수원지방법원 | 2021-05-13 | 2020가합10681
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
기간제 교원의 해고무효확인 및 손해배상 청구 기각
결과 요약
- 피고 경기도에 대한 해고무효확인청구는 근로계약 기간 만료로 확인의 이익이 없어 각하함.
- 근로자의 피고 B에 대한 손해배상 청구 및 피고 경기도에 대한 나머지 청구는 이유 없어 기각함.
사실관계
- 근로자는 2018. 2. 28. 피고 B(C초등학교 교장)과 1년 기간의 기간제교원 근로계약을 체결함.
- 근로자는 2018. 10. 26. 적응장애 판정을 받고 2018. 11. 1. 업무상 질병으로 요양급여를 신청함(2019. 9. 20. 인정됨).
- 근로자는 2018. 11. 15. 58일간의 병가를 신청하였으나, 피고 B은 근로자가 이미 병가기간 9일을 모두 사용하였다는 이유로 이를 반려함.
- 근로자는 2018. 11. 16. 사직서를 제출함.
- 근로자는 2018. 10. 12. 및 2018. 10. 19. 학생의 영화 상영 관련 민원을 받음.
- 근로자는 2018. 10. 25. 학생 G에게 폭언하고 손목을 잡아 2주의 치료를 요하는 상해를 입힘.
- 학부모들은 2018. 10. 26. 및 2018. 11. 7. 근로자에 대한 조치를 요구함.
- 근로자는 2018. 10. 26.부터 2018. 11. 14.까지 병가 및 연가를 반복적으로 사용함.
- 근로자는 피고 B을 성폭력, 강요, 협박 등으로 고소하였으나 불기소 처분되었고, 동료 교사들을 무고로 약식기소됨.
핵심 쟁점, 법리 및 법원의 판단
해고무효확인청구의 적법 여부
- 법리: 해고무효확인의 소는 근로계약상의 지위 회복을 목적으로 하므로, 사실심 변론종결 당시 이미 다른 사유로 근로관계가 종료되어 근로자로서의 지위를 회복하는 것이 불가능하게 되었다면 확인의 이익이 없어 부적법함.
- 판단: 근로자의 근로계약은 2019. 2. 28. 기간 만료로 종료되었으므로, 이 사건 변론종결일 현재 근로자가 피고 경기도의 근로자로서의 지위를 회복하는 것이 불가능하여 확인의 이익이 없음.
관련 판례 및 법령
- 대법원 2004. 7. 22. 선고 2002다57362 판결
손해배상청구의 인용 여부 (사직서 제출이 해고에 해당하는지 여부 및 비진의의사표시 여부)
- 법리:
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
수원지방법원 제15민사부 판결
사건: 2020가합10681 해고무효확인 원고: A 소송대리인 법무법인 큐브 담당변호사 오수진, 윤승환 피고: 1. B 2. 경기도 피고들 소송대리인 법무법인 양헌 담당변호사 박종문, 노재훈 변론종결: 2021. 4. 29. 판결선고: 2021. 5. 13.
1. 이 사건소 중 피고 경기도에 대한 해고무효확인청구 부분을 각하한다. 2. 원고의 피고 B에 대한 청구 및 피고 경기도에 대한 나머지 청구를 각 기각한다. 3. 소송비용은 원고가 부담한다.
1. 기초사실 가. C초등학교는 피고 경기도가 설치 · 운영하는 공립초등학교이고, 피고 B은 C초등 학교의 교장으로, 지방교육자치에 관한 법률 제26조, 행정권한의 위임 및 위탁에 관한규정 제4조 및 경기도교육감 행정권한 위임에 관한 규칙 제7조 제2호에 따라 피고 경기도 교육감으로부터 기간제 교원의 임용에 관한 권한을 위임받은 자이다. 나. 원고는 2018. 2. 28. 피고 B과 사이에, 계약기간은 1년(2018. 3. 1.
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2018. 10. 26. \uc801\uc751\uc7a5\uc560 \ud310\uc815\uc744 \ubc1b\uace0 2018. 11. 1. \uc5c5\ubb34\uc0c1 \uc9c8\ubcd1\uc73c\ub85c \uc694\uc591\uae09\uc5ec\ub97c \uc2e0\uccad\ud568(2019. 9. 20. \uc778\uc815\ub428).\n- \uc6d0\uace0\ub294 2018. 11. 15. 58\uc77c\uac04\uc758 \ubcd1\uac00\ub97c \uc2e0\uccad\ud558\uc600\uc73c\ub098, \ud53c\uace0 B\uc740 \uc6d0\uace0\uac00 \uc774\ubbf8 \ubcd1\uac00\uae30\uac04 9\uc77c\uc744 \ubaa8\ub450 \uc0ac\uc6a9\ud558\uc600\ub2e4\ub294 \uc774\uc720\ub85c \uc774\ub97c \ubc18\ub824\ud568.\n- \uc6d0\uace0\ub294 2018. 11. 16. \uc0ac\uc9c1\uc11c\ub97c \uc81c\ucd9c\ud568.\n- \uc6d0\uace0\ub294 2018. 10. 12. \ubc0f 2018. 10. 19. \ud559\uc0dd\uc758 \uc601\ud654 \uc0c1\uc601 \uad00\ub828 \ubbfc\uc6d0\uc744 \ubc1b\uc74c.\n- \uc6d0\uace0\ub294 2018. 10. 25. \ud559\uc0dd G\uc5d0\uac8c \ud3ed\uc5b8\ud558\uace0 \uc190\ubaa9\uc744 \uc7a1\uc544 2\uc8fc\uc758 \uce58\ub8cc\ub97c \uc694\ud558\ub294 \uc0c1\ud574\ub97c \uc785\ud798.\n- \ud559\ubd80\ubaa8\ub4e4\uc740 2018. 10. 26. \ubc0f 2018. 11. 7. \uc6d0\uace0\uc5d0 \ub300\ud55c \uc870\uce58\ub97c \uc694\uad6c\ud568.\n- \uc6d0\uace0\ub294 2018. 10. 26.\ubd80\ud130 2018. 11. 14.\uae4c\uc9c0 \ubcd1\uac00 \ubc0f \uc5f0\uac00\ub97c \ubc18\ubcf5\uc801\uc73c\ub85c \uc0ac\uc6a9\ud568.\n- \uc6d0\uace0\ub294 \ud53c\uace0 B\uc744 \uc131\ud3ed\ub825, \uac15\uc694, \ud611\ubc15 \ub4f1\uc73c\ub85c \uace0\uc18c\ud558\uc600\uc73c\ub098 \ubd88\uae30\uc18c \ucc98\ubd84\ub418\uc5c8\uace0, \ub3d9\ub8cc \uad50\uc0ac\ub4e4\uc744 \ubb34\uace0\ub85c \uc57d\uc2dd\uae30\uc18c\ub428.\n## \ud575\uc2ec \uc7c1\uc810, \ubc95\ub9ac \ubc0f \ubc95\uc6d0\uc758 \ud310\ub2e8\n### \ud574\uace0\ubb34\ud6a8\ud655\uc778\uccad\uad6c\uc758 \uc801\ubc95 \uc5ec\ubd80\n- **\ubc95\ub9ac**: \ud574\uace0\ubb34\ud6a8\ud655\uc778\uc758 \uc18c\ub294 \uadfc\ub85c\uacc4\uc57d\uc0c1\uc758 \uc9c0\uc704 \ud68c\ubcf5\uc744 \ubaa9\uc801\uc73c\ub85c \ud558\ubbc0\ub85c, \uc0ac\uc2e4\uc2ec \ubcc0\ub860\uc885\uacb0 \ub2f9\uc2dc \uc774\ubbf8 \ub2e4\ub978 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\uac83\uc73c\ub85c, \uc6d0\uace0\uac00 \uc774\ubbf8 \ubcd1\uac00 9\uc77c, \uc5f0\uac00 9\uc77c\uc744 \ubaa8\ub450 \uc0ac\uc6a9\ud55c \uc0c1\ud669\uc774\uc5c8\uc74c.\n- \uc6d0\uace0\uc758 \ubcd1\uac00 \uc2e0\uccad \ub2f9\uc2dc \uc801\uc751\uc7a5\uc560\uac00 \uadfc\ub85c\ubcf5\uc9c0\uacf5\ub2e8\uc73c\ub85c\ubd80\ud130 \uc5c5\ubb34\uc0c1 \uc7ac\ud574\ub85c \ud310\uc815\ubc1b\uc558\uc74c\uc744 \uc778\uc815\ud560 \uc99d\uac70\uac00 \uc5c6\uc5c8\uc74c.\n- \uad50\uc6d0\ud734\uac00 \uc5c5\ubb34\ucc98\ub9ac\uc694\ub839\uc740 \ud589\uc815\uaddc\uce59\uc73c\ub85c \uc0c1\uc704\ubc95\ub839\uc758 \uad6c\uccb4\uc801 \uc704\uc784\uc774 \uc5c6\ub294 \ud55c \ub300\uc678\uc801 \uad6c\uc18d\ub825\uc774 \uc5c6\uc73c\uba70, \uc6d0\uace0\uac00 \ubcd1\uac00 \uc694\uac74\uc744 \ucda9\uc871\ud560 \uc815\ub3c4\ub85c \uc704\uc911\ud55c \uc0c1\ud0dc\uc600\ub2e4\uace0 \ub2e8\uc815\ud558\uae30 \uc5b4\ub835\uace0, \uc7a5\uae30\uac04 \ubcd1\uac00\ub85c \uc778\ud55c \uc218\uc5c5 \uacb0\uc190 \uc6b0\ub824\ub3c4 \uc788\uc5c8\uc74c.\n- \uc6d0\uace0\uac00 \ubbfc\uc6d0 \ubc0f \ud3ed\ud589 \ubb38\uc81c \ubc1c\uc0dd \ud6c4 \ubcd1\uac00\u00b7\uc5f0\uac00\ub97c \ubc18\ubcf5 \uc0ac\uc6a9\ud558\ub2e4 \uc0ac\uc9c1\uc11c\ub97c \uc81c\ucd9c\ud55c \uc810\uc744 \uace0\ub824\ud560 \ub54c, \uc0ac\uc9c1\uc11c \uc81c\ucd9c\ud589\uc704\uac00 \ube44\uc9c4\uc758\uc758\uc0ac\ud45c\uc2dc\uc5d0 \ud574\ub2f9\ud55c\ub2e4\uace0 \ubcfc \uc218 \uc5c6\uc74c.\n- \uc6d0\uace0\uac00 \uc8fc\uc7a5\ud558\ub294 \ud53c\uace0 B\uc758 \ud3ed\uc5b8, \ubd80\ub2f9\ud55c \ub300\uc6b0 \ub4f1\uc740 \uc778\uc815\ud558\uae30 \ubd80\uc871\ud558\uba70, \ud53c\uace0 B\uc758 \uc870\uce58\ub294 \uad50\uc7a5\uc73c\ub85c\uc11c\uc758 \uc9c0\ub3c4\u00b7\uac10\ub3c5 \uc758\ubb34\uc5d0 \ub530\ub978 \uac83\uc73c\ub85c \ubcf4\uc784.\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \ub300\ubc95\uc6d0 2003. 4. 11. \uc120\uace0 2002\ub2e460528 \ud310\uacb0\n- \ub300\ubc95\uc6d0 2017. 2. 3. \uc120\uace0 2016\ub2e4255910 \ud310\uacb0\n- \ub300\ubc95\uc6d0 2003. 4. 25. \uc120\uace0 2002\ub2e411458 \ud310\uacb0\n- \ub300\ubc95\uc6d0 2019. 10. 31. \uc120\uace0 2013\ub45020011 \ud310\uacb0\n- \ucd08\u00b7\uc911\ub4f1\uad50\uc721\ubc95 \uc81c20\uc870 \uc81c1\ud56d\n## \ucc38\uace0\uc0ac\uc2e4\n- \uc6d0\uace0\ub294 \ud53c\uace0 B\uc744 \uace0\uc18c\ud558\uc600\uc73c\ub098 \ubd88\uae30\uc18c \ucc98\ubd84\ub418\uc5c8\uace0, \ub3d9\ub8cc \uad50\uc0ac\ub4e4\uc744 \ubb34\uace0\ub85c \uc57d\uc2dd\uae30\uc18c\ub428.\n- \ud53c\uace0 B\uc740 \uad50\uc7a5\uc73c\ub85c\uc11c \uad50\ubb34\ub97c \ucd1d\uad04\ud558\uace0 \uc18c\uc18d \uad50\uc9c1\uc6d0\uc744 \uc9c0\ub3c4\u00b7\uac10\ub3c5\ud558\uba70 \ud559\uc0dd\uc744 \uad50\uc721\ud560 \uc758\ubb34\uac00 \uc788\uc74c.\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \uae30\uac04\uc81c \uad50\uc6d0\uc758 \ud574\uace0\ubb34\ud6a8\ud655\uc778 \ubc0f \uc190\ud574\ubc30\uc0c1 \uccad\uad6c\uc5d0 \ub300\ud574 \uadfc\ub85c\uacc4\uc57d \uae30\uac04 \ub9cc\ub8cc\ub85c \uc778\ud55c \ud655\uc778\uc758 \uc774\uc775 \ubd80\uc7ac\uc640 \uc0ac\uc9c1\uc11c \uc81c\ucd9c\uc758 \uc790\ubc1c\uc131, \ubcd1\uac00 \ubc18\ub824\uc758 \uc815\ub2f9\uc131\uc744 \uadfc\uac70\ub85c \uae30\uac01\ud568.\n- \ud2b9\ud788, \ud589\uc815\uaddc\uce59\uc758 \ub300\uc678\uc801 \uad6c\uc18d\ub825 \ubd80\uc778\uacfc \uad50\uc7a5\uc758 \uc9c0\ub3c4\u00b7\uac10\ub3c5 \uc758\ubb34\ub97c \uac15\uc870\ud558\uc5ec \uc0ac\uc6a9\uc790\uc758 \uc870\uce58\uac00 \uc704\ubc95\ud558\uc9c0 \uc54a\uc74c\uc744 \uba85\ud655\ud788 \ud568.\n- \uc774\ub294 \uae30\uac04\uc81c \uadfc\ub85c\uc790\uc758 \uacc4\uc57d \uc885\ub8cc \uc2dc\uc810\uc5d0\uc11c\uc758 \ubc95\uc801 \uc9c0\uc704\uc640 \uc0ac\uc6a9\uc790\uc758 \uc815\ub2f9\ud55c \uc778\uc0ac\uad8c \ud589\uc0ac\uc758 \ubc94\uc704\ub97c \uc774\ud574\ud558\ub294 \ub370 \uc911\uc694\ud55c \ud310\ub840\ub85c \ud65c\uc6a9\ub420 \uc218 \uc788\uc74c."}
- 사용자가 사직서를 수리하여 근로관계를 종료시킨 경우, 사직의 의사 없는 근로자로 하여금 어쩔 수 없이 사직서를 작성·제출케 하였다면 실질적으로 해고에 해당하나, 그렇지 않은 경우에는 합의해지에 의해 종료됨.
- 의원면직이 실질적으로 해고에 해당하는지는 근로자가 사직서를 제출하게 된 경위, 사직서 기재 내용, 회사의 관행, 사용자 측의 퇴직 권유 또는 종용의 방법·강도·횟수, 사직서를 제출하지 않을 경우 예상되는 불이익의 정도, 사직서 제출에 따른 경제적 이익 제공 여부, 사직서 제출 전후의 근로자 태도 등을 종합적으로 고려하여 판단해야 함.
- 진의 아닌 의사표시에서 '진의'는 특정한 내용의 의사표시를 하고자 하는 표의자의 생각을 말하며, 표의자가 진정으로 마음속에서 바라지 않았더라도 당시 상황에서 최선이라고 판단하여 의사표시를 하였다면 내심의 효과의사가 결여된 진의 아닌 의사표시라고 할 수 없음.
- 판단:
- 근로자의 해당 사직서 제출행위는 합의에 의해 근로계약관계가 종료된 것으로 봄이 상당하며, 피고 B이 사직서 제출을 강요하였다거나 사직의 의사표시가 비진의의사표시에 해당한다고 보기 어려움.
- 피고 B의 병가 반려 조치는 근로계약서 및 운영지침에 기초한 것으로, 근로자가 이미 병가 9일, 연가 9일을 모두 사용한 상황이었음.
- 근로자의 병가 신청 당시 적응장애가 근로복지공단으로부터 업무상 재해로 판정받았음을 인정할 증거가 없었음.
- 교원휴가 업무처리요령은 행정규칙으로 상위법령의 구체적 위임이 없는 한 대외적 구속력이 없으며, 근로자가 병가 요건을 충족할 정도로 위중한 상태였다고 단정하기 어렵고, 장기간 병가로 인한 수업 결손 우려도 있었음.
- 근로자가 민원 및 폭행 문제 발생 후 병가·연가를 반복 사용하다 사직서를 제출한