인천지방법원 | 2013-11-07 | 2012가합10412
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
근로자성 인정 여부 판단 기준 및 적용
결과 요약
- 근로자의 근로자성을 인정하지 않아 근로계약관계 존속 주장을 기각함.
사실관계
- 회사는 냉각탑 설계, 제작, 설치 및 수리업 등을 하는 회사임.
- 근로자는 1982. 11.경 회사에 입사하여 1987. 10.경 기술과장으로 퇴직하였고, 1991. 2.경 회사에 2차 입사하여 2000. 5.경 기술부장으로 퇴직함.
- 근로자는 2008. 3. 26. 회사에 3차 입사하여 기술팀장으로 발령받고 1년 후 기술영업팀장으로 발령받아 회사의 지시 하에 근로를 제공하였다고 주장함.
- 근로자는 3차 입사 당시 급여는 월 300만 원을 지급받기로 구두 약정하였고, 2008. 6. 25.경부터 2011. 10. 25.경까지 총 1억 3,697만 원을 급여로 지급받았다고 주장함.
- 근로자는 회사가 처우개선 요구에 대해 '같은 조건으로 근무하던지 아니면 그만두라'는 해고통보를 하여 2011. 11. 26.부터 출근하지 못하게 되었는바, 위 해고통보는 무효이므로 근로계약관계가 여전히 존속한다고 주장함.
- 회사는 2008. 3.경 원고와 피고 의뢰의 설계(CAD) 작업을 수행하고 용역비로 세후 월 300만 원(2009. 5.부터는 세후 월 330만 원으로 인상)을 지급하기로 하는 계약을 체결하였고, 근로자는 설계업무를 하다가 1년 정도 후부터는 회사가 제3자와 냉각탑 거래계약을 체결할 수 있도록 소개·알선해 주는 업무를 하던 중 일방적으로 용역업무를 그만두겠다고 통보한 것이므로, 근로자를 근로자로 볼 수 없다고 주장함.
핵심 쟁점, 법리 및 법원의 판단
근로기준법상 근로자성 인정 여부
- 법리: 근로기준법상 근로자에 해당하는지 여부는 계약의 형식이 고용계약인지 도급계약인지보다 그 실질에 있어 근로자가 사업 또는 사업장에 임금을 목적으로 종속적인 관계에서 사용자에게 근로를 제공하였는지에 따라 판단함.
- 종속적인 관계 판단 기준:
- 업무 내용을 사용자가 정하고 취업규칙 또는 복무(인사)규정 등의 적용을 받으며 업무 수행 과정에서 사용자가 상당한 지휘·감독을 하는지 여부.
- 사용자가 근무시간과 근무 장소를 지정하고 근로자가 이에 구속을 당하는지 여부.
- 노무제공자가 스스로 비품·원자재나 작업도구 등을 소유하거나 제3자를 고용하여 업무를 대행하게 하는 등 독립하여 자신의 계산으로 사업을 영위할 수 있는지 여부.
- 노무 제공을 통한 이윤의 창출과 손실의 초래 등 위험을 스스로 안고 있는지 여부.
- 보수의 성격이 근로 자체의 대상적 성격인지, 기본급이나 고정급이 정하여졌는지 및 근로소득세를 원천징수하는지 등의 보수에 관한 사항.
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
인천지방법원 제11민사부 판결
사건: 2012가합10412 근로자지위확인 원고: A 피고: 주식회사 B 변론종결: 2013. 10. 17. 판결선고: 2013. 11. 7.
1. 원고의 청구를 기각한다. 2. 소송비용은 원고가 부담한다.
1. 기초사실 다음 각 사실은 당사자 사이에 다툼이 없다. 가. 피고는 냉각탑 설계 제작 . 설치 및 수리업 등을 하는 회사이다. 나. 원고는 1982. 11.경 피고에 입사하여 1987. 10.경 기술과장으로 퇴직하였고, 1991. 2.경 피고에 2차 입사하여 2000. 5.경 기술부장으로 퇴직하였다. 2. 청구원인에 관한 판단 가. 당사자들의 주장 1) 원고 주장의 요지 원고는 2008. 3. 26. 피고에 3차 입사하여 기술팀장으로 발령받고 1년 후 기술 영업팀장으로 발령받아 피고의 지시 하에 근로를 제공하였고, 3차 입사 당시 급여는 월 300만 원을 지급받기로 구두로 약정하여 2008. 6. 25.경부터 201
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\uc870\uac74\uc744 \uc885\ud569\ud558\uc5ec \ud310\ub2e8\ud568.\n- \ub2e4\ub9cc, \uae30\ubcf8\uae09\uc774\ub098 \uace0\uc815\uae09\uc774 \uc815\ud558\uc5ec\uc84c\ub294\uc9c0, \uadfc\ub85c\uc18c\ub4dd\uc138\ub97c \uc6d0\ucc9c\uc9d5\uc218\ud558\uc600\ub294\uc9c0, \uc0ac\ud68c\ubcf4\uc7a5\uc81c\ub3c4\uc5d0 \uad00\ud558\uc5ec \uadfc\ub85c\uc790\ub85c \uc778\uc815\ubc1b\ub294\uc9c0 \ub4f1\uc758 \uc0ac\uc815\uc740 \uc0ac\uc6a9\uc790\uac00 \uacbd\uc81c\uc801\uc73c\ub85c \uc6b0\uc6d4\ud55c \uc9c0\uc704\ub97c \uc774\uc6a9\ud558\uc5ec \ub9c8\uc74c\ub300\ub85c \uc815\ud560 \uc5ec\uc9c0\uac00 \ud06c\ub2e4\ub294 \uc810\uc5d0\uc11c, \uadf8\ub7ec\ud55c \uc810\ub4e4\uc774 \uc778\uc815\ub418\uc9c0 \uc54a\ub294\ub2e4\ub294 \uac83\ub9cc\uc73c\ub85c \uadfc\ub85c\uc790\uc131\uc744 \uc27d\uac8c \ubd80\uc815\ud558\uc5ec\uc11c\ub294 \uc548 \ub428.\n- **\ubc95\uc6d0\uc758 \ud310\ub2e8**:\n- \uc6d0\uace0\uac00 \ud53c\uace0\ub85c\ubd80\ud130 \uae09\uc5ec \uba85\ubaa9\uc73c\ub85c \ub9e4\uc6d4 \uc77c\uc815 \uae08\uc561\uc744 \uc9c0\uae09\ubc1b\uace0, \uc0ac\uc6d0\uc99d\uacfc \uba85\ud568\uc744 \uc0ac\uc6a9\ud558\uc600\uc73c\uba70, \ud45c\ucc3d\uc7a5\uc744 \uc218\uc5ec\ubc1b\uc740 \uc0ac\uc2e4\uc740 \uc778\uc815\ub428.\n- \uadf8\ub7ec\ub098 \ub2e4\uc74c \uc0ac\uc815\ub4e4\uc744 \uc885\ud569\ud560 \ub54c \uc6d0\uace0\uc758 \uadfc\ub85c\uc790\uc131\uc744 \uc778\uc815\ud558\uae30 \uc5b4\ub824\uc6c0.\n1. \ud53c\uace0\ub294 \uc784\uae08\ub300\uc7a5\uc5d0 \uc6d0\uace0\ub97c \ub4f1\uc7ac\ud558\uc9c0 \uc54a\uc558\uace0, \uc6d0\uace0\uc5d0\uac8c 4\ub300 \ubcf4\ud5d8\uc744 \uc81c\uacf5\ud558\uc9c0 \uc54a\uc558\uc73c\uba70, \uadfc\ub85c\uc18c\ub4dd\uc138\uac00 \uc544\ub2cc \uae30\ud0c0\uc18c\ub4dd\uc138\ub97c \uc6d0\ucc9c\uc9d5\uc218\ud558\uace0 \uae30\ud0c0\uc18c\ub4dd\uc6d0\ucc9c\uc9d5\uc218\uc601\uc218\uc99d\uc744 \uad50\ubd80\ud568.\n2. \uc6d0\uace0\ub294 '\uc6d0\uace0 \uc778\uac74\ube44 \uc9c0\uae09(\uc124\uacc4\uc6a9\uc5ed\ube44)'\ub77c\uace0 \uae30\uc7ac\ub41c \uc9c0\ucd9c\ud488\uc758\uc11c\uc5d0 \uc11c\uba85\ud558\uc600\uace0, \ub2e4\ub978 \uc9c1\uc6d0\ub4e4\uacfc \ub2ec\ub9ac \uae09\uc5ec\uc77c\uc774 \uc544\ub2cc \ub9e4\uc6d4 23\uc77c \ub0b4\uc9c0 25\uc77c\uc5d0 \ub3c8\uc744 \uc9c0\uae09\ubc1b\uc74c.\n3. \ud53c\uace0\ub294 \uc6d0\uace0\uc5d0 \ub300\ud558\uc5ec \uadfc\ud0dc\uad00\ub9ac\ub97c \ub530\ub85c \ud558\uc9c0 \uc54a\uc558\uace0, \uc6d0\uace0\ub3c4 \uc9c0\uac01\uc774\ub098 \uacb0\uadfc \uc2dc \ud53c\uace0\uc5d0\uac8c \ubcf4\uace0\ud558\uac70\ub098 \uc2b9\uc778\uc744 \ubc1b\uc9c0 \uc54a\uc74c.\n4. \uc6d0\uace0\ub294 1, 2\ucc28 \uc785\uc0ac \ub2f9\uc2dc\uc640 \ub2ec\ub9ac 3\ucc28 \uc785\uc0ac \ud6c4\uc5d0\ub294 \ud1f4\uc9c1\uae08 \uc911\uac04\uc815\uc0b0\uc774\ub098 \uc5f0\ucc28\ud734\uac00\uc218\ub2f9\uc744 \uc9c0\uae09\ubc1b\uc740 \uc801\uc774 \uc5c6\uc5c8\uace0, \ub2e4\ub978 \uc9c1\uc6d0\ub4e4\uc774 \uc774\ub97c \uc9c0\uae09\ubc1b\uc744 \ub54c \uc774\uc758\ub97c \uc81c\uae30\ud558\uc9c0 \uc54a\uc74c.\n5. \ud53c\uace0 \ud68c\uc0ac\uc5d0\ub294 '\ud300\uc7a5'\uc774\ub77c\ub294 \uc9c1\uc704\uac00 \uc5c6\uace0, \uc6d0\uace0\ub294 \uc870\uc9c1\ub3c4\uc0c1 \uc9c1\uc0c1\uae09\uc790\uc778 \ubd80\uc7a5\uc73c\ub85c\ubd80\ud130 \uc5c5\ubb34\uc9c0\uc2dc\ub97c \ubc1b\uc9c0 \uc54a\uace0 \uc804\ubb34\uc758 \uc9c0\uc2dc\uc5d0 \ub530\ub77c \ub3c5\uc790\uc801\uc73c\ub85c \uc5c5\ubb34\ub97c \ucc98\ub9ac\ud568.\n- \uc704 \uc778\uc815\uc0ac\uc2e4\ub9cc\uc73c\ub85c\ub294 \uc6d0\uace0\uac00 \uadfc\ub85c\uc790\uc5d0 \ud574\ub2f9\ud55c\ub2e4\uace0 \uc778\uc815\ud558\uae30 \ubd80\uc871\ud558\uba70, \ub2ec\ub9ac \uc774\ub97c \uc778\uc815\ud560 \uc99d\uac70\uac00 \uc5c6\uc74c.\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \ub300\ubc95\uc6d0 2013. 6. 27. \uc120\uace0 2011\ub2e444276 \ud310\uacb0\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \uadfc\ub85c\uae30\uc900\ubc95\uc0c1 \uadfc\ub85c\uc790\uc131 \ud310\ub2e8\uc5d0 \uc788\uc5b4 \ud615\uc2dd\ubcf4\ub2e4\ub294 \uc2e4\uc9c8\uc744 \uc911\uc2dc\ud558\ub294 \ub300\ubc95\uc6d0 \ud310\ub840\uc758 \uc785\uc7a5\uc744 \uc7ac\ud655\uc778\ud568.\n- \ud2b9\ud788, \uae09\uc5ec \uc9c0\uae09 \ubc29\uc2dd, \uc138\uae08 \ucc98\ub9ac, 4\ub300 \ubcf4\ud5d8 \uac00\uc785 \uc5ec\ubd80, \uadfc\ud0dc \uad00\ub9ac, \ud1f4\uc9c1\uae08 \ubc0f \uc5f0\ucc28\ud734\uac00 \uc9c0\uae09 \uc5ec\ubd80, \uc5c5\ubb34 \uc9c0\uc2dc \uccb4\uacc4 \ub4f1 **\ub2e4\uc591\ud55c \uacbd\uc81c\uc801\u00b7\uc0ac\ud68c\uc801 \uc694\uc18c\ub97c \uc885\ud569\uc801\uc73c\ub85c \uace0\ub824\ud558\uc5ec \uc885\uc18d\uc131\uc744 \ud310\ub2e8**\ud558\uc600\uc74c.\n- \uc6d0\uace0\uac00 \uacfc\uac70 \ud53c\uace0\uc758 \uc815\uc2dd \uc9c1\uc6d0\uc73c\ub85c \uadfc\ubb34\ud588\ub358 \uc774\ub825\uc774 \uc788\uc74c\uc5d0\ub3c4 \ubd88\uad6c\ud558\uace0, 3\ucc28 \uc785\uc0ac \uc2dc\uc758 \uacc4\uc57d \ub0b4\uc6a9 \ubc0f \uc2e4\uc81c \uadfc\ubb34 \ud615\ud0dc\uac00 \uadfc\ub85c\uc790\uc131\uc744 \uc778\uc815\ud558\uae30 \uc5b4\ub835\ub2e4\uace0 \ud310\ub2e8\ud55c \uc810\uc740 **\uac1c\ubcc4 \uc0ac\uc548\uc758 \uad6c\uccb4\uc801\uc778 \uc0ac\uc2e4\uad00\uacc4\uac00 \uadfc\ub85c\uc790\uc131 \ud310\ub2e8\uc5d0 \uc5bc\ub9c8\ub098 \uc911\uc694\ud55c\uc9c0**\ub97c \ubcf4\uc5ec\uc90c.\n- \uc0ac\uc6a9\uc790\uac00 \uacbd\uc81c\uc801 \uc6b0\uc6d4 \uc9c0\uc704\ub97c \uc774\uc6a9\ud558\uc5ec \uadfc\ub85c\uc790\uc131\uc744 \ubd80\uc778\ud560 \uc5ec\uc9c0\uac00 \uc788\ub294 \uc0ac\uc815(\uc608: 4\ub300 \ubcf4\ud5d8 \ubbf8\uac00\uc785, \uae30\ud0c0\uc18c\ub4dd\uc138 \uc6d0\ucc9c\uc9d5\uc218 \ub4f1)\ub9cc\uc73c\ub85c \uadfc\ub85c\uc790\uc131\uc744 \uc27d\uac8c \ubd80\uc815\ud574\uc11c\ub294 \uc548 \ub41c\ub2e4\ub294 \ubc95\ub9ac\ub97c \uba85\uc2dc\ud558\uba74\uc11c\ub3c4, **\ub2e4\ub978 \uac1d\uad00\uc801\uc778 \uc0ac\uc2e4\uad00\uacc4(\ub3c5\uc790\uc801 \uc5c5\ubb34 \ucc98\ub9ac, \uadfc\ud0dc \uad00\ub9ac \ubd80\uc7ac, \ud1f4\uc9c1\uae08/\uc5f0\ucc28\ud734\uac00 \ubbf8\uc9c0\uae09\uc5d0 \ub300\ud55c \uc774\uc758 \uc81c\uae30 \uc5c6\uc74c \ub4f1)\uac00 \uc885\ud569\uc801\uc73c\ub85c \ud310\ub2e8\uc758 \uadfc\uac70\uac00 \ub418\uc5c8\uc74c**\uc744 \uc54c \uc218 \uc788\uc74c."}
- 근로 제공 관계의 계속성과 사용자에 대한 전속성의 유무와 정도.
- 사회보장제도에 관한 법령에서의 근로자 지위 인정 여부 등의 경제적·사회적 여러 조건을 종합하여 판단함.
- 다만, 기본급이나 고정급이 정하여졌는지, 근로소득세를 원천징수하였는지, 사회보장제도에 관하여 근로자로 인정받는지 등의 사정은 사용자가 경제적으로 우월한 지위를 이용하여 마음대로 정할 여지가 크다는 점에서, 그러한 점들이 인정되지 않는다는 것만으로 근로자성을 쉽게 부정하여서는 안 됨.
- 법원의 판단:
- 근로자가 피고로부터 급여 명목으로 매월 일정 금액을 지급받고, 사원증과 명함을 사용하였으며, 표창장을 수여받은 사실은 인정됨.
- 그러나 다음 사정들을 종합할 때 근로자의 근로자성을 인정하기 어려움.
1. 회사는 임금대장에 근로자를 등재하지 않았고, 근로자에게 4대 보험을 제공하지 않았으며, 근로소득세가 아닌 기타소득세를 원천징수하고 기타소득원천징수영수증을 교부함.
2. 근로자는 '원고 인건비 지급(설계용역비)'라고 기재된 지출품의서에 서명하였고, 다른 직원들과 달리 급여일이 아닌 매월 23일 내지 25일에 돈을 지급받음.
3. 회사는 근로자에 대하여 근태관리를 따로 하지 않았고, 원고도 지각이나 결근 시 회사에게 보고하거나 승인을 받지 않음