서울중앙지방법원 | 2022-05-12 | 2020가합591069
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
수습기간 중 해고의 절차적, 실체적 정당성 여부
결과 요약
회사의 근로자에 대한 해고처분은 무효임을 확인하고, 회사는 근로자에게 해고일 다음 날부터 복직일까지 월 10,833,333원의 비율로 계산한 돈을 지급함.
사실관계
근로자는 2020. 3. 25. 피고와 고용계약을 체결하고 2020. 4. 27.부터 한국/일본 지역 부동산 매니저로 근무함.
회사는 2020. 6. 4. 근로자에게 경고장을 보냈고, 2020. 7. 24. 근로자에게 해고를 통지함.
회사는 해고통지서에 '취업규칙 제2장 제4조에 따라 수습평가 결과에 따른 본채용 거절'이라고 기재함.
회사는 근로자의 업무역량 부족, 부적절한 업무태도 등을 해고의 실체적 사유로 주장함.
핵심 쟁점, 법리 및 법원의 판단
해고처분의 절차적 적법성 여부
법리: 근로기준법 제27조는 해고사유와 해고시기를 서면으로 통지하여야 효력이 있다고 규정하며, 이는 근로자가 해고사유를 구체적으로 알 수 있도록 해야 함. 징계해고의 경우 해고의 실질적 사유가 되는 구체적 사실 또는 비위내용을 기재해야 하며, 시용근로관계에서 본 근로계약 체결을 거부하는 경우에도 구체적·실질적인 거부사유를 서면으로 통지해야 함.
법원의 판단:
회사가 해고통지서에 기재한 '수습평가 결과에 따른 본채용 거절'은 극히 추상적이고 사실상 동어반복적인 문언에 불과함.
위 문언만으로는 근로자의 수습평가 결과, 업무수행능력 부족 정도, 업무태도 불량 등을 전혀 알 수 없음.
회사가 소송대리인을 통해 제시한 구체적인 해고사유는 해고통지 당시 근로자가 알 수 있었던 내용이 아님.
결론적으로 해당 해고처분은 근로기준법 제27조 제1항에서 정한 해고사유 서면통지의무를 위반한 절차상 하자가 있음.
관련 판례 및 법령
근로기준법 제27조
대법원 2011. 10. 27. 선고 2011다42324 판결
대법원 2015. 11. 27. 선고 2015두48136판결
해고처분의 실체적 정당성 여부
법리: 시용기간 만료 시 본근로계약 체결 거부는 일반적인 해고보다 넓게 인정될 수 있으나, 객관적으로 합리적인 이유가 존재하여 사회통념상 상당성이 있어야 함.
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
1. 피고가 2020. 7. 24. 원고에게 한 해고처분은 무효임을 확인한다. 2. 피고는 원고에게 2020. 7. 27.부터 원고를 복직시키는 날까지 월 10,833,333원의 비율로 계산한 돈을 지급하라. 3. 소송비용은 피고가 부담한다. 4. 제2항은 가집행할 수 있다.
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\ub2e8\uc815\ud560 \uc218 \uc5c6\uc73c\uba70, \ud574\uace0\ud560 \ub9cc\ud55c \uc815\ub2f9\ud55c \uc0ac\uc720\uac00 \ub420 \uc218 \uc5c6\uc74c.\n- **\uadf8 \ubc16\uc758 \uc0ac\uc815 \uad00\ub828**:\n- \ub2e4\ub978 \uc9c1\uc6d0\ub4e4\uc758 \uc6b0\ub824 \uc81c\uae30 \uc99d\uac70\ub4e4\uc740 \uac1d\uad00\uc801 \ud3c9\uac00\ub85c \ubcf4\uae30 \uc5b4\ub835\uace0, \ubcf8\uacc4\uc57d \ucc44\uc6a9\uc744 \uac70\uc808\ud560 \uc815\ub3c4\ub85c \ubd88\ub7c9\ud588\ub2e4\uace0 \ub2e8\uc815\ud558\uae30 \ubd80\uc871\ud568.\n- PIP(Performance Improvement Plan)\uac00 \uc2e4\uc2dc\ub418\uc5c8\uc73c\ub098, \uc6d0\uace0\uc758 \uad6c\uccb4\uc801\uc778 \ubb38\uc81c\uc810\uacfc \uac1c\uc120 \ubc29\uc548\uc774 \ud2b9\uc815\ub418\uc5b4 \uc788\uc9c0 \uc54a\uc544 \uc2e4\ud6a8\uc131 \uc788\uac8c \uc2e4\uc2dc\ub418\uc5c8\ub2e4\uace0 \ubcf4\uae30 \uc5b4\ub824\uc6c0.\n- **\uacb0\ub860\uc801\uc73c\ub85c \ud53c\uace0\uac00 \ub4e4\uace0 \uc788\ub294 \uc2e4\uccb4\uc801 \uc0ac\uc720\ub4e4\ub9cc\uc73c\ub85c\ub294 \ubcf8\ucc44\uc6a9\uc744 \uac70\uc808\ud560 \uac1d\uad00\uc801\uc73c\ub85c \ud569\ub9ac\uc801\uc774\uba70 \uc0ac\ud68c\ud1b5\ub150\uc0c1 \uc0c1\ub2f9\uc131 \uc788\ub294 \uc0ac\uc720\uac00 \uc788\uc5c8\ub2e4\uace0 \uc778\uc815\ud558\uae30 \ubd80\uc871\ud568.**\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \ub300\ubc95\uc6d0 2006. 2. 24. \uc120\uace0 2002\ub2e462432 \ud310\uacb0\n### \uc784\uae08 \uccad\uad6c\uc5d0 \uad00\ud55c \ud310\ub2e8\n- **\ubc95\uc6d0\uc758 \ud310\ub2e8**: \uc774 \uc0ac\uac74 \uadfc\ub85c\uacc4\uc57d\uc5d0 \ub530\ub77c \uc6d0\uace0\uc758 \uc6d4\uae09\uc740 10,833,333\uc6d0\uc774\ubbc0\ub85c, \ud53c\uace0\ub294 \ud574\uace0\uc77c \ub2e4\uc74c \ub0a0\ubd80\ud130 \uc6d0\uace0\ub97c \ubcf5\uc9c1\uc2dc\ud0a4\ub294 \ub0a0\uae4c\uc9c0 \ub9e4\uc6d4 10,833,333\uc6d0\uc758 \ube44\uc728\ub85c \uacc4\uc0b0\ud55c \uc784\uae08\uc744 \uc9c0\uae09\ud560 \uc758\ubb34\uac00 \uc788\uc74c.\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \uc218\uc2b5\uae30\uac04 \uc911 \ud574\uace0\uc758 \uacbd\uc6b0\uc5d0\ub3c4 \uadfc\ub85c\uae30\uc900\ubc95 \uc81c27\uc870\uc5d0 \ub530\ub978 \ud574\uace0\uc0ac\uc720 \uc11c\uba74\ud1b5\uc9c0 \uc758\ubb34\ub97c \uc5c4\uaca9\ud558\uac8c \uc801\uc6a9\ud558\uace0 \uc788\uc74c\uc744 \ubcf4\uc5ec\uc90c. \ud2b9\ud788, \ud574\uace0\uc0ac\uc720\ub294 \uadfc\ub85c\uc790\uac00 \uad6c\uccb4\uc801\uc73c\ub85c \ud30c\uc545\ud558\uace0 \ub300\uc751\ud560 \uc218 \uc788\ub3c4\ub85d \uba85\ud655\ud558\uac8c \uae30\uc7ac\ub418\uc5b4\uc57c \ud568\uc744 \uac15\uc870\ud568.\n- \ub610\ud55c, \uc2dc\uc6a9\uae30\uac04 \ub9cc\ub8cc \uc2dc \ubcf8\ucc44\uc6a9 \uac70\ubd80\uc758 \uc2e4\uccb4\uc801 \uc815\ub2f9\uc131 \ud310\ub2e8\uc5d0 \uc788\uc5b4\uc11c\ub3c4 \uc0ac\uc6a9\uc790\uc758 \uc8fc\uc7a5\uc744 \uac1c\ubcc4\uc801\uc73c\ub85c \uba74\ubc00\ud788 \uac80\ud1a0\ud558\uc5ec \uc0ac\ud68c\ud1b5\ub150\uc0c1 \uc0c1\ub2f9\uc131\uc744 \uac16\ucd98 \ud569\ub9ac\uc801\uc778 \uc0ac\uc720\uac00 \uc788\uc5c8\ub294\uc9c0 \uc5ec\ubd80\ub97c \uc5c4\uaca9\ud558\uac8c \ud310\ub2e8\ud558\uace0 \uc788\uc74c.\n- \uc0ac\uc6a9\uc790\uac00 PIP\ub97c \uc2e4\uc2dc\ud588\ub354\ub77c\ub3c4 \uadf8 \ub0b4\uc6a9\uc774 \uad6c\uccb4\uc801\uc774\uc9c0 \uc54a\uace0 \uc2e4\ud6a8\uc131\uc774 \uc5c6\uc5c8\ub2e4\uba74 \ud574\uace0\uc758 \uc815\ub2f9\ud55c \uc0ac\uc720\ub85c \uc778\uc815\ubc1b\uae30 \uc5b4\ub835\ub2e4\ub294 \uc810\uc744 \uc2dc\uc0ac\ud568."}
법원의 판단:
서울 송파구 D서비스센터 전대차계약 관련: 근로자가 중개인 E에게 공격적인 태도를 보였고, 상사 C에게도 공격적인 태도를 보였다는 주장에 대해, 근로자의 요구는 거래통념상 비합리적이지 않으며, C의 업무 배제 및 이후의 상황 변화에 대한 근로자의 항의는 업무능력 부족이나 부적절한 업무태도로 단정하기 부족함. 본사 직원의 질문에 대한 답변도 오해에서 비롯된 촌극 수준으로 업무능력 부족으로 인정하기 부족함.
일본 F 서비스센터 신설 프로젝트 관련: 근로자가 중개인과 논의한 내용을 C에게 뒤늦게 보고했다는 주장에 대해, 제출된 증거만으로는 근로자의 업무능력이 부족하거나 업무태도가 부적절했다고 인정하기 부족함.
일본의 임대인에게 기만적인 태도를 보였다는 점 관련: 근로자가 회사 내부 이메일에서 "임대인 N가 더 정확한 정보를 요구하면 이해하지 못한 척 하겠다. 하하하, 그게 내 전략이다."라고 한 사실은 인정되나, 이를 들어 실제 기만적인 태도를 보였다고 인정하기 부족함.
업무와 무관한 타 부서 직원에게 이메일을 무단 전송했다는 점 관련:
근로자가 C에게 항의성 이메일을 보내면서 채용팀 직원 O을 참조인으로 지정한 사실은 인정되나, O이 이전부터 관련 업무 공유를 요청했던 점을 고려하면 O을 업무와 무관한 직원이라고 단정하기 어려움.
근로자가 해고처분 직전 자신의 인사에 관한 내용을 인사팀 매니저에게 보낸 행위도 '업무와 무관한 타 부서 직원에게 이메일을 무단 전송'한 행위로 단정할 수 없으며, 해고할 만한 정당한 사유가 될 수 없음.
그 밖의 사정 관련:
다른 직원들의 우려 제기 증거들은 객관적 평