사건에 관하여 적을 이유는, 아래와 같이 일부 보충하는 외에는 제1심판결의 이유 기재와 같으므로 민사소송법 제420조 본문에 의하여 이를 인용한다. 2. 보충하는 부분 가. 여러 근로자 집단이 하나의 근로조건 체계 내에 있어 비록 취업규칙의 불이익변경 시점에는 어느 근로자 집단만이 직접적인 불
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\uc788\ub294 \uae30\uac04\uc81c \uadfc\ub85c\uc790\uc5d0\uac8c\ub294 \uc6d0\uce59\uc801\uc73c\ub85c \uc774 \uc0ac\uac74 \uc778\uc0ac\uaddc\uc815\uc774 \uc801\uc6a9\ub418\uc9c0 \uc54a\ub294 \uac83\uc774\uace0, \ub2e8\uc9c0 \uc778\uc0ac\uc704\uc6d0\ud68c\uc758 \uc2ec\uc758\ub97c \uac70\uccd0 \uc608\uc678\uc801\uc73c\ub85c \uc77c\ubd80\uac00 \ubb34\uae30\uacc4\uc57d\uc9c1\uc73c\ub85c \uc804\ud658\ub418\ub294 \uc0ac\ub840\uac00 \uc788\ub2e4\ub294 \uc0ac\uc815\ub9cc\uc73c\ub85c \uae30\uac04\uc81c \uadfc\ub85c\uc790 \uc804\uccb4\uc5d0 \ub300\ud558\uc5ec \uc774 \uc0ac\uac74 \uc778\uc0ac\uaddc\uc815\uc758 \uc801\uc6a9\uc774 \uc608\uc0c1\ub41c\ub2e4\uac70\ub098 \uadf8 \ubcc0\uacbd\uc744 \uc704\ud574\uc11c \uae30\uac04\uc81c \uadfc\ub85c\uc790\ub4e4\uae4c\uc9c0 \ubaa8\ub450 \ud3ec\ud568\ud55c \uadfc\ub85c\uc790\uc9d1\ub2e8 \uc804\uccb4 \uc911 \uacfc\ubc18\uc218\uc758 \ub3d9\uc758\ub97c \ubc1b\uc544\uc57c \ud55c\ub2e4\uace0 \ud560 \uc218\ub294 \uc5c6\uc74c.**\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \ub300\ubc95\uc6d0 2009. 5. 28. \uc120\uace0 2009\ub4502238 \ud310\uacb0\n- \ubbfc\uc0ac\uc18c\uc1a1\ubc95 \uc81c420\uc870 \ubcf8\ubb38\n- \uae30\uac04\uc81c \ubc0f \ub2e8\uc2dc\uac04\uadfc\ub85c\uc790 \ubcf4\ud638 \ub4f1\uc5d0 \uad00\ud55c \ubc95\ub960 \uc81c4\uc870 \uc81c2\ud56d\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \ucde8\uc5c5\uaddc\uce59 \ubd88\uc774\uc775 \ubcc0\uacbd \uc2dc \ub3d9\uc758 \uc8fc\uccb4 \ud310\ub2e8\uc5d0 \uc788\uc5b4, **\uc2e4\uc9c8\uc801\uc778 \uadfc\ub85c\uc870\uac74 \uc801\uc6a9 \uc5ec\ubd80\uc640 \uc7a5\ub798 \uc801\uc6a9 \uac00\ub2a5\uc131\uc744 \uc5c4\uaca9\ud558\uac8c \ud310\ub2e8**\ud558\uace0 \uc788\uc74c\uc744 \ubcf4\uc5ec\uc90c.\n- \ud2b9\ud788, \uae30\uac04\uc81c \uadfc\ub85c\uc790\uc758 \uacbd\uc6b0 **\ubcc4\ub3c4\uc758 \uc6b4\uc601\uc694\ub839\uc774 \uc874\uc7ac\ud558\uace0 \uc815\ub144 \uaddc\uc815 \uc801\uc6a9\uc758 \ubd88\ud569\ub9ac\uc131, \ub0ae\uc740 \uc815\uaddc\uc9c1 \uc804\ud658\uc728 \ub4f1\uc744 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- 회사의 기간제 근로자 중 정규직 또는 무기계약직으로 전환된 사례가 일부 있다는 사정만으로 기간제 근로자에게도 해당 인사규정의 적용이 예상된다고 단정하기 어려움.
- 기간제법 제4조 제2항만으로 기간제 근로자가 무기계약직으로 전환될 가능성이 있어 해당 인사규정의 적용이 예상된다고 볼 수 없음.
- 기간제 근로자의 무기계약직 전환은 위 운영요령에 따라 인사위원회의 심의를 거쳐야만 하며 전환비율은 약 2.2%에 불과함. 따라서 전환 이전 단계에 있는 기간제 근로자에게는 원칙적으로 해당 인사규정이 적용되지 않는 것이고, 단지 인사위원회의 심의를 거쳐 예외적으로 일부가 무기계약직으로 전환되는 사례가 있다는 사정만으로 기간제 근로자 전체에 대하여 해당 인사규정의 적용이 예상된다거나 그 변경을 위해서 기간제 근로자들까지 모두 포함한 근로자집단 전체 중 과반수의 동의를 받아야 한다고 할 수는 없음.
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