대전지방법원 | 2018-04-11 | 2017구합102920
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
기간제 근로자의 업무 인수인계 기간이 근로 기간에 포함되는지 여부
결과 요약
- 근로자의 청구를 기각함.
- 소송비용은 보조참가로 인한 부분을 포함하여 근로자가 부담함.
사실관계
- 근로자는 제천시 장사 등에 관한 조례에 따라 공설장사시설인 C를 운영하는 지방자치단체임.
- 참가인은 2014. 9. 24.부터 이 사건 장사시설에 입사하여 접수 및 시설관리직으로 근무하였음.
- 근로자는 2016. 8. 31. 참가인에게 근로계약기간이 2016. 9. 30.자로 만료되었음을 통보하였음.
- 참가인은 위 통보가 부당해고라고 주장하며 충북지방노동위원회에 구제신청을 하였으나 기각됨.
- 참가인은 중앙노동위원회에 재심신청을 하였고, 중앙노동위원회는 2017. 4. 10. 재심신청을 인용함(해당 재심판정).
- 근로자는 해당 재심판정이 위법하다고 주장하며 소를 제기함.
핵심 쟁점, 법리 및 법원의 판단
업무 인수인계 기간의 근로자성 인정 여부
- 쟁점: 참가인이 근로계약서상 근로기간 개시일 이전인 2014. 9. 24.부터 2014. 9. 30.까지 업무 인수인계를 위해 출근하여 근무한 기간(해당 업무인수인계 기간)이 근로 기간에 포함되는지 여부.
- 법리: 근로기준법상 근로자에 해당하는지 여부는 계약의 형식이 아닌 실질에 있어 근로자가 사업 또는 사업장에 임금을 목적으로 종속적인 관계에서 사용자에게 근로를 제공하였는지 여부에 따라 판단함. 종속적인 관계 여부는 업무 내용, 지휘·감독, 근무시간·장소 구속, 독립 사업 영위 여부, 보수의 성격, 계속성, 전속성, 사회보장제도 인정 여부 등 경제적·사회적 여러 조건을 종합하여 판단함. 다만, 기본급·고정급 유무, 원천징수 여부, 사회보장제도 인정 여부 등은 사용자가 임의로 정할 여지가 크므로, 이러한 점이 인정되지 않는다는 것만으로 근로자성을 쉽게 부정하여서는 안 됨.
- 법원의 판단:
- 해당 업무인수인계 기간 동안 임금 지급이 없었고 근로계약서에 포함되지 않았으나, 재계약을 바라는 기간제 근로자의 특수성과 원고와 참가인 사이의 힘의 우열 관계를 고려할 때 임금 지급 여부 및 근로계약서 기재만으로 노무 제공의 성질을 판단할 수 없음.
- 참가인이 인수한 업무는 시신인도, 화장, 수골, 봉안 등 다양하고 난이도가 높으며, 전임자 퇴사 후 인수인계가 불가능한 상황에서 참가인이 전임자를 대신하여 단독으로 업무를 수행할 정도로 숙지가 이루어졌음.
- 이러한 업무 인수인계는 사용자의 지시에 의한 조직적인 인계와 근로자의 상당한 시간과 노력이 뒷받침되어야 가능하므로, 참가인과 전임자는 근로자의 상당한 지휘 아래에서 업무 인수인계를 수행한 것으로 보임.
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
대전지방법원 제1행정부 판결
사건: 2017구합102920 부당해고구제재심판정취소 원고: 제천시 피고: 중앙노동위원회위원장 피고보조참가인: A 변론종결: 2018. 3. 28. 판결선고: 2018. 4. 11.
1. 원고의 청구를 기각한다. 2. 소송비용은 보조참가로 인한 부분을 포함하여 원고가 부담한다.
1. 재심판정의 경위 가. 원고는 상시 근로자 1,000명을 고용하여 지방자치법 제9조에 따른 자치사무 등을 수행하는 지방자치단체로서 제천시 장사 등에 관한 조례'에 의하여 제천시 B에서 상시 10여 명의 근로자를 사용하여 공설장사시설인 C(이하 '이 사건 장사시설'이라고 한다)을 운영중인 지방자치단체이고, 참가인은 이 사건 장사시설에 입사하여 접수 및 시설관리직으로 근무하여 원고에게 근로를 제공하였던 사람이다. 나. 원고는 2016. 8. 31. 참가인에게 근로계약기간이 2016. 9. 30.자로 만료되었음을 통보하였고, 참가인은 위 통
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\ub0a9\ub4dd\ud558\uae30 \uc5b4\ub835\uace0, \uc6d0\uace0 \uc9c1\uc6d0\ub4e4\uc758 \ud655\uc778\uc11c \ub0b4\uc6a9\ub3c4 \ubaa8\uc21c\ub418\uc5b4 \uc2e0\ub8b0\ud558\uae30 \uc5b4\ub824\uc6c0.\n- **\uacb0\ub860\uc801\uc73c\ub85c, \uc774 \uc0ac\uac74 \uc5c5\ubb34\uc778\uc218\uc778\uacc4 \uae30\uac04\uc740 \ucc38\uac00\uc778\uc758 \uadfc\ub85c \uae30\uac04\uc5d0 \ud574\ub2f9\ud558\ubbc0\ub85c, \ucc38\uac00\uc778\uc740 2014. 9. 24.\ubd80\ud130 2\ub144\uc744 \ucd08\uacfc\ud558\uc5ec \uacc4\uc18d \uadfc\ub85c\ud558\uc600\uc74c.**\n- **\ub530\ub77c\uc11c \ucc38\uac00\uc778\uc740 \uae30\uac04\uc81c \ubc0f \ub2e8\uc2dc\uac04\uadfc\ub85c\uc790 \ubcf4\ud638 \ub4f1\uc5d0 \uad00\ud55c \ubc95\ub960 \uc81c4\uc870 \uc81c2\ud56d\uc5d0 \ub530\ub77c \ubb34\uae30\uacc4\uc57d \uadfc\ub85c\uc790\ub85c \uc804\ud658\ub418\uc5c8\ub2e4\uace0 \ubcfc \uc218 \uc788\uc74c.**\n- \ucc38\uac00\uc778\uc740 \uc6d0\uace0\uc640\uc758 \uadfc\ub85c\uacc4\uc57d\uc5d0 \ub300\ud55c \uac31\uc2e0\uae30\ub300\uad8c \uc720\ubb34\uc640 \uad00\uacc4\uc5c6\uc774 \uadfc\ub85c\uc790\uc758 \uc9c0\uc704\ub97c \uc720\uc9c0\ud558\uba70, \uc2e0\uc758\uce59\uc5d0 \uc5b4\uae0b\ub098\uc9c0 \uc54a\uc74c.\n- \ucc38\uac00\uc778\uc5d0 \ub300\ud55c 2016. 9. 30.\uc790 \uacc4\uc57d\uae30\uac04 \ub9cc\ub8cc \ud1b5\ubcf4\ub294 \ubd80\ub2f9\ud574\uace0\uc5d0 \ud574\ub2f9\ud558\uba70, \uc774 \uc0ac\uac74 \uc7ac\uc2ec\ud310\uc815\uc740 \uc801\ubc95\ud568.\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \ub300\ubc95\uc6d0 2006. 12. 7. \uc120\uace0 2004\ub2e429736 \ud310\uacb0\n- \uae30\uac04\uc81c \ubc0f \ub2e8\uc2dc\uac04\uadfc\ub85c\uc790 \ubcf4\ud638 \ub4f1\uc5d0 \uad00\ud55c \ubc95\ub960 \uc81c4\uc870 \uc81c2\ud56d: \uc0ac\uc6a9\uc790\uac00 2\ub144\uc744 \ucd08\uacfc\ud558\uc5ec \uae30\uac04\uc81c\uadfc\ub85c\uc790\ub97c \uc0ac\uc6a9\ud558\ub294 \uacbd\uc6b0 \uadf8 \uae30\uac04\uc81c\uadfc\ub85c\uc790\ub294 \uae30\uac04\uc758 \uc815\ud568\uc774 \uc5c6\ub294 \uadfc\ub85c\uacc4\uc57d\uc744 \uccb4\uacb0\ud55c \uadfc\ub85c\uc790\ub85c \ubcf8\ub2e4.\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \uae30\uac04\uc81c \uadfc\ub85c\uc790\uc758 '\uadfc\ub85c \uae30\uac04' \ud310\ub2e8\uc5d0 \uc788\uc5b4 \uacc4\uc57d\uc11c\uc0c1\uc758 \uba85\uc2dc\uc801 \uae30\uac04\ubfd0\ub9cc \uc544\ub2c8\ub77c, \uc2e4\uc81c \uc5c5\ubb34 \uc218\ud589\uc758 \uc2e4\uc9c8\uacfc \uc0ac\uc6a9\uc790\uc758 \uc9c0\ud718\u00b7\uac10\ub3c5 \uc5ec\ubd80\ub97c \uc885\ud569\uc801\uc73c\ub85c \uace0\ub824\ud558\uc5ec \uadfc\ub85c\uc790\uc131\uc744 \ud310\ub2e8\ud574\uc57c \ud568\uc744 \uba85\ud655\ud788 \ud568.\n- \ud2b9\ud788, \uc7ac\uacc4\uc57d\uc744 \ubc14\ub77c\ub294 \uae30\uac04\uc81c \uadfc\ub85c\uc790\uc758 \ud2b9\uc218\uc131\uacfc \uc0ac\uc6a9\uc790\uc640 \uadfc\ub85c\uc790 \uac04\uc758 \ud798\uc758 \uc6b0\uc5f4 \uad00\uacc4\ub97c \uace0\ub824\ud558\uc5ec, \uc784\uae08 \uc9c0\uae09 \uc5ec\ubd80\ub098 \uacc4\uc57d\uc11c \uae30\uc7ac\ub9cc\uc73c\ub85c \uadfc\ub85c\uc790\uc131\uc744 \ubd80\uc815\ud574\uc11c\ub294 \uc548 \ub41c\ub2e4\ub294 \uc810\uc744 \uac15\uc870\ud55c \uac83\uc740 \uc758\ubbf8\uac00 \ud07c.\n- \uc5c5\ubb34 \uc778\uc218\uc778\uacc4 \uae30\uac04\uc774\ub77c \ud560\uc9c0\ub77c\ub3c4 \uc2e4\uc9c8\uc801\uc778 \uc5c5\ubb34 \uc218\ud589\uacfc \uc0ac\uc6a9\uc790\uc758 \uc9c0\ud718\u00b7\uac10\ub3c5\uc774 \uc788\uc5c8\ub2e4\uba74 \ud574\ub2f9 \uae30\uac04\uc744 \uadfc\ub85c \uae30\uac04\uc73c\ub85c \uc778\uc815\ud558\uc5ec \uae30\uac04\uc81c\ubc95\uc0c1 \ubb34\uae30\uacc4\uc57d \uc804\ud658 \uaddc\uc815\uc744 \uc801\uc6a9\ud560 \uc218 \uc788\uc74c\uc744 \ubcf4\uc5ec\uc8fc\ub294 \uc0ac\ub840\uc784."}
- 근로자의 '자발적 방문' 주장은 납득하기 어렵고, 원고 직원들의 확인서 내용도 모순되어 신뢰하기 어려움.
- 결론적으로, 해당 업무인수인계 기간은 참가인의 근로 기간에 해당하므로, 참가인은 2014. 9. 24.부터 2년을 초과하여 계속 근로하였음.
- 따라서 참가인은 기간제 및 단시간근로자 보호 등에 관한 법률 제4조 제2항에 따라 무기계약 근로자로 전환되었다고 볼 수 있음.
- 참가인은 원고와의 근로계약에 대한 갱신기대권 유무와 관계없이 근로자의 지위를 유지하며, 신의칙에 어긋나지 않음.
- 참가인에 대한 2016. 9. 30.자 계약기간 만료 통보는 부당해고에 해당하며, 해당 재심판정은 적법함.
관련 판례 및 법령
- 대법원 2006. 12. 7. 선고 2004다29736 판결
- 기간제 및 단시간근로자 보호 등에 관한 법률 제4조 제2항: 사용자가 2년을 초과하여 기간제근로자를 사용하는 경우 그 기간제근로자는 기간의 정함이 없는 근로계약을 체결한 근로자로 본다.
검토
- 본 판결은 기간제 근로자의 '근로 기간' 판단에 있어 계약서상의 명시적 기간뿐만 아니라, 실제 업무 수행의 실질과 사용자의 지휘·감독 여부를 종합적으로 고려하여 근로자성을 판단해야 함을 명확히 함.
- 특히, 재계약을 바라