광주지방법원 | 2022-06-23 | 2021가합53639
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
기간제 근로자의 갱신기대권 침해에 따른 근로계약 갱신거절 무효 확인 및 미지급 임금 지급 판결
결과 요약
- 회사의 근로자들에 대한 근로계약 갱신거절은 무효임을 확인하고, 회사는 근로자들에게 복직 시까지 미지급 임금을 지급해야 함.
사실관계
- 근로자 A는 2020. 1. 15., 근로자 B는 2020. 1. 1. 피고와 1년 기간제 근로계약을 체결함.
- 회사는 2020. 11. 26. 근로자들에게 '기간제근로자 계약기간 연장 평가 결과 재계약을 할 수 없어 부득이 서면으로 계약기간 만료를 통지합니다'는 내용으로 갱신거절 통보를 함.
- 회사의 「계약직직원운용규정」은 계약직직원의 재계약이 불가능한 사유를 소극적으로 규정하고 있으며, 고과평정 평균 점수가 70점 이상이면 재계약할 수 있다는 합리적인 기대를 가질 수 있도록 함.
- 피고 소속 계약직직원들은 대부분 계약이 계속 갱신되어 무기계약직으로 전환되었음.
- 회사는 해당 노동조합과 2019. 9. 24. '2019년도 직원 신규 채용 교섭' 단체협약을 체결하였고, 해당 단체협약에 따라 구성된 '계약기간연장 평가위원회'에서 근로자들의 계약기간을 연장하지 않기로 의결함.
- 해당 노동조합은 무기계약직 직원만 조합원 가입을 허용하고 있으며, 근로자들의 가입을 거부하였고, 해당 노동조합의 기간제 근로자 조합원 14명은 모두 무기계약직 직원임.
핵심 쟁점, 법리 및 법원의 판단
기간제 근로자의 갱신기대권 및 갱신거절의 합리적 이유 유무
- 법리: 기간제 근로계약의 갱신에 대한 정당한 기대권이 인정되는 경우, 사용자가 이에 위반하여 부당하게 근로계약의 갱신을 거절하는 것은 부당해고와 마찬가지로 무효임. 갱신 거부의 사유와 절차가 사회통념에 비추어 객관적이고 합리적이며 공정한지는 사용자의 사업 목적, 사업장 여건, 근로자의 지위, 근로계약 체결 경위, 갱신 요건 및 운용 실태, 근로자 책임 사유 등 여러 사정을 종합하여 판단하며, 증명책임은 사용자가 부담함.
- 법원의 판단:
- 근로자들의 갱신기대권 인정:
- 회사의 「근로계약서」 및 「계약직직원운용규정」은 재계약 요건을 소극적으로 규정하여, 고과평정 평균 점수가 70점 이상이면 재계약할 수 있다는 합리적인 기대를 형성함.
- 실제로 피고 소속 계약직직원들은 대부분 계약이 계속 갱신되어 무기계약직으로 전환되었음.
- 회사의 갱신거절에 합리적 이유 없음:
- 회사는 해당 단체협약에 따른 '계약기간연장 평가위원회'의 의결에 근거한 갱신거절이 합리적이라고 주장함.
- 그러나 해당 노동조합은 무기계약직 직원만 조합원 가입을 허용하고 있어, 근로자들과 같은 무기계약직이 아닌 직원에게는 해당 단체협약이 적용되지 않음.
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
광주지방법원 제14민사부 판결
사건: 2021가합53639 해고무효확인 원고: 1. A 2.B 원고들 소송대리인 법무법인 중용 담당변호사 김종귀 피고: C조합 소송대리인 변호사 김민표 변론종결: 2022. 5. 19. 판결선고: 2022. 6. 23.
1. 피고가 원고 A에게 한 2021. 1. 14.자, 원고 B에게 한 2020. 12. 31.자 각 근로계약 갱신거절은 무효임을 확인한다. 2. 피고는, 원고 A에게 2021. 1. 15.부터 복직시까지 월 3,568,050원의 비율로 계산한 돈을, 원고 B에게 2021. 1. 1.부터 복직시까지 월 3,586,550원의 비율로 계산한 돈을 각 지급하라. 3. 소송비용은 피고가 부담한다. 4. 제2항은 가집행할 수 있다.
1. 기초사실 가. 원고 B은 2020. 1. 1., 원고 A는 2020. 1. 15. 피고와 계약기간을 1년으로 하는 기간제 근로계약(이하 '이 사건 근로계약'이라 한다)을 각 체결하였는데, 그 주요 내용은 다음과 같다. <table_bc id="2_2" src="20250811/08916ed9b2c7c133_table_2.jpg" width="1323" height="702" x_position="164" y_position="1060" /><comment_bc id="1" /> 나. 피고는 2020. 11. 26. 원고들에게 '기간제근로자 계약기간 연장 평가 결과 재계약을 할 수 없어 부득이 서면으로 계약기간 만료
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'2019\ub144\ub3c4 \uc9c1\uc6d0 \uc2e0\uaddc \ucc44\uc6a9 \uad50\uc12d' \ub2e8\uccb4\ud611\uc57d\uc744 \uccb4\uacb0\ud558\uc600\uace0, \ud574\ub2f9 \ub2e8\uccb4\ud611\uc57d\uc5d0 \ub530\ub77c \uad6c\uc131\ub41c '\uacc4\uc57d\uae30\uac04\uc5f0\uc7a5 \ud3c9\uac00\uc704\uc6d0\ud68c'\uc5d0\uc11c \uc6d0\uace0\ub4e4\uc758 \uacc4\uc57d\uae30\uac04\uc744 \uc5f0\uc7a5\ud558\uc9c0 \uc54a\uae30\ub85c \uc758\uacb0\ud568.\n- \uc774 \uc0ac\uac74 \ub178\ub3d9\uc870\ud569\uc740 \ubb34\uae30\uacc4\uc57d\uc9c1 \uc9c1\uc6d0\ub9cc \uc870\ud569\uc6d0 \uac00\uc785\uc744 \ud5c8\uc6a9\ud558\uace0 \uc788\uc73c\uba70, \uc6d0\uace0\ub4e4\uc758 \uac00\uc785\uc744 \uac70\ubd80\ud558\uc600\uace0, \uc774 \uc0ac\uac74 \ub178\ub3d9\uc870\ud569\uc758 \uae30\uac04\uc81c \uadfc\ub85c\uc790 \uc870\ud569\uc6d0 14\uba85\uc740 \ubaa8\ub450 \ubb34\uae30\uacc4\uc57d\uc9c1 \uc9c1\uc6d0\uc784.\n## \ud575\uc2ec \uc7c1\uc810, \ubc95\ub9ac \ubc0f \ubc95\uc6d0\uc758 \ud310\ub2e8\n### \uae30\uac04\uc81c \uadfc\ub85c\uc790\uc758 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\uc804\ud658\ub418\uc5c8\uc74c.\n- **\ud53c\uace0\uc758 \uac31\uc2e0\uac70\uc808\uc5d0 \ud569\ub9ac\uc801 \uc774\uc720 \uc5c6\uc74c**:\n- \ud53c\uace0\ub294 \uc774 \uc0ac\uac74 \ub2e8\uccb4\ud611\uc57d\uc5d0 \ub530\ub978 '\uacc4\uc57d\uae30\uac04\uc5f0\uc7a5 \ud3c9\uac00\uc704\uc6d0\ud68c'\uc758 \uc758\uacb0\uc5d0 \uadfc\uac70\ud55c \uac31\uc2e0\uac70\uc808\uc774 \ud569\ub9ac\uc801\uc774\ub77c\uace0 \uc8fc\uc7a5\ud568.\n- \uadf8\ub7ec\ub098 \uc774 \uc0ac\uac74 \ub178\ub3d9\uc870\ud569\uc740 \ubb34\uae30\uacc4\uc57d\uc9c1 \uc9c1\uc6d0\ub9cc \uc870\ud569\uc6d0 \uac00\uc785\uc744 \ud5c8\uc6a9\ud558\uace0 \uc788\uc5b4, \uc6d0\uace0\ub4e4\uacfc \uac19\uc740 \ubb34\uae30\uacc4\uc57d\uc9c1\uc774 \uc544\ub2cc \uc9c1\uc6d0\uc5d0\uac8c\ub294 \uc774 \uc0ac\uac74 \ub2e8\uccb4\ud611\uc57d\uc774 \uc801\uc6a9\ub418\uc9c0 \uc54a\uc74c.\n- \ub530\ub77c\uc11c \uc774 \uc0ac\uac74 \ub2e8\uccb4\ud611\uc57d \uc801\uc6a9\uc744 \uc804\uc81c\ub85c \ud55c \ud53c\uace0\uc758 \uac31\uc2e0\uac70\uc808 \uc8fc\uc7a5\uc740 \uc774\uc720 \uc5c6\uc74c.\n- **\uacb0\ub860**: \ud53c\uace0\uc758 \uc6d0\uace0\ub4e4\uc5d0 \ub300\ud55c \uadfc\ub85c\uacc4\uc57d \uac31\uc2e0\uac70\uc808\uc740 \uc6d0\uace0\ub4e4\uc758 \uac31\uc2e0\uae30\ub300\uad8c\uc744 \ud569\ub9ac\uc801\uc778 \uc774\uc720 \uc5c6\uc774 \uce68\ud574\ud558\uc5ec \ubb34\ud6a8\uc784.\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \ub300\ubc95\uc6d0 2017. 10. 12. \uc120\uace0 2015\ub45044493 \ud310\uacb0: \uae30\uac04\uc81c \uadfc\ub85c\uc790\uc758 \uac31\uc2e0\uae30\ub300\uad8c \ubc0f \uac31\uc2e0\uac70\uc808\uc758 \ud569\ub9ac\uc801 \uc774\uc720 \ud310\ub2e8 \uae30\uc900.\n- \ub300\ubc95\uc6d0 2007. 9. 6. \uc120\uace0 2006\ub2e483246 \ud310\uacb0: \uacc4\uc57d\uc9c1\uc9c1\uc6d0\uc6b4\uc6a9\uaddc\uc815\uc774 \ucde8\uc5c5\uaddc\uce59\uc5d0 \ud574\ub2f9\ud568.\n- \ub178\ub3d9\uc870\ud569 \ubc0f \ub178\ub3d9\uad00\uacc4\uc870\uc815\ubc95 \uc81c35\uc870: \ud558\ub098\uc758 \uc0ac\uc5c5 \ub610\ub294 \uc0ac\uc5c5\uc7a5\uc5d0 \uc0c1\uc2dc \uc0ac\uc6a9\ub418\ub294 \ub3d9\uc885\uc758 \uadfc\ub85c\uc790 \ubc18\uc218 \uc774\uc0c1\uc774 \ud558\ub098\uc758 \ub2e8\uccb4\ud611\uc57d\uc758 \uc801\uc6a9\uc744 \ubc1b\uac8c \ub41c \ub54c\uc5d0\ub294 \ub2f9\ud574 \uc0ac\uc5c5 \ub610\ub294 \uc0ac\uc5c5\uc7a5\uc5d0 \uc0ac\uc6a9\ub418\ub294 \ub2e4\ub978 \ub3d9\uc885\uc758 \uadfc\ub85c\uc790\uc5d0 \ub300\ud558\uc5ec\ub3c4 \ub2f9\ud574 \ub2e8\uccb4\ud611\uc57d\uc774 \uc801\uc6a9\ub428.\n- \ub300\ubc95\uc6d0 2004. 5. 14. \uc120\uace0 2002\ub2e423185, 23192 \ud310\uacb0: \ub178\ub3d9\uc870\ud569 \ubc0f \ub178\ub3d9\uad00\uacc4\uc870\uc815\ubc95 \uc81c35\uc870\uc5d0 \ub530\ub77c \ub2e8\uccb4\ud611\uc57d\uc758 \uc801\uc6a9\uc744 \ubc1b\uac8c \ub418\ub294 \ub3d9\uc885\uc758 \uadfc\ub85c\uc790\ub77c \ud568\uc740 \ub2f9\ud574 \ub2e8\uccb4\ud611\uc57d\uc758 \uaddc\uc815\uc5d0 \uc758\ud558\uc5ec \uadf8 \ud611\uc57d\uc758 \uc801\uc6a9\uc774 \uc608\uc0c1\ub418\ub294 \uc790\ub97c \uac00\ub9ac\ud0b4.\n### \ubbf8\uc9c0\uae09 \uc784\uae08 \uc9c0\uae09 \uccad\uad6c\n- **\ubc95\uc6d0\uc758 \ud310\ub2e8**:\n- \uc774 \uc0ac\uac74 \uac31\uc2e0\uac70\uc808\uc774 \ubb34\ud6a8\uc774\ubbc0\ub85c, \uc6d0\uace0\ub4e4\uc758 \uadfc\ub85c\uad00\uacc4\ub294 \uc885\uc804 \uadfc\ub85c\uacc4\uc57d\uc774 \uac31\uc2e0\ub41c \uac83\uacfc \ub3d9\uc77c\ud558\uac8c \uc874\uc18d\ud568.\n- \ud53c\uace0\ub294 \uc6d0\uace0\ub4e4\uc5d0\uac8c \ubbf8\uc9c0\uae09 \uc784\uae08\uc744 \uc9c0\uae09\ud560 \uc758\ubb34\uac00 \uc788\uc74c.\n- \uc6d0\uace0 A\uc5d0\uac8c 2021. 1. 15.\ubd80\ud130 \ubcf5\uc9c1 \uc2dc\uae4c\uc9c0 \uc6d4 3,568,050\uc6d0\uc758 \ube44\uc728\ub85c, \uc6d0\uace0 B\uc5d0\uac8c 2021. 1. 1.\ubd80\ud130 \ubcf5\uc9c1 \uc2dc\uae4c\uc9c0 \uc6d4 3,586,550\uc6d0\uc758 \ube44\uc728\ub85c \uacc4\uc0b0\ud55c \uc784\uae08\uc744 \uc9c0\uae09\ud574\uc57c \ud568.\n- \ud53c\uace0\uc758 \uc911\uac04\uc218\uc785 \uacf5\uc81c \uc8fc\uc7a5\uc740 \uc6d0\uace0\ub4e4\uc774 \ub2e4\ub978 \uacf3\uc5d0 \ucde8\uc5c5\ud558\uc5ec \uc18c\ub4dd\uc744 \uc5bb\uc5c8\ub2e4\ub294 \uc99d\uac70\uac00 \uc5c6\uc73c\ubbc0\ub85c \uc774\uc720 \uc5c6\uc74c.\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \uae30\uac04\uc81c \uadfc\ub85c\uc790\uc758 \uac31\uc2e0\uae30\ub300\uad8c \ubcf4\ud638\uc5d0 \ub300\ud55c \ud655\uace0\ud55c \uc785\uc7a5\uc744 \uc7ac\ud655\uc778\ud558\uace0, \uc0ac\uc6a9\uc790\uc758 \uac31\uc2e0\uac70\uc808\uc5d0 \ub300\ud55c \ud569\ub9ac\uc801 \uc774\uc720\uc758 \uc99d\uba85\ucc45\uc784\uc744 \uc5c4\uaca9\ud558\uac8c \uc801\uc6a9\ud558\uc600\uc74c.\n- \ud2b9\ud788 \ub2e8\uccb4\ud611\uc57d\uc758 \uc801\uc6a9 \ubc94\uc704\uc5d0 \ub300\ud55c \ud310\ub2e8\uc5d0\uc11c, \ub178\ub3d9\uc870\ud569\uc758 \uc870\ud569\uc6d0 \uc790\uaca9 \uc81c\ud55c\uc774 \uc788\ub294 \uacbd\uc6b0 \ud574\ub2f9 \ub2e8\uccb4\ud611\uc57d\uc774 \ube44\uc870\ud569\uc6d0 \uadfc\ub85c\uc790\uc5d0\uac8c \ub2f9\uc5f0\ud788 \uc801\uc6a9\ub418\uc9c0 \uc54a\uc74c\uc744 \uba85\ud655\ud788 \ud558\uc5ec, \ub2e8\uccb4\ud611\uc57d\uc774 \uac31\uc2e0\uac70\uc808\uc758 \ud569\ub9ac\uc801 \uc774\uc720\uac00 \ub420 \uc218 \uc5c6\uc74c\uc744 \ud310\uc2dc\ud55c \uc810\uc740 \uc8fc\ubaa9\ud560 \ub9cc\ud568.\n- \uc774\ub294 \uae30\uac04\uc81c \uadfc\ub85c\uc790\uc758 \uace0\uc6a9 \uc548\uc815\uc131\uc744 \uac15\ud654\ud558\uace0, \uc0ac\uc6a9\uc790\uac00 \uc790\uc758\uc801\uc73c\ub85c \uac31\uc2e0\uc744 \uac70\uc808\ud558\ub294 \uac83\uc744 \ubc29\uc9c0\ud558\ub294 \ub370 \uae30\uc5ec\ud560 \uac83\uc73c\ub85c \ubcf4\uc784."}
- 따라서 해당 단체협약 적용을 전제로 한 회사의 갱신거절 주장은 이유 없음.
- 결론: 회사의 근로자들에 대한 근로계약 갱신거절은 근로자들의 갱신기대권을 합리적인 이유 없이 침해하여 무효임.
관련 판례 및 법령
- 대법원 2017. 10. 12. 선고 2015두44493 판결: 기간제 근로자의 갱신기대권 및 갱신거절의 합리적 이유 판단 기준.
- 대법원 2007. 9. 6. 선고 2006다83246 판결: 계약직직원운용규정이 취업규칙에 해당함.
- 노동조합 및 노동관계조정법 제35조: 하나의 사업 또는 사업장에 상시 사용되는 동종의 근로자 반수 이상이 하나의 단체협약의 적용을 받게 된 때에는 당해 사업 또는 사업장에 사용되는 다른 동종의 근로자에 대하여도 당해 단체협약이 적용됨.
- 대법원 2004. 5. 14. 선고 2002다23185, 23192 판결: 노동조합 및 노동관계조정법 제35조에 따라 단체협약의 적용을 받게 되는 동종의 근로자라 함은 당해 단체협약의 규정에 의하여 그 협약의 적용이 예상되는 자를 가리킴.
미지급 임금 지급 청구
- 법원의 판단:
- 이 사건 갱신거절이 무효이므로, 근로자들의 근로관계는 종전 근로계약이 갱신된