수원지방법원 | 2024-04-11 | 2023구합64851
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
군 간부의 하급자에 대한 성희롱 발언 인정 및 감봉 2월 징계처분 정당성 판단
결과 요약
- 근로자의 군사안보지원사령부 재직 중 하급자에게 행한 성희롱 발언에 대한 감봉 2월 징계처분이 정당하다고 판단, 근로자의 청구를 기각함.
사실관계
- 근로자는 2019. 11.경부터 2021. 12.경까지 군사안보지원사령부 B군사안보지원부대장(육군대령)으로 근무하였음.
- 회사는 2022. 4. 4. 근로자에게 세 가지 징계사유(성희롱 발언)로 감봉 2월의 징계처분을 내렸음.
- 근로자는 해당 처분에 불복하여 항고를 제기하였으나, 변론종결일까지 결정이 나지 않았음.
핵심 쟁점, 법리 및 법원의 판단
징계사유 존부(성희롱 인정 여부)
- 법리: 성희롱은 업무, 고용 등 관계에서 지위를 이용하거나 업무와 관련하여 성적 언동 등으로 상대방에게 성적 굴욕감이나 혐오감을 느끼게 하는 행위를 의미함. '성적 언동'은 객관적으로 상대방과 같은 처지에 있는 일반적이고도 평균적인 사람으로 하여금 성적 굴욕감이나 혐오감을 느끼게 할 수 있는 행위를 의미하며, 행위자에게 반드시 성적 동기나 의도가 있어야 하는 것은 아님. (대법원 2018. 4. 12. 선고 2017두74702 판결 등 참조)
- 제1징계사유 판단: 근로자가 D에게 "여군들이 회식자리에 같이하면 좋다. 즐겁다. 한 번 줄 수도 있고."라고 말한 사실이 인정됨. 이는 남녀 간의 육체적 관계를 뜻하며, '회식 때 여군이 참석할 경우 성관계를 할 기회가 생길지도 모른다'고 해석될 여지가 농후하여, 객관적으로 성적 굴욕감이나 혐오감을 느끼게 할 수 있는 언동에 해당함. D의 진술은 구체적이고 일관되며 신빙성이 인정됨.
- 제2징계사유 판단: 근로자가 I에게 "생각보다 속 살이 참 뽀얗네요."라고 말한 사실이 인정됨. 이는 여성의 신체적 특징과 관련된 언어적, 시각적 행위로서, 객관적으로 성적 굴욕감이나 혐오감을 느끼게 할 수 있는 행위에 해당함. I의 진술은 다른 증언 및 근로자의 일부 인정 진술로 뒷받침되며 신빙성이 인정됨.
- 제3징계사유 판단: 근로자가 준사관 간담회에서 "흥분데요"라는 말을 한 사실이 인정됨. 이는 성적 흥분을 연상시키는 언동으로 남녀 간의 육체적 관계와 관련된 언어적 행위에 해당하며, 공식적인 군 행사 자리에서 부적절한 언동으로 객관적으로 성적 굴욕감이나 혐오감을 느끼게 할 수 있는 행위에 해당함. 근로자가 계속·반복적으로 성적인 언행을 해왔다는 점도 고려됨.
관련 판례 및 법령
- 대법원 2018. 4. 12. 선고 2017두74702 판결
- 양성평등기본법 제3조 제2호
- 남녀고용평등과 일·가정 양립 지원에 관한 법률 제2조 제2호
- 국가인권위원회법 제2조 제3호 (라)목
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
1. 원고의 청구를 기각한다. 2. 소송비용은 원고가 부담한다.
{"source_kind": "bigcase_html_noauth", "extraction_method": "next_data_noauth", "ai_summary": "# \uad70 \uac04\ubd80\uc758 \ud558\uae09\uc790\uc5d0 \ub300\ud55c \uc131\ud76c\ub871 \ubc1c\uc5b8 \uc778\uc815 \ubc0f \uac10\ubd09 2\uc6d4 \uc9d5\uacc4\ucc98\ubd84 \uc815\ub2f9\uc131 \ud310\ub2e8\n## \uacb0\uacfc \uc694\uc57d\n- \uc6d0\uace0\uc758 \uad70\uc0ac\uc548\ubcf4\uc9c0\uc6d0\uc0ac\ub839\ubd80 \uc7ac\uc9c1 \uc911 \ud558\uae09\uc790\uc5d0\uac8c \ud589\ud55c \uc131\ud76c\ub871 \ubc1c\uc5b8\uc5d0 \ub300\ud55c \uac10\ubd09 2\uc6d4 \uc9d5\uacc4\ucc98\ubd84\uc774 \uc815\ub2f9\ud558\ub2e4\uace0 \ud310\ub2e8, \uc6d0\uace0\uc758 \uccad\uad6c\ub97c \uae30\uac01\ud568.\n## \uc0ac\uc2e4\uad00\uacc4\n- \uc6d0\uace0\ub294 2019. 11.\uacbd\ubd80\ud130 2021. 12.\uacbd\uae4c\uc9c0 \uad70\uc0ac\uc548\ubcf4\uc9c0\uc6d0\uc0ac\ub839\ubd80 B\uad70\uc0ac\uc548\ubcf4\uc9c0\uc6d0\ubd80\ub300\uc7a5(\uc721\uad70\ub300\ub839)\uc73c\ub85c \uadfc\ubb34\ud558\uc600\uc74c.\n- \ud53c\uace0\ub294 2022. 4. 4. \uc6d0\uace0\uc5d0\uac8c \uc138 \uac00\uc9c0 \uc9d5\uacc4\uc0ac\uc720(\uc131\ud76c\ub871 \ubc1c\uc5b8)\ub85c \uac10\ubd09 2\uc6d4\uc758 \uc9d5\uacc4\ucc98\ubd84\uc744 \ub0b4\ub838\uc74c.\n- \uc6d0\uace0\ub294 \uc774 \uc0ac\uac74 \ucc98\ubd84\uc5d0 \ubd88\ubcf5\ud558\uc5ec \ud56d\uace0\ub97c \uc81c\uae30\ud558\uc600\uc73c\ub098, \ubcc0\ub860\uc885\uacb0\uc77c\uae4c\uc9c0 \uacb0\uc815\uc774 \ub098\uc9c0 \uc54a\uc558\uc74c.\n## \ud575\uc2ec \uc7c1\uc810, \ubc95\ub9ac \ubc0f \ubc95\uc6d0\uc758 \ud310\ub2e8\n### \uc9d5\uacc4\uc0ac\uc720 \uc874\ubd80(\uc131\ud76c\ub871 \uc778\uc815 \uc5ec\ubd80)\n- **\ubc95\ub9ac**: \uc131\ud76c\ub871\uc740 \uc5c5\ubb34, \uace0\uc6a9 \ub4f1 \uad00\uacc4\uc5d0\uc11c \uc9c0\uc704\ub97c \uc774\uc6a9\ud558\uac70\ub098 \uc5c5\ubb34\uc640 \uad00\ub828\ud558\uc5ec \uc131\uc801 \uc5b8\ub3d9 \ub4f1\uc73c\ub85c \uc0c1\ub300\ubc29\uc5d0\uac8c \uc131\uc801 \uad74\uc695\uac10\uc774\ub098 \ud610\uc624\uac10\uc744 \ub290\ub07c\uac8c \ud558\ub294 \ud589\uc704\ub97c \uc758\ubbf8\ud568. 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재량권 일탈·남용 여부
- 법리: 공무원 징계처분은 징계권자의 재량에 속하며, 사회통념상 현저하게 타당성을 잃어 재량권을 남용한 경우에만 위법함. 징계양정기준이 합리성이 없는 등의 특별한 사정이 없는 한 징계처분이 사회통념상 현저하게 타당성을 잃었다고 할 수 없음. (대법원 2008. 6. 26. 선고 2008두6387 판결, 대법원 2011. 11. 10. 선고 2011두13767 판결, 대법원 2017. 11. 9. 선고 2017두47472 판결 등 참조)
- 판단: 제1, 2, 3 징계사유 모두 성희롱에 해당하며, 군인 징계령 시행규칙 [별표 1의3]은 성희롱에 대해 '정직'을 기본으로 하되 감경 시 '감봉' 징계를 정하고 있음. 해당 처분인 감봉 2월은 징계양정기준에 비추어 과중하다고 보기 어려움. 하급자를 상대로 한 성희롱 발언은 비위의 정도가 가볍지 않으며, 군인의 위신과 명예를 손상시킨 행위에 대한 엄중한 제재가 필요함. 따라서 해당 처분은 재량권을 일탈·남용한 것으로 볼 수 없음.
관련 판례 및 법령
- 대법원 2008. 6. 26. 선고 2008두6387 판결
- 대법원 2011. 11. 10. 선고 2011두13767 판결
- 대법원 2017. 11. 9. 선고 2017두47472