부산지방법원 동부지원 | 2022-04-13 | 2021가합102149
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
직장 내 성희롱 및 개인정보 유출로 인한 징계면직의 정당성 및 특별퇴직금 지급 의무 부존재
결과 요약
- 근로자의 징계면직 무효 확인 및 특별퇴직금 지급 청구를 모두 기각함.
사실관계
- 근로자는 피고 은행의 울산·경남 영업본부장(상무)으로 재직 중 2021. 4. 9. 직장 내 성희롱 및 개인정보 유출을 사유로 징계면직 처분을 받음.
- 회사는 징계면직 당일 근로자에게 구두로 해임을 통지하고, 2021. 4. 12. 해임통지서를 내용증명으로 발송함.
- 근로자는 징계절차의 하자, 징계사유의 부존재, 징계재량권 일탈·남용을 이유로 징계면직의 무효를 주장하고, 특별퇴직금 지급을 청구함.
핵심 쟁점, 법리 및 법원의 판단
징계절차의 위반 여부
- 법리: 징계 절차상 하자는 징계의 유효성을 좌우하는 중대한 요소임.
- 법원의 판단:
- 회사는 인사위원회 개최 8일 전 근로자에게 통지하고, 근로자는 참석하여 소명 의사를 밝힘.
- 근로자는 징계사유에 대한 사실조회 요구를 통해 구체적인 징계사유를 인지하고 소명함.
- 제8 징계사유(개인정보 유출)는 사실조회 확인서 작성 시점 이후 발생하여 소명 기회가 없었다는 주장은 받아들이지 않음.
- 회사의 행내 변호역제는 과장급 이하 직원에게만 적용되므로 상무인 근로자는 대상이 아님.
- 징계 절차상 하자가 없다고 판단함.
징계사유의 인정 여부
- 법리: '직장 내 성희롱'은 사회공동체의 건전한 상식과 관행에 비추어 객관적으로 성적 굴욕감이나 혐오감을 느끼게 할 수 있는 행위를 의미하며, 행위자에게 반드시 성적 동기나 의도가 있어야 하는 것은 아님(대법원 2008. 7. 10. 선고 2007두22498 판결). 개인정보 보호법 위반 여부도 판단함.
- 법원의 판단:
- 피해자 D의 구체적인 진술과 동료 직원의 목격 진술 등을 통해 근로자의 성희롱 행위(제1~7 징계사유)를 인정함.
- 근로자가 자신의 처에게 피해자 D의 개인정보를 알려주어 D의 집을 찾아가게 한 행위(제8 징계사유)는 개인정보 보호법 제59조 및 피고 윤리경영규정 제10조 위반으로 인정함.
- 근로자의 행위는 피고 윤리경영규정 및 복무규정을 위반한 것으로 징계규정상 징계대상에 해당한다고 판단함.
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
부산지방법원동부지원 제2민사부 판결
사건: 2021가합102149 해고무효확인 원고: A 소송대리인 법무법인 좋은 담당변호사 정희장 피고: 주식회사 B 소송대리인 법무법인(유한) 청률 담당변호사 장희석 변론종결: 2022. 3. 23. 판결선고: 2022. 4. 13.
1. 원고의 주위적 청구 및 예비적 청구를 모두 기각한다. 2. 소송비용은 원고가 부담한다.
1. 기초 사실 가. 피고는 은행법에 따라 설립되어 금융업 등을 영위하는 법인이다. 원고는 1992. 2.경 피고에 입사하여 직원으로 근무하다가 2020. 12. 31. 피고와 사이에 업무집행책임 자(상무) 고용계약(이하 '이 사건 고용계약'이라 한다)을 체결한 뒤 피고의 울산 . 경남 영업본부장(상무)으로 재직하던 중 2021. 4. 9. 징계면직 처분을 받고 해임된 자이다. 나. 피고는 2021. 4. 1. 원고에게 "윤리경영규정 및 복무규정 위반(직장 내 성희롱, 개인정보 유출)을 사유로 하여 2021. 4. 9. 오전 중으로 원고에 대한
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\uacbd\uc6b0\uc5d0 \ud55c\ud558\uc5ec \uc704\ubc95\ud568. \uc9d5\uacc4\ud574\uace0\ucc98\ubd84\uc740 \uac1d\uad00\uc801\uc73c\ub85c \uba85\ubc31\ud788 \ubd80\ub2f9\ud558\ub2e4\uace0 \uc778\uc815\ub418\ub294 \uacbd\uc6b0\uac00 \uc544\ub2cc \ud55c \uc27d\uac8c \uc9d5\uacc4\uad8c \ub0a8\uc6a9\uc73c\ub85c \ubcf4\uc544\uc11c\ub294 \uc544\ub2c8 \ub428(\ub300\ubc95\uc6d0 2017. 3. 15. \uc120\uace0 2013\ub45026750 \ud310\uacb0, \ub300\ubc95\uc6d0 2008. 7. 10. \uc120\uace0 2007\ub45022498 \ud310\uacb0).\n- **\ubc95\uc6d0\uc758 \ud310\ub2e8**:\n- \uc6d0\uace0\uc758 \uc131\ud76c\ub871 \ud589\uc704\ub294 \uc57d 2\uac1c\uc6d4\uc5d0 \uac78\uccd0 \ubc18\ubcf5\uc801\uc73c\ub85c \uc774\ub8e8\uc5b4\uc84c\uc73c\uba70, \ud53c\ud574\uc790\uc5d0\uac8c \uc0c1\ub2f9\ud55c \uc815\uc2e0\uc801 \uace0\ud1b5\uc744 \uc57c\uae30\ud568.\n- \uc6d0\uace0\ub294 2\ucc28 \uac00\ud574 \ud589\uc704\ub85c \ud53c\ud574\uc790\uc640 \uadf8 \uac00\uc871\uc5d0\uac8c \ucd94\uac00 \ud53c\ud574\ub97c \uc785\ud798.\n- \uc6d0\uace0\ub294 \uc0c1\ubb34\ub85c\uc11c \uc9c1\uc7a5 \ub0b4 \uc131\ud76c\ub871 \ubc29\uc9c0 \uc758\ubb34\uac00 \uc788\uc74c\uc5d0\ub3c4 \uc6b0\uc6d4\ud55c \uc9c0\uc704\ub97c \uc774\uc6a9\ud558\uc5ec \ubd80\ud558\uc9c1\uc6d0\uc5d0\uac8c \uc131\ud76c\ub871\uc744 \uc800\uc9c0\ub984.\n- \ud53c\uace0\ub294 \ub0a8\ub140\uace0\uc6a9\ud3c9\ub4f1\ubc95 \ubc0f \uc790\uccb4 \uc131\ud76c\ub871 \uc608\ubc29 \uc9c0\uce68\uc5d0 \ub530\ub77c \uc911\uc9d5\uacc4 \uc870\uce58\ub97c \ucde8\ud560 \uc758\ubb34\uac00 \uc788\uc74c.\n- \uc6d0\uace0\ub294 \uc77c\ubc18 \uadfc\ub85c\uc790\uc640 \uad6c\ubcc4\ub418\ub294 \uc5c5\ubb34\uc9d1\ud589\ucc45\uc784\uc790\ub85c\uc11c \ud2b9\ubcc4\ud55c \uc2e0\uc784\uad00\uacc4\uc5d0 \uc788\uc5c8\uc73c\uba70, \uace0\uc6a9\uacc4\uc57d\uc0c1 \ud574\uc9c0 \uc0ac\uc720\uc5d0\ub3c4 \ud574\ub2f9\ud560 \uc218 \uc788\uc74c.\n- \uc9d5\uacc4\uba74\uc9c1\uc774 \uc0ac\ud68c\ud1b5\ub150\uc0c1 \ud604\uc800\ud558\uac8c \ud0c0\ub2f9\uc131\uc744 \uc783\uc5b4 \uc7ac\ub7c9\uad8c\uc744 \ub0a8\uc6a9\ud55c \uac83\uc774\ub77c\uace0 \ubcfc \uc218 \uc5c6\ub2e4\uace0 \ud310\ub2e8\ud568.\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \ub300\ubc95\uc6d0 2017. 3. 15. \uc120\uace0 2013\ub45026750 \ud310\uacb0\n- \ub300\ubc95\uc6d0 2008. 7. 10. \uc120\uace0 2007\ub45022498 \ud310\uacb0\n- \ub0a8\ub140\uace0\uc6a9\ud3c9\ub4f1\uacfc \uc77c\u00b7\uac00\uc815 \uc591\ub9bd \uc9c0\uc6d0\uc5d0 \uad00\ud55c \ubc95\ub960 \uc81c12\uc870, \uc81c14\uc870\n- \ud53c\uace0 \uc131\ud76c\ub871 \uc608\ubc29 \ubc0f \ucc98\ub9ac\uc9c0\uce68 \uc81c10\uc870\n### \ud2b9\ubcc4\ud1f4\uc9c1\uae08 \uc9c0\uae09 \uc758\ubb34 \uc720\ubb34\n- **\ubc95\uc6d0\uc758 \ud310\ub2e8**:\n- \ud53c\uace0\uc758 \uc784\uc6d0\ud1f4\uc9c1\uae08\uaddc\uc815 \uc81c4\uc870 \uc81c3\ud56d\uc740 '\uc0c1\ubb34\uac00 \uacc4\uc57d\ub9cc\ub8cc, \ud574\uc784 \ub4f1\uc758 \uc0ac\uc720\ub85c \ud1f4\uc9c1\ud558\ub294 \uacbd\uc6b0\uc5d0 \ud2b9\ubcc4\ud1f4\uc9c1\uae08\uc744 \ucd94\uac00\ub85c \uc9c0\uae09\ud560 \uc218 \uc788\ub2e4'\uace0 \uaddc\uc815\ud558\uc5ec, \ud2b9\ubcc4\ud1f4\uc9c1\uae08 \uc9c0\uae09 \uc5ec\ubd80\ub97c \ud53c\uace0\uc758 \uc7ac\ub7c9\uc0ac\ud56d\uc73c\ub85c \uba85\uc2dc\ud568.\n- \uaddc\uc815\uc758 \ubb38\uc5b8\uc0c1 \uc758\ubb34\uaddc\uc815\uc73c\ub85c \ud574\uc11d\ud558\uae30 \uc5b4\ub824\uc6b0\uba70, \ud2b9\ubcc4\ud1f4\uc9c1\uae08 \uc81c\uc815 \ucde8\uc9c0\ub97c \uace0\ub824\ud558\ub354\ub77c\ub3c4 \uc758\ubb34\uc870\ud56d\uc73c\ub85c \ubcfc \uc218 \uc5c6\ub2e4\uace0 \ud310\ub2e8\ud568.\n- \ud53c\uace0\uc5d0\uac8c \ud2b9\ubcc4\ud1f4\uc9c1\uae08 \uc9c0\uae09 \uc758\ubb34\uac00 \uc5c6\ub2e4\uace0 \ud310\ub2e8\ud568.\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \uc9c1\uc7a5 \ub0b4 \uc131\ud76c\ub871 \ubc0f 2\ucc28 \uac00\ud574 \ud589\uc704\uc5d0 \ub300\ud55c \uae30\uc5c5\uc758 \uc5c4\uc815\ud55c \uc9d5\uacc4 \uc870\uce58\uc640 \uadf8 \uc815\ub2f9\uc131\uc744 \uc778\uc815\ud558\uace0 \uc788\uc74c. \ud2b9\ud788 \uc0c1\uae09\uc790\uc758 \uc6b0\uc6d4\uc801 \uc9c0\uc704\ub97c \uc774\uc6a9\ud55c \uc131\ud76c\ub871\uc5d0 \ub300\ud574 \ubb34\uad00\uc6a9 \uc6d0\uce59\uc744 \uc801\uc6a9\ud55c \uc810\uc774 \uc8fc\ubaa9\ub428.\n- \uc9d5\uacc4 \uc808\ucc28\uc758 \uc801\ubc95\uc131 \ud310\ub2e8\uc5d0 \uc788\uc5b4, \uc9d5\uacc4 \uc0ac\uc720\uc758 \uad6c\uccb4\uc801 \uace0\uc9c0 \ubc0f \uc18c\uba85 \uae30\ud68c \ubd80\uc5ec \uc5ec\ubd80\uac00 \uc911\uc694\ud558\uac8c \ub2e4\ub8e8\uc5b4\uc84c\uc73c\uba70, \uc9d5\uacc4 \uc0ac\uc720 \ubc1c\uc0dd \uc2dc\uc810\uacfc \uc18c\uba85 \uae30\ud68c \ubd80\uc5ec \uc2dc\uc810\uc758 \ucc28\uc774\uae4c\uc9c0 \uace0\ub824\ud558\uc5ec \uc808\ucc28\uc801 \ud558\uc790\ub97c \ubd80\uc778\ud568.\n- \uc9d5\uacc4 \uc591\uc815\uc758 \uc801\uc815\uc131 \ud310\ub2e8\uc5d0\uc11c\ub294 \uc131\ud76c\ub871\uc758 \ubc18\ubcf5\uc131, 2\ucc28 \uac00\ud574 \uc5ec\ubd80, \ud589\uc704\uc790\uc758 \uc9c1\uc704 \ubc0f \ucc45\uc784\uac10 \ub4f1 \ub2e4\uc591\ud55c \uc694\uc18c\ub97c \uc885\ud569\uc801\uc73c\ub85c \uace0\ub824\ud558\uc5ec \uc7ac\ub7c9\uad8c \ub0a8\uc6a9\uc774 \uc544\ub2d8\uc744 \ud655\uc778\ud568. \uc774\ub294 \uc9c1\uc7a5 \ub0b4 \uc131\ud76c\ub871\uc5d0 \ub300\ud55c \uc0ac\ud68c\uc801 \uacbd\uac01\uc2ec\uacfc \ud53c\ud574\uc790 \ubcf4\ud638\uc758 \ud544\uc694\uc131\uc774 \ubc18\uc601\ub41c \uac83\uc73c\ub85c \ubcf4\uc784.\n- \ud2b9\ubcc4\ud1f4\uc9c1\uae08 \uc9c0\uae09 \uc5ec\ubd80\uc5d0 \ub300\ud574\uc11c\ub294 \uaddc\uc815\uc758 \ubb38\uc5b8\uc801 \ud574\uc11d\uc744 \ud1b5\ud574 \uae30\uc5c5\uc758 \uc7ac\ub7c9\uad8c\uc744 \uc778\uc815\ud558\uc5ec, \uba85\uc2dc\uc801\uc778 \uc758\ubb34 \uaddc\uc815\uc774 \uc5c6\ub294 \ud55c \uc9c0\uae09 \uc758\ubb34\uac00 \uc5c6\uc74c\uc744 \uba85\ud655\ud788 \ud568. \uc774\ub294 \uae30\uc5c5 \ub0b4\ubd80 \uaddc\uc815 \ud574\uc11d\uc758 \uc911\uc694\uc131\uc744 \ubcf4\uc5ec\uc8fc\ub294 \uc0ac\ub840\uc784."}
- 징계규정 제3조 제1항 제1호 가목의 '고의 또는 중대한 과실로 위법·부당행위를 하여 은행 또는 고객에게 중대한 손실을 초래하거나 신용질서를 크게 문란시킨 경우'에 해당한다고 판단함.
- 징계규정 제3조가 성희롱을 명시적으로 면직 사유로 규정하지 않았더라도, 회사의 성희롱 예방 및 처리지침상 중징계 원칙 및 징계규정의 개정 취지 등을 고려할 때 면직 사유에 해당한다고 해석함.
관련 판례 및 법령
- 대법원 2008. 7. 10. 선고 2007두22498 판결
- 남녀고용평등과 일·가정 양립 지원에 관한 법률 제2조 제2호, 제12조, 제14조
- 개인정보 보호법 제59조
- 피고 윤리경영규정 제6조, 제9조, 제10조, 제13조, 제19조, 제44조
- 피고 복무규정 제47조 제1항
- 피고 징계규정 제2조 제10호, 제3조 제1항 제1호 가목
- 피고 성희롱 예방 및 처리지침 제10조
징계재량권의 일탈·남용 여부
- 법리: 징계권자의 징계처분은 사회통념상 현저하게 타당성을 잃어 재량권을 남용하였다고 인정되는 경우에 한하여 위법함. 징계해고처분은 객관적으로 명백히 부당하다고 인정되는 경우가 아닌 한 쉽게 징계권 남용으로 보아서는 아니 됨(대법원 2017. 3. 15. 선고 2013두26750 판결, 대법원 2008. 7. 10. 선고 2007두22498 판결).
- 법원의 판단:
- 근로자의 성희롱 행위는 약 2개월에 걸쳐 반복적으로 이루어졌으며, 피해자에게 상당한 정신적 고통을 야기함.
- 근로자는 2차 가해 행위로 피해자와 그 가족에게 추가 피해를 입힘.
- 근로자는 상무로서 직장 내 성희롱 방지 의무가 있음에도 우월한 지위를 이용하여 부하직원에게 성희롱을 저