서울고등법원 | 2021-01-20 | 2020누54199
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
기간제근로자의 계약갱신 기대권 및 계약갱신 거절의 합리적 이유 인정 여부
결과 요약
- 기간제근로자들에게 계약갱신에 대한 정당한 기대권이 인정되지 않으며, 계약갱신 거절에 합리적 이유가 있다고 판단하여 중앙노동위원회의 재심판정을 취소함.
사실관계
- 원고(지방자치단체)는 CCTV통합관제센터 관제요원을 최대 2년 범위 내에서 기간제근로자로 채용할 계획을 수립함.
- 채용공고에 '계약연장가능' 문구가 있었으나, 구체적인 연장 기준은 명시되지 않음.
- 참가인 등은 1년 단위로 근로계약을 체결하고 1회 연장하여 총 2년간 근무함.
- 근로자는 기간제법에 따라 2년을 초과하여 근무하게 하거나 정규직으로 전환한 사례가 없었으며, 2년 계약기간이 만료된 관제요원들의 근로계약을 종료함.
- 2017년 정부 지침 및 추가지침에 따라 공공부문 기간제근로자의 정규직 전환이 권고되었으나, 지방자치단체에 재량권이 부여됨.
- 근로자는 재정 상황 및 인력 수요 등을 고려하여 정규직 전환 심의위원회를 통해 우선 전환 대상을 선정하였고, 관제요원 직종은 초기 전환 대상에 포함되지 않음.
- 근로자는 스마트 관제 시스템 도입으로 관제요원 인력 축소 필요성을 인지하고, 참가인 등의 근로계약 만료 후 인원을 감축 운영함.
- 이후 근로자는 2019년 말 제한경쟁채용을 통해 참가인 등을 포함한 관제요원 28명을 공무직으로 전환함.
핵심 쟁점, 법리 및 법원의 판단
기간제근로자의 계약갱신에 대한 기대권 인정 여부
- 법리: 기간제근로계약의 갱신에 대한 정당한 기대권이 인정되는지 여부는 계약 체결 경위, 갱신 요건 및 절차 설정 여부, 근로자의 업무 내용, 사용자의 관행 등을 종합적으로 고려하여 판단함.
- 판단:
- 근로자는 최대 2년 범위 내에서 기간제근로자를 채용할 계획이었고, 채용공고의 '계약연장가능' 문구는 근로자의 재량을 규정한 것으로 보임.
- 근로계약서에 계약갱신 요건이나 절차가 전혀 규정되어 있지 않음.
- 근로자는 기간제법에 따라 2년을 초과하여 기간제근로자를 사용하거나 정규직으로 전환한 사례가 없었음.
- 정부 지침 및 추가지침은 지방자치단체에 정규직 전환에 대한 재량을 부여하는 것이며, 기간제근로자의 계약갱신 기대권을 부여하는 것으로 보기 어려움.
- 해당 인사관리 규정은 정규직 전환 시 평가 자료 활용에 관한 규정일 뿐, 계약갱신 기대권의 근거가 될 수 없음.
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
서울고등법원 제6행정부 판결
사건: 2020누54199 부당해고구제재심판정취소 원고,항소인: A시 소송대리인 법무법인(유한) 바른 담당변호사 이다솔, 정상태 피고,피항소인: 중앙노동위원회위원장 피고보조참가인: B 소송대리인 법무법인 여는 담당변호사 정병민 제1심판결: <case_cite ref="서울행정법원/2019구합83687">서울행정법원 2020. 8. 14. 선고 2019구합83687 판결</case_cite> 변론종결: 2020. 12. 16. 판결선고: 2021. 1. 20.
1. 제1심판결을 취소한다. 2. 중앙노동위원회가 2019. 9. 2. 원고와 D, 피고보조참가인 사이의 C 부당해고 구제재심신청 사건에 관하여 한 재심판정을 취소한다. 3. 소송총비용 중 보조참가로 인한 부분은 피고보조참가인이, 나머지는 피고가 각 부담한다.
1. 재심판정의 경위, 2. 이 사건 재심판정의 적법 여부 가. 원고의 주장, 나. 관계법령, 다. 계약갱신에 대한 기대권 인정 여부 1) 관련 법리 2) 인정사실 이 법원이 이 부분에 관하여 설시할 이유는 제1심판결 제4면 3행 '정규직 전환'을 '계약갱신'으로 고치는 외에는 제1심판결의 해당부분 이유와 같으므로 행정소송법 제8조 제2항, 민사소송법 제420조 본문에 의하여 이를 그대로 인용한다. 3) 판단 위 인정사실과 갑 제1, 2, 4, 6,
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\uae30\uac04\uc81c\uadfc\ub85c\uc790\ub85c \ucc44\uc6a9\ud560 \uacc4\ud68d\uc744 \uc218\ub9bd\ud568.\n- \ucc44\uc6a9\uacf5\uace0\uc5d0 '\uacc4\uc57d\uc5f0\uc7a5\uac00\ub2a5' \ubb38\uad6c\uac00 \uc788\uc5c8\uc73c\ub098, \uad6c\uccb4\uc801\uc778 \uc5f0\uc7a5 \uae30\uc900\uc740 \uba85\uc2dc\ub418\uc9c0 \uc54a\uc74c.\n- \ucc38\uac00\uc778 \ub4f1\uc740 1\ub144 \ub2e8\uc704\ub85c \uadfc\ub85c\uacc4\uc57d\uc744 \uccb4\uacb0\ud558\uace0 1\ud68c \uc5f0\uc7a5\ud558\uc5ec \ucd1d 2\ub144\uac04 \uadfc\ubb34\ud568.\n- \uc6d0\uace0\ub294 \uae30\uac04\uc81c\ubc95\uc5d0 \ub530\ub77c 2\ub144\uc744 \ucd08\uacfc\ud558\uc5ec \uadfc\ubb34\ud558\uac8c \ud558\uac70\ub098 \uc815\uaddc\uc9c1\uc73c\ub85c \uc804\ud658\ud55c \uc0ac\ub840\uac00 \uc5c6\uc5c8\uc73c\uba70, 2\ub144 \uacc4\uc57d\uae30\uac04\uc774 \ub9cc\ub8cc\ub41c \uad00\uc81c\uc694\uc6d0\ub4e4\uc758 \uadfc\ub85c\uacc4\uc57d\uc744 \uc885\ub8cc\ud568.\n- 2017\ub144 \uc815\ubd80 \uc9c0\uce68 \ubc0f \ucd94\uac00\uc9c0\uce68\uc5d0 \ub530\ub77c 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\uae30\uac04\uc81c\uadfc\ub85c\uc790\ub97c \uc0ac\uc6a9\ud560 \uc218 \uc788\uc73c\uba70, 2\ub144\uc744 \ucd08\uacfc\ud558\uc5ec \uc0ac\uc6a9\ud558\ub294 \uacbd\uc6b0 \uae30\uac04\uc758 \uc815\ud568\uc774 \uc5c6\ub294 \uadfc\ub85c\uacc4\uc57d\uc744 \uccb4\uacb0\ud55c \uac83\uc73c\ub85c \ubd04.\n- **\ub300\ubc95\uc6d0 2014. 2. 27. \uc120\uace0 2011\ub45017745 \ud310\uacb0**: \uae30\uac04\uc81c\ubc95 \uc2dc\ud589 \uc804 \uadfc\ub85c\uacc4\uc57d \uac31\uc2e0 \uae30\ub300\uad8c\uc774 \ud615\uc131\ub41c \uc0ac\uc548\uc73c\ub85c, \uc774 \uc0ac\uac74\uc5d0 \uc6d0\uc6a9\ud558\uae30 \ubd80\uc801\uc808\ud568.\n### \uacc4\uc57d\uac31\uc2e0 \uac70\uc808\uc758 \ud569\ub9ac\uc801 \uc774\uc720 \uc778\uc815 \uc5ec\ubd80\n- **\ubc95\ub9ac**: \uc0ac\uc6a9\uc790\uac00 \uae30\uac04\uc81c\uadfc\ub85c\uc790\uc758 \uacc4\uc57d \uac31\uc2e0\uc744 \uac70\uc808\ud558\ub294 \ub370 \ud569\ub9ac\uc801\uc778 \uc774\uc720\uac00 \uc788\ub294\uc9c0 \uc5ec\ubd80\ub294 \uc0ac\uc6a9\uc790\uc758 \uacbd\uc601\uc0c1 \ud544\uc694\uc131, \uadfc\ub85c\uc790\uc758 \uc5c5\ubb34 \ub2a5\ub825, \ud0dc\ub3c4, \uc0ac\uc6a9\uc790\uc758 \uac31\uc2e0 \uac70\uc808 \uc0ac\uc720 \ub4f1\uc744 \uc885\ud569\uc801\uc73c\ub85c \uace0\ub824\ud558\uc5ec \ud310\ub2e8\ud568.\n- **\ud310\ub2e8**:\n- \uc6d0\uace0\ub294 \uc2a4\ub9c8\ud2b8 \uad00\uc81c \uc2dc\uc2a4\ud15c \ub3c4\uc785\uc73c\ub85c \uad00\uc81c\uc694\uc6d0 \uc778\ub825 \ucd95\uc18c \ud544\uc694\uc131\uc744 \uc778\uc9c0\ud558\uace0 \uc788\uc5c8\uc73c\uba70, \uc774\ub294 \ud569\ub9ac\uc801\uc778 \uacbd\uc601\uc0c1 \ud310\ub2e8\uc73c\ub85c \ubcf4\uc784.\n- \uc2a4\ub9c8\ud2b8 \uad00\uc81c \uc2dc\uc2a4\ud15c \ub3c4\uc785\uc73c\ub85c \uad00\uc81c \ud6a8\uc728\uc774 \ud5a5\uc0c1\ub418\uc5b4 \uad00\uc81c\uc694\uc6d0\uc758 \uc778\ub825 \uc218\uc694\uac00 \uc904\uc5b4\ub4e4 \uc218 \uc788\ub2e4\ub294 \ud569\ub9ac\uc801\uc778 \ucd94\ub860\uc774 \uac00\ub2a5\ud568.\n- \uc6d0\uace0\ub294 \uac10\ucd95\ub41c \uc778\uc6d0\uc73c\ub85c\ub3c4 \uad00\uc81c \uc5c5\ubb34\ub97c \ud070 \ubb34\ub9ac \uc5c6\uc774 \uc218\ud589\ud558\uc600\uace0, \uc774\ub294 \uacc4\ud68d\uc758 \ud604\uc2e4\uc131\uc744 \ubcf4\uc5ec\uc90c.\n- \uc6d0\uace0\uac00 \uae30\uac04\uc81c\ubc95\uc744 \ud68c\ud53c\ud558\uae30 \uc704\ud55c \ubaa9\uc801\uc73c\ub85c \uacc4\uc57d \uac31\uc2e0\uc744 \uac70\uc808\ud588\ub2e4\uace0 \ubcf4\uae30 \uc5b4\ub824\uc6c0.\n- \uc815\ubd80 \uc9c0\uce68 \ubc0f \ucd94\uac00\uc9c0\uce68, \uc778\uc0ac\uad00\ub9ac \uaddc\uc815\uc740 \uacc4\uc57d \uac31\uc2e0\uacfc \ud544\uc5f0\uc801\uc73c\ub85c \uacb0\ubd80\ub418\uc9c0 \uc54a\uc73c\uba70, \uc6d0\uace0\uc758 \uc21c\ucc28\uc801\uc778 \uc815\uaddc\uc9c1 \uc804\ud658 \uc870\uce58\ub294 \ud569\ub9ac\uc801\uc778 \uc0ac\uc815\uc5d0 \ub530\ub978 \uac83\uc784.\n- **\ub530\ub77c\uc11c, \uc6d0\uace0\uac00 \ucc38\uac00\uc778 \ub4f1\uc5d0 \ub300\ud558\uc5ec \uadfc\ub85c\uacc4\uc57d\uc744 \uac31\uc2e0\ud558\uc9c0 \uc544\ub2c8\ud55c \ub370\uc5d0 \ud569\ub9ac\uc801\uc778 \uc774\uc720\uac00 \uc788\ub2e4\uace0 \ubd04\uc774 \uc0c1\ub2f9\ud568.**\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \uae30\uac04\uc81c\uadfc\ub85c\uc790\uc758 \uacc4\uc57d\uac31\uc2e0 \uae30\ub300\uad8c \uc778\uc815 \uc5ec\ubd80 \ubc0f \uacc4\uc57d\uac31\uc2e0 \uac70\uc808\uc758 \ud569\ub9ac\uc801 \uc774\uc720 \ud310\ub2e8\uc5d0 \uc788\uc5b4 **\uc0ac\uc6a9\uc790\uc758 \uacbd\uc601\uc0c1 \ud544\uc694\uc131, \uadfc\ub85c\uacc4\uc57d\uc758 \uba85\ud655\ud55c \ub0b4\uc6a9, \uadf8\ub9ac\uace0 \uad00\ub828 \ubc95\ub839 \ubc0f \uc9c0\uce68\uc758 \ud574\uc11d**\uc774 \uc911\uc694\ud558\uac8c \uc791\uc6a9\ud568\uc744 \ubcf4\uc5ec\uc90c.\n- \ud2b9\ud788, \uc815\ubd80\uc758 \uc815\uaddc\uc9c1 \uc804\ud658 \uc9c0\uce68\uc774 \uc9c0\ubc29\uc790\uce58\ub2e8\uccb4\uc5d0 \uc7ac\ub7c9\uad8c\uc744 \ubd80\uc5ec\ud558\ub294 \uc131\uaca9\uc784\uc744 \uba85\ud655\ud788 \ud558\uc5ec, \uc9c0\uce68\ub9cc\uc73c\ub85c \uae30\uac04\uc81c\uadfc\ub85c\uc790\uc5d0\uac8c \ub2f9\uc5f0\ud55c \uc815\uaddc\uc9c1 \uc804\ud658 \uae30\ub300\uad8c\uc774 \ubc1c\uc0dd\ud55c\ub2e4\uace0 \ubcfc \uc218 \uc5c6\uc74c\uc744 \uac15\uc870\ud568.\n- \ub610\ud55c, \uae30\uc220 \ubc1c\uc804(\uc2a4\ub9c8\ud2b8 \uad00\uc81c \uc2dc\uc2a4\ud15c \ub3c4\uc785)\uc73c\ub85c \uc778\ud55c \uc778\ub825 \uc218\uc694 \ubcc0\ud654\uac00 \uacc4\uc57d \uac31\uc2e0 \uac70\uc808\uc758 \ud569\ub9ac\uc801 \uc774\uc720\uac00 \ub420 \uc218 \uc788\uc74c\uc744 \uc778\uc815\ud558\uc5ec, **\uacbd\uc601 \ud658\uacbd \ubcc0\ud654\uc5d0 \ub530\ub978 \uc0ac\uc6a9\uc790\uc758 \uc778\ub825 \uc6b4\uc6a9 \uc7ac\ub7c9\uad8c**\uc744 \ud3ed\ub113\uac8c \uc778\uc815\ud55c \uc0ac\ub840\ub85c \ubcfc \uc218 \uc788\uc74c.\n- \uc774\ub294 \ud5a5\ud6c4 \uc720\uc0ac\ud55c \uacf5\uacf5\uae30\uad00\uc758 \uae30\uac04\uc81c\uadfc\ub85c\uc790 \uacc4\uc57d \uac31\uc2e0 \ubc0f \uc815\uaddc\uc9c1 \uc804\ud658 \uad00\ub828 \ubd84\uc7c1\uc5d0\uc11c \uc911\uc694\ud55c \uc120\ub840\uac00 \ub420 \uc218 \uc788\uc74c."}
- 따라서, 참가인 등에게 계약갱신에 대한 정당한 기대권이 인정되지 않음.
관련 판례 및 법령
- 기간제 및 단시간근로자 보호 등에 관한 법률 제4조 제1항, 제2항: 사용자는 2년을 초과하지 아니하는 범위 안에서 기간제근로자를 사용할 수 있으며, 2년을 초과하여 사용하는 경우 기간의 정함이 없는 근로계약을 체결한 것으로 봄.
- 대법원 2014. 2. 27. 선고 2011두17745 판결: 기간제법 시행 전 근로계약 갱신 기대권이 형성된 사안으로, 이 사건에 원용하기 부적절함.
계약갱신 거절의 합리적 이유 인정 여부
- 법리: 사용자가 기간제근로자의 계약 갱신을 거절하는 데 합리적인 이유가 있는지 여부는 사용자의 경영상 필요성, 근로자의 업무 능력, 태도, 사용자의 갱신 거절 사유 등을 종합적으로 고려하여 판단함.
- 판단:
- 근로자는 스마트 관제 시스템 도입으로 관제요원 인력 축소 필요성을 인지하고 있었으며, 이는 합리적인 경영상 판단으로 보임.
- 스마트 관제 시스템 도입으로 관제 효율이 향상되어 관제요원의 인력 수요가 줄어들 수 있다는 합리적인 추론이 가능함.
- 근로자는 감축된 인원으로도 관제 업무를 큰 무리 없이 수행하였고, 이는 계획의 현실성을 보여줌.
- 근로자가 기간제법을 회피하기 위한 목적으로 계약 갱신을 거절했다고 보기 어려움.
- 정부 지침 및 추가지침, 인사관리 규정은 계약 갱신과 필연적으로 결부되지 않으며, 근로자의 순차적인 정규직 전환 조치는 합리적인 사정에 따른 것임.
- 따라서