서울행정법원 | 2024-02-08 | 2022구합86891
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
시용근로자의 부당해고 구제신청 기각 재심판정의 적법성 여부
결과 요약
- 근로자의 부당해고 구제신청을 기각한 중앙노동위원회의 재심판정은 적법하다고 판단함.
사실관계
- 근로자는 2022. 2. 21. 참가인 회사에 입사하여 올바로(Allbaro)시스템 운영 업무 등을 수행하였음.
- 근로자는 2022. 3. 18. 참가인과 근로계약을 체결하였으며, 계약서에는 '수습기간: 2022. 2. 21.부터 2022. 5. 21.까지' 및 '수습기간 중 근무태도, 능력, 자질 등을 감안 계속 근로가 어렵다고 판단한 때'를 해지사유로 명시함.
- 참가인은 2022. 4. 29. 근로자에게 업무능력 부족, 직장 내 부적절한 언행 등을 이유로 2022. 5. 2. 자로 근로계약 종료를 통보함.
- 근로자는 해당 해고가 부당해고라고 주장하며 인천지방노동위원회에 구제를 신청하였으나 기각됨.
- 근로자는 중앙노동위원회에 재심을 신청하였으나, 중앙노동위원회는 2022. 10. 25. 초심판정과 같은 취지로 근로자의 재심신청을 기각함.
핵심 쟁점, 법리 및 법원의 판단
1. 근로자가 시용근로자의 지위에 있었는지 여부
- 법리: 근로계약서의 문언, 체계 등을 종합하여 시용근로계약의 성격을 판단함. 취업규칙이 없더라도 시용근로계약 체결은 가능함.
- 법원의 판단:
- 해당 근로계약서의 '계약기간'란에는 근로계약기간이 명확히 기재되어 있지 않으나, '수습기간'란에는 '2022. 2. 21.부터 2022. 5. 21.까지'라고 명확히 기재되어 있음.
- 근로계약 해지사유에 '수습기간 중 근무태도, 능력, 자질 능력 등을 감안 계속 근로가 어렵다고 판단한 때'가 명시되어 있어, 사용자가 수습기간 동안 업무적격성을 관찰·판단하려는 취지로 보임.
- 근로계약서에 1년 단위 자동연장 규정과 구체적인 연봉총액이 명시되어 있어, 시용기간 종료 후 1년 근로계약기간을 확정하려는 취지로 해석됨.
- 참가인 회사에 취업규칙이 없었으나, 근로계약서상 시용근로자의 지위가 충분히 표시된 것으로 보이므로, 취업규칙 부재만으로 시용근로계약 성격을 부정하기 어려움.
- 근로자의 업무가 비교적 단순하다고 해도 업무적격성 관찰·판단이 불필요하다고 볼 수 없으며, 평가 내용은 해지사유를 통해 알 수 있음.
- 결론: 근로자는 해당 근로계약에 따라 2022. 2. 21.부터 2022. 5. 21.까지 시용근로자의 지위에 있었다고 판단됨.
2. 해당 해고의 정당성 여부
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
서울행정법원 제3부 판결
사건: 2022구합86891 부당해고구제재심판정취소 원고: A 소송대리인 법무법인 코리아 담당변호사 김태성 피고: 중앙노동위원회위원장 피고보조참가인: B 주식회사 소송대리인 법무법인 시공 담당변호사 최수영 변론종결: 2023. 12. 15. 판결선고: 2024. 2. 8.
1. 원고의 청구를 기각한다. 2. 소송비용은 보조참가로 인한 부분을 포함하여 모두 원고가 부담한다.
1. 재심판정의 경위 가. 당사자들의 지위 1) 피고보조참가인(이하 '참가인'이라 한다)은 2021. 7. 9. 설립되어 상시 약 50명의 근로자를 고용하면서 폐기물 수집운반업 등을 영위하는 회사이다. 2) 원고는 2022. 2. 21. 참가인 회사에 입사하여 인천 서구 D에 있는 인천2사업소 (이하 '이 사건 사업소'라고 한다)에서 근무하면서 올바로(Allbaro)시스템 운영 업무 등을 수행하였던 자이다. 나. 원고와 참가인의 근로계약 체결 원고는 2022. 3. 18. 참가인과 아래와 같은 내용의 근로계약(이하 '이 사건 근로계약'이라 한다)을 체결하였다(원고는 2022. 2. 21.부터 참가인 회사에서 근무를 시작
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\"\uc5b4\ub514\uc11c \uc2f8\uac00\uc9c0 \uc5c6\ub2e4\ub294 \ub9d0 \ub9ce\uc774 \ub4e3\uc9c0\uc694?\"\ub77c\uace0 \ub9d0\ud558\uac70\ub098 G \uacfc\uc7a5, H \uc8fc\uc784\uc5d0\uac8c \ubc18\ub9d0, \ud3ed\uc5b8 \ub4f1\uc744 \uc218\uc2dc\ub85c \ud588\ub2e4\ub294 \ub0b4\uc6a9\uc774 \uc788\uc5b4 \uc6d0\uace0\uc758 \ubaa8\uc695\uc801 \uc5b8\uc0ac\ub97c \ub4b7\ubc1b\uce68\ud568.\n- **\uc6d0\uace0\uc758 \uc5c5\ubb34\ub2a5\ub825 \ubd80\uc871 \ubc0f \uc2e4\uc218 \ubc18\ubcf5**:\n- \uc6d0\uace0\ub294 \uc62c\ubc14\ub85c\uc2dc\uc2a4\ud15c \uc785\ub825 \uc624\ub958, \ud3d0\uae30\ubb3c \uc7ac\ud65c\uc6a9 \uc2dc\uc124 \uc6b4\uc601\u00b7\uad00\ub9ac\ub300\uc7a5 \uc791\uc131 \uc624\ub958\ub97c \ube48\ubc88\ud558\uac8c \uc800\uc9c0\ub984.\n- \ud3d0\uae30\ubb3c\uc778\uacc4\uc11c \uc785\ub825 \uae30\ud55c \ucd08\uacfc, \uc911\ub7c9 \ub2e8\uc704 \uc624\uc785\ub825(kg\uc744 g\uc73c\ub85c), \uc608\uc804 \ub0a0\uc9dc \uc778\uacc4\uc11c \uc804\ub2ec\ub85c 345,000\uc6d0\uc758 \ud68c\ucc28 \ube44\uc6a9 \ubc1c\uc0dd \ub4f1 \uc2e4\uc218\ub97c \ubc18\ubcf5\ud568.\n- \uc6d0\uace0\ub294 G \uacfc\uc7a5, H \uc8fc\uc784\uc774 \uc5c5\ubb34 \uc9c0\ub3c4 \ubc0f \uad50\uc721\uc744 \uc81c\ub300\ub85c \ud558\uc9c0 \uc54a\uc558\ub2e4\uace0 \uc8fc\uc7a5\ud558\uc600\uc73c\ub098, \ud574\ub2f9 \uc5c5\ubb34\ub294 \ube44\uad50\uc801 \ub2e8\uc21c\ud558\uba70, \uc6d0\uace0\uac00 \uc911\uc559\ub178\ub3d9\uc704\uc6d0\ud68c\uc5d0\uc11c \uc5c5\ubb34 \uad50\uc721\uc744 \ubc1b\uc740 \uc801\uc774 \uc788\ub2e4\uace0 \uc9c4\uc220\ud55c \uc810 \ub4f1\uc744 \uace0\ub824\ud560 \ub54c \uc6d0\uace0\uc758 \uc5c5\ubb34 \uc2e4\uc218\uac00 \uc815\ub2f9\ud654\ub418\uc9c0 \uc54a\uc74c.\n- **\uad00\ub9ac\uc0c1\ubb34 M\uc5d0 \ub300\ud55c \ud3ed\ub825\uc801 \ud589\ub3d9**:\n- \uc6d0\uace0\ub294 2022. 4. 4. \uc0ac\uc9c1\uc11c \uc81c\ucd9c \ud6c4 \ucca0\ud68c\ub97c \uc694\uad6c\ud558\uba70 \uad00\ub9ac\uc0c1\ubb34 M\uc5d0\uac8c \uc18c\ub9ac\ub97c \uc9c0\ub974\uace0 \uc0ac\ubb34\uc2e4\uc5d0\uc11c \ub098\uac00\uc9c0 \ubabb\ud558\ub3c4\ub85d \ub9c9\uc558\uc73c\uba70, \uac00\ubc29\uc744 \ub4a4\uc838 \uc5c5\ubb34\uc6a9 \uc11c\ub958\ub97c \ucc22\ub294 \ud589\ub3d9\uc744 \ud568.\n- \uad00\ub9ac\uc0c1\ubb34 M\uc758 \uc9c4\uc220\uacfc \uc6d0\uace0\uac00 \uad00\ub9ac\uc0c1\ubb34 M\uc758 \uac00\ubc29\uc744 \uc7a1\uace0 \uc788\ub294 \uc0ac\uc9c4 \ub4f1\uc744 \ud1b5\ud574 \ud574\ub2f9 \uc9c4\uc220\uc758 \uc2e0\ube59\uc131\uc774 \uc778\uc815\ub418\uba70, \uc774\ub294 \uc0c1\uae09\uc790\uc5d0 \ub300\ud55c \ud3ed\ub825\uc801 \ud589\ub3d9\uc73c\ub85c \ubcf4\uc784.\n- **\uc9c1\uc7a5 \ub0b4 \uad34\ub86d\ud798 \uc8fc\uc7a5\uc5d0 \ub300\ud55c \ud310\ub2e8**:\n- \uc6d0\uace0\uc758 \uc9c1\uc7a5 \ub0b4 \uad34\ub86d\ud798 \uc9c4\uc815 \uc0ac\uac74\uc740 '\ud610\uc758\uc5c6\uc74c(\uc99d\uac70\ubd88\ucda9\ubd84)'\uc73c\ub85c \uc885\uacb0\ub418\uc5c8\uc73c\uba70, \uc81c\ucd9c\ub41c \uc99d\uac70\ub9cc\uc73c\ub85c\ub294 \uc9c1\uc7a5 \ub0b4 \uad34\ub86d\ud798\uc774 \uc788\uc5c8\ub2e4\uace0 \ubcf4\uae30 \uc5b4\ub824\uc6c0.\n- **\uacb0\ub860**: \uc6d0\uace0\uc758 \ubaa8\uc695\uc801 \uc5b8\uc0ac, \uc5c5\ubb34 \uc2e4\uc218\uc758 \ubc18\ubcf5, \uad00\ub9ac\uc0c1\ubb34 M\uc5d0 \ub300\ud55c \ud3ed\ub825\uc801 \ud589\ub3d9 \ub4f1\uc744 \uc885\ud569\ud560 \ub54c, \uc774 \uc0ac\uac74 \ud574\uace0\ub294 \uac1d\uad00\uc801\uc774\uace0 \ud569\ub9ac\uc801\uc778 \uc774\uc720\uac00 \uc874\uc7ac\ud558\uba70 \uc0ac\ud68c\ud1b5\ub150\uc0c1 \uc0c1\ub2f9\uc131\uc774 \ucda9\ubd84\ud788 \uc778\uc815\ub418\ubbc0\ub85c \ubd80\ub2f9\ud574\uace0\ub77c\uace0 \ud560 \uc218 \uc5c6\uc74c. \uc774\ub294 \uadfc\ub85c\uacc4\uc57d \ud574\uc9c0\uc0ac\uc720\uc778 '\uc5c5\ubb34 \ud0dc\ub9cc \ub610\ub294 \uc5c5\ubb34\ub2a5\ub825 \ubd80\uc871', '\uc218\uc2b5\uae30\uac04 \uc911 \uadfc\ubb34\ud0dc\ub3c4, \ub2a5\ub825, \uc790\uc9c8 \ub4f1\uc744 \uac10\uc548 \uacc4\uc18d \uadfc\ub85c\uac00 \uc5b4\ub835\ub2e4\uace0 \ud310\ub2e8\ud55c \ub54c'\uc5d0\ub3c4 \ud574\ub2f9\ud568.\n## \uac80\ud1a0\n- \uc2dc\uc6a9\uadfc\ub85c\uacc4\uc57d\uc758 \uacbd\uc6b0 \ubcf8\ucc44\uc6a9 \uac70\ubd80 \ub610\ub294 \ud574\uace0\uc758 \uc815\ub2f9\uc131 \ud310\ub2e8 \uae30\uc900\uc774 \uc77c\ubc18 \ud574\uace0\ubcf4\ub2e4 \uc644\ud654\ub418\uc9c0\ub9cc, \uc5ec\uc804\ud788 \uac1d\uad00\uc801\uc774\uace0 \ud569\ub9ac\uc801\uc778 \uc774\uc720\uc640 \uc0ac\ud68c\ud1b5\ub150\uc0c1 \uc0c1\ub2f9\uc131\uc774 \uc694\uad6c\ub428\uc744 \ud655\uc778\ud568.\n- \ubcf8 \ud310\uacb0\uc740 \uadfc\ub85c\uacc4\uc57d\uc11c\uc758 \ubb38\uc5b8 \ud574\uc11d\uc744 \ud1b5\ud574 \uc2dc\uc6a9\uadfc\ub85c\uacc4\uc57d\uc758 \uc131\uaca9\uc744 \uc778\uc815\ud558\uace0, \uc2dc\uc6a9\uae30\uac04 \uc911 \uadfc\ub85c\uc790\uc758 \uc5c5\ubb34\ub2a5\ub825, \ud0dc\ub3c4, \uc9c1\uc7a5 \ub0b4 \uc5b8\ud589 \ub4f1\uc744 \uc885\ud569\uc801\uc73c\ub85c \uace0\ub824\ud558\uc5ec \ud574\uace0\uc758 \uc815\ub2f9\uc131\uc744 \ud310\ub2e8\ud55c \uc0ac\ub840\uc784.\n- \ud2b9\ud788, \uadfc\ub85c\uc790\uc758 \ubc18\ubcf5\uc801\uc778 \uc5c5\ubb34 \uc2e4\uc218, \uc0c1\uae09\uc790 \ubc0f \ub3d9\ub8cc\uc5d0 \ub300\ud55c \ubd80\uc801\uc808\ud55c \uc5b8\ud589, \ud3ed\ub825\uc801 \ud589\ub3d9 \ub4f1\uc774 \uc2dc\uc6a9\uae30\uac04 \uc911 \ud574\uace0\uc758 \ud569\ub9ac\uc801\uc778 \uc774\uc720\ub85c \uc778\uc815\ub420 \uc218 \uc788\uc74c\uc744 \ubcf4\uc5ec\uc90c.\n- \uc9c1\uc7a5 \ub0b4 \uad34\ub86d\ud798 \uc8fc\uc7a5\uc774 \uc81c\uae30\ub418\uc5c8\uc744 \ub54c, \uad00\ub828 \uae30\uad00\uc758 \uc870\uc0ac \uacb0\uacfc\uc640 \uc81c\ucd9c\ub41c \uc99d\uac70\ub97c \ud1b5\ud574 \uad34\ub86d\ud798 \uc0ac\uc2e4\uc774 \uc785\uc99d\ub418\uc9c0 \uc54a\uc73c\uba74 \ud574\uace0\uc758 \uc815\ub2f9\uc131 \ud310\ub2e8\uc5d0 \uc601\ud5a5\uc744 \ubbf8\uce58\uc9c0 \uc54a\uc74c\uc744 \ud655\uc778\ud568."}
- 법리: 시용기간 중 해고 또는 본계약 체결 거부는 사용자에게 유보된 해약권 행사로서, 보통의 해고보다 넓게 인정되나, 객관적으로 합리적인 이유가 존재하여 사회통념상 상당하다고 인정되어야 함.
관련 판례 및 법령
- 대법원 2006. 2. 24. 선고 2002다62432 판결
- 대법원 2023. 11. 16. 선고 2019두59349 판결
- 법원의 판단:
- 근로자의 부적절한 언행:
- 근로자는 직장 동료 H 주임에게 "아무튼 상관하지 마세요, 제가 뭘 하든. 지금 뭐 하고 있냐고, 하지 말라고", "소리 지르는 거 내 마음이에요", "생각해보니까 더럽네. 씨. 너가 뭐야, 너가. 사회생활 처음 하는 것도 아니고 씨. 과장님하고 둘이 같이 그런다고 얘기해야지"라고 말하여 모욕감을 줄 수 있는 언사를 사용함.
- 근로자는 직장 상사 G 과장에게 "좀 오래 하셔서 힘드신 거 아니세요? 피곤하시면 일찍 들어가서 주무세요. 생각 달라져요", "자기 피곤한 걸 어디서 화풀이하고 있어? 씨!", "이게 뭐 하, 뭐 하시는, 참! 시츄., 시츄에이션이냐, 이게 지금?"이라고 말하여 모욕감을 줄 수 있는 언사를 사용함.
- 근로자는 참가인이 제출한 녹취록이 의도적으로 발췌된 것이라고 주장하였으나, 근로자가 제출한 녹취록을 살펴보더라도 H 주임이나 G 과장이 먼저 폭언 등을 하였다고 보기 어려움.
- 동료 L의 진술에서도 근로자가 H 주임에게 "어디서