서울중앙지방법원 | 2012-08-16 | 2012가합13540
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
계약직 연구전문위원의 고용계약 갱신 거절의 정당성 여부
결과 요약
- 근로자의 해고무효확인 및 임금 청구를 모두 기각함.
사실관계
- 회사는 정부출연연구기관을 지원, 육성 및 관리하는 법인임.
- 근로자는 회사의 C 분야 계약직 연구전문위원 모집 공고에 지원하여 채용됨.
- 근로자는 피고와 계약기간을 F부터 D까지로 하는 고용계약을 체결하였고, 이후 매년 계약기간을 갱신하여 약 4년간 근무함.
- 회사는 2011. 12. 22. 인사위원회에서 근로자에 대한 재계약 여부를 심의한 후 계약기간을 M부터 N까지 2개월로 한다는 재계약 심의결과를 통보함.
- 근로자는 이를 거절하고 2012. 2. 13.까지 근무함.
- 회사는 2012. 1. 20. 근로자에게 재계약 체결 거절로 인해 고용계약이 L에 만료되어 종료되었다는 통지를 함(이 사건 갱신거절).
핵심 쟁점, 법리 및 법원의 판단
이 사건 고용계약의 기간의 정함이 형식에 불과한 것인지 여부
- 법리: 근로계약기간을 정한 경우, 특별한 사정이 없는 한 기간 만료로 근로관계는 종료됨. 다만, 단기의 근로계약이 장기간 반복 갱신되어 기간의 정함이 형식에 불과하다고 인정되는 경우, 사용자가 정당한 사유 없이 갱신계약 체결을 거절하는 것은 해고와 마찬가지로 무효임. 계약서 내용, 동기 및 경위, 기간을 정한 목적, 당사자의 진정한 의사, 관행, 근로자보호법규 등을 종합적으로 고려하여 판단함.
- 법원의 판단:
- 근로자가 약 4년간 매년 고용계약을 갱신하며 근무했고, 고용계약서 및 연봉계약서를 연중에 작성하여 연초부터 소급 적용한 점은 인정됨.
- 그러나 회사는 근로자를 1년 단위 계약직 직원으로 채용했고, 갱신 시마다 계약기간을 명시적으로 기재함.
- 모집 공고에 "합격자는 D까지 계약직으로 임용하며, 평가결과에 따라 재임용여부를 결정합니다"라고 명시되어 있음.
- 회사는 2009년부터 2011년까지 매년 인사위원회를 개최하여 계약직 근로자들의 재임용 여부를 결정함.
- 이 사건 고용계약서에는 연구회의 사업축소 등 불가피한 사유 시 고용계약을 종료할 수 있다는 약정이 있음.
- 결론: 이 사건 고용계약에서 기간을 정한 것이 단지 형식에 불과하여 사실상 기간의 정함이 없는 고용계약이라고 볼 수 없음.
관련 판례 및 법령
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
1. 원고의 청구를 모두 기각한다. 2. 소송비용은 원고가 부담한다.
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\ubcc0\uacbd\ud558\uc5ec \ud1f4\uc9c1\uc744 \uba85\ud558\uc5ec\ub3c4 \uc774\uc758\ub97c \uc81c\uae30\ud560 \uc218 \uc5c6\ub2e4'\uace0 \uae30\uc7ac\ub418\uc5b4 \uc788\uace0, '\uc0ac\uc5c5\uc885\ub8cc \uc2dc \uacc4\uc57d\uae30\uac04 \uc885\ub8cc'\ub77c\uace0 \uba85\uc2dc\ub418\uc5b4 \uc788\uc5b4 \uc6d0\uace0\ub3c4 \uace0\uc6a9\uacc4\uc57d \uac31\uc2e0\uc774 \uac70\uc808\ub420 \uc218 \uc788\uc74c\uc744 \uc608\uc0c1\ud560 \uc218 \uc788\uc5c8\uc74c.\n- \ud53c\uace0 \ucde8\uc5c5\uaddc\uce59 \uc81c7\uc870\ub294 \uc784\uc2dc\uc9c1\uc6d0 \ucc44\uc6a9\uc744 \uc774\uc0ac\uc7a5\uc774 \uc5c5\ubb34\uc218\ud589\uc744 \uc704\ud574 \ud544\uc694\ud558\ub2e4\uace0 \uc778\uc815\ud558\ub294 \uacbd\uc6b0 \uc608\uc0b0 \ubc94\uc704 \ub0b4\uc5d0\uc11c \ud558\ub3c4\ub85d \uaddc\uc815\ud558\uace0 \uc788\uc5b4, \uacc4\uc57d \uac31\uc2e0 \uc5ec\ubd80\ub3c4 \uc5c5\ubb34\uc218\ud589 \ud544\uc694\uc131\uc774\ub098 \uc608\uc0b0 \ubc94\uc704\uc5d0 \ub530\ub77c \uacb0\uc815\ub420 \uc218 \uc788\uc74c.\n- '\uc5c5\ubb34\uc218\ud589\uc744 \uc704\ud55c \ud544\uc694\uc131' \ud310\ub2e8\uc740 \ud53c\uace0 \uc774\uc0ac\uc7a5\uc758 \uc7ac\ub7c9\uc5d0 \ub9e1\uaca8\uc838 \uc788\uc73c\uba70, \ud53c\uace0\ub294 \uc7ac\ub7c9\uad8c \ub0a8\uc6a9 \ubc29\uc9c0\ub97c \uc704\ud574 \ub9e4\ub144 \uc778\uc0ac\uc704\uc6d0\ud68c\ub97c \uac1c\ucd5c\ud558\uc5ec \uc7ac\uacc4\uc57d \uc5ec\ubd80\ub97c \uc2ec\uc0ac\ud568.\n- \ud53c\uace0\ub294 2010\ub144 \uad6d\uc815\uac10\uc0ac\uc5d0\uc11c \ub0b4\ubd80\uc5f0\uad6c\uc218\ud589\ubcf4\ub2e4 \uc5f0\uad6c\uc9c0\uc6d0\uc5c5\ubb34\ub97c \uc8fc\ub85c \uc218\ud589\ud574\uc57c \ud55c\ub2e4\ub294 \uc9c0\uc801\uc744 \ubc1b\uc740 \ud6c4, 2012\ub144\ubd80\ud130 \uc678\ubd80\uc6a9\uc5ed\ube44 \ube44\uc728\uc744 \ub300\ud3ed \uc99d\uac00\uc2dc\ud0a4\uace0 \ub0b4\ubd80\uc5f0\uad6c\uc218\ud589 \ubc0f \uc815\uae30\uac04\ud589\ubb3c \ubc1c\uac04\uc0ac\uc5c5\uc744 \ud3d0\uc9c0\ud558\ub294 \ubc29\ud5a5\uc73c\ub85c \uc0ac\uc5c5\uacc4\ud68d\uc744 \uc218\ub9bd\ud568.\n- \ud53c\uace0\ub294 \uc704 \uc0ac\uc5c5\uacc4\ud68d\uc5d0 \ub530\ub77c \ub0b4\ubd80\uc5f0\uad6c\uc218\ud589 \uc0ac\uc5c5 \ub4f1\uc744 \ud3d0\uc9c0\ud558\ub294 \uacfc\uc815\uc5d0\uc11c \ub0b4\ubd80\uc5f0\uad6c\uc218\ud589\uc744 \uc8fc\ub85c \ub2f4\ub2f9\ud558\ub358 \uc6d0\uace0\uc640\uc758 \uacc4\uc57d\uac31\uc2e0\uc744 \uac70\uc808\ud55c \uac83\uc73c\ub85c \ubcf4\uc784.\n- \uc704 \uc0ac\uc5c5\uacc4\ud68d\uc740 \ud53c\uace0\uc758 \uc124\ub9bd \ubaa9\uc801, \uc608\uc0b0 \ubc30\uc815, \uc218\ub9bd \uacbd\uc704 \ub4f1\uc5d0 \ube44\ucd94\uc5b4 \uc774\uc0ac\uc7a5\uc758 \ub3c5\ub2e8\uc774\ub098 \uc804\ud6a1, \ud615\ud3c9\uc131 \uc0c1\uc2e4\ub85c \ubcf4\uae30 \uc5b4\ub824\uc6c0.\n- **\uacb0\ub860**: \ud53c\uace0\uc758 \uc6d0\uace0\uc5d0 \ub300\ud55c \uc774 \uc0ac\uac74 \uac31\uc2e0\uac70\uc808\uc740 \ub0b4\ubd80\uc5f0\uad6c\uc218\ud589\ubcf4\ub2e4 \uc5f0\uad6c\uc9c0\uc6d0\uc5c5\ubb34\ub97c \uc8fc\ub85c \uc218\ud589\ud558\uae30 \uc704\ud55c \ud53c\uace0\uc758 \uc815\ucc45 \ubc29\ud5a5 \ubcc0\ud654, \uc774\uc0ac\uc7a5\uc758 \uacbd\uc601\uc774\ub150 \ub4f1\uc5d0 \ub530\ub978 \uac83\uc73c\ub85c \ud569\ub9ac\uc801\uc778 \uc774\uc720\uac00 \uc788\uc74c.\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \ub300\ubc95\uc6d0 2011. 4. 14. \uc120\uace0 2007\ub4501729 \ud310\uacb0\n### \uae08\ubc18\uc5b8 \uc6d0\uce59 \uc704\ubc30 \uc8fc\uc7a5\n- **\ubc95\uc6d0\uc758 \ud310\ub2e8**:\n- \ud53c\uace0\uac00 2\uac1c\uc6d4 \uacc4\uc57d \uac31\uc2e0 \uc2ec\uc758\uacb0\uacfc\ub97c \ud1b5\ubcf4\ud588\uc73c\ub098 \uc6d0\uace0\uac00 \uc774\ub97c \uac70\uc808\ud558\uace0 \uacc4\uc18d \ucd9c\uadfc\ud558\uc790, \ud53c\uace0\ub294 \ub300\uae30\ubc1c\ub839\uc744 \uba85\ud558\uace0 \uacc4\uc57d\uae30\uac04 \ub9cc\ub8cc\ub97c \uc774\uc720\ub85c \uc2e0\ubd84\uc99d \ubc18\ub0a9\uc744 \uc694\uad6c\ud568.\n- **\uacb0\ub860**: \ud53c\uace0\uac00 \uc6d0\uace0\uc5d0\uac8c 2\uac1c\uc6d4 \uc774\uc0c1 \uace0\uc6a9\uacc4\uc57d\uc774 \uc720\uc9c0\ub41c\ub2e4\ub294 \uc2e0\ub8b0\ub97c \ud615\uc131\ud588\ub2e4\uace0 \ubcf4\uae30\uc5d0 \ubd80\uc871\ud558\uba70, \uc6d0\uace0\uc758 \uc8fc\uc7a5\uc740 \uc774\uc720 \uc5c6\uc74c.\n### \uc778\uc0ac\uad8c \ub0a8\uc6a9 \uc8fc\uc7a5\n- **\ubc95\uc6d0\uc758 \ud310\ub2e8**:\n- O, P, Q \ub4f1 \ub2e4\ub978 \uacc4\uc57d\uc9c1 \uc9c1\uc6d0\ub4e4\uc740 1\ub144 \uacc4\uc57d \uac31\uc2e0\ub418\uc5c8\uace0, O, Q\uc740 \uc6d0\uace0\ubcf4\ub2e4 \ub2a6\uac8c \ucc44\uc6a9\ub418\uc5c8\uc74c\uc5d0\ub3c4 1\ub144 \uacc4\uc57d \uac31\uc2e0\ub41c \uc0ac\uc2e4\uc740 \uc778\uc815\ub428.\n- \uadf8\ub7ec\ub098 O \ub4f1\uc740 \uc5f0\uad6c\uc9c0\uc6d0\uc5c5\ubb34\ub97c \uc218\ud589\ud558\uc5ec \ud53c\uace0\uc758 \ubcc0\ud654\ub41c \uc815\ucc45 \ubc29\ud5a5 \ubc0f \uc0ac\uc5c5\uacc4\ud68d\uc5d0 \uc0c1\uc751\ud558\ub294 \uc5c5\ubb34\ub97c \ub2f4\ub2f9\ud588\uace0, \uadfc\ubb34\ud3c9\uc815 \uacb0\uacfc\ub3c4 \uc6d0\uace0\ubcf4\ub2e4 \uc6b0\uc218\ud588\uc74c.\n- **\uacb0\ub860**: O \ub4f1\uacfc \ub2ec\ub9ac \uc6d0\uace0\uc5d0 \ub300\ud574 2\uac1c\uc6d4 \uacc4\uc57d \uac31\uc2e0\uc744 \ud55c \uac83\uc774 \ud615\ud3c9\uc5d0 \ubc18\ud558\uc5ec \uc778\uc0ac\uad8c\uc744 \ub0a8\uc6a9\ud55c \uac83\uc73c\ub85c \ubcfc \uc218 \uc5c6\uc73c\uba70, \uc6d0\uace0\uc758 \uc8fc\uc7a5\uc740 \uc774\uc720 \uc5c6\uc74c.\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \uae30\uac04\uc81c \uadfc\ub85c\uc790\uc758 \uac31\uc2e0 \uae30\ub300\uad8c \uc778\uc815 \uc5ec\ubd80\uc640 \uac31\uc2e0 \uac70\uc808\uc758 \ud569\ub9ac\uc801 \uc774\uc720 \ud310\ub2e8\uc5d0 \ub300\ud55c \uae30\uc900\uc744 \uc81c\uc2dc\ud568.\n- \uac31\uc2e0 \uae30\ub300\uad8c\uc740 \uc778\uc815\ub418\ub354\ub77c\ub3c4, \uc0ac\uc6a9\uc790\uc758 \uacbd\uc601\uc0c1 \ud544\uc694\uc5d0 \uc758\ud55c \uc815\ucc45 \ubcc0\ud654\uc640 \uadf8\uc5d0 \ub530\ub978 \uc870\uc9c1 \uac1c\ud3b8\uc740 \uac31\uc2e0 \uac70\uc808\uc758 \ud569\ub9ac\uc801\uc778 \uc774\uc720\uac00 \ub420 \uc218 \uc788\uc74c\uc744 \uba85\ud655\ud788 \ud568.\n- \ud2b9\ud788, \uc815\ubd80\ucd9c\uc5f0\uc5f0\uad6c\uae30\uad00\uc758 \uacbd\uc6b0 \uad6d\uac00 \uc815\ucc45 \ubc29\ud5a5 \ubc0f \uad6d\uc815\uac10\uc0ac \uc9c0\uc801\uc0ac\ud56d \ub4f1\uc774 \uacbd\uc601 \ud310\ub2e8\uc5d0 \uc911\uc694\ud55c \uc694\uc18c\ub85c \uc791\uc6a9\ud560 \uc218 \uc788\uc74c\uc744 \ubcf4\uc5ec\uc90c.\n- \uadfc\ubb34\ud3c9\uc815 \uacb0\uacfc \ubc0f \ub2f4\ub2f9 \uc5c5\ubb34\uc758 \uc131\uaca9\uc774 \uac31\uc2e0 \uc5ec\ubd80 \uacb0\uc815\uc5d0 \uc788\uc5b4 \uc911\uc694\ud55c \uace0\ub824\uc0ac\ud56d\uc784\uc744 \ud655\uc778\ud568."}
- 대법원 2006. 2. 24. 선고 2005두5673 판결
이 사건 갱신거절이 합리적 이유 없는 갱신거절로서 무효인지 여부
- 법리: 기간을 정한 근로계약은 기간 만료로 종료되는 것이 원칙임. 그러나 근로계약, 취업규칙, 단체협약 등에서 일정한 요건 충족 시 계약이 갱신된다는 규정이 있거나, 그러한 규정이 없더라도 근로관계 제반 사정을 종합하여 근로자에게 근로계약이 갱신될 수 있으리라는 정당한 기대권이 인정되는 경우, 사용자가 이를 위반하여 부당하게 갱신을 거절하는 것은 부당해고와 마찬가지로 무효임.
- 법원의 판단:
- 갱신에 대한 정당한 기대권 인정 여부:
- 근로자는 약 4년간 매년 고용계약을 갱신하며 계속 근무함.
- 회사는 내부 연구기능 확보 및 외부 용역 발주 축소를 위해 원고와 같은 연구전문위원을 채용한 것으로 보임.
- 모집 공고에 '평가결과에 따라 재임용여부를 결정한다'는 내용이 명시되어 있어 근로자는 평가결과가 일정 요건을 충족하면 고용계약이 갱신되리라는 신뢰를 가졌을 것으로 보임.
- 결론: 근로자는 특별한 사정이 없는 한 이 사건 고용계약이 갱신되리라는 정당한 기대권을 가진다고 볼 수 있음.
- 갱신거절에 합리적인 이유가 있는지 여부:
- 이 사건 고용계약서에 '연구회의 사업축소, 조직개편, 근로자의 계약불이행 등 객관적이고 명백한 사유로 고용기간을 변경하여 퇴직을 명하여도 이의를 제기할 수 없다'고 기재되어 있고, '사업종료 시 계약기간 종료'라고 명시되어 있어 원고도 고용계약 갱신이 거절될 수 있음을 예상할 수 있었음.