서울행정법원 | 2022-12-15 | 2022구합64334
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
지방공기업 직원의 부당전보 구제신청 인용 재심판정 취소 청구 기각
결과 요약
- 근로자의 회사에 대한 재심판정 취소 청구를 기각함.
- 소송비용은 근로자가 부담함.
사실관계
- 근로자는 A구청장이 지정하는 공공청사 등을 관리·운영하는 지방공기업임.
- 참가인은 2005. 8. 1. 근로자의 직원으로 입사하여 2019. 11. 1.부터 D팀장으로 재직하며 E 수영장 관리 업무를 수행함.
- 2021. 7. 2.경 참가인이 D팀 직원 F과 음담패설을 주고받는 내용의 SNS 메시지가 A구 구의원들에게 전송되는 사건이 발생함.
- 원고 G팀은 2021. 7. 12. 메시지 전송 사건에 대한 감사에 착수하였고, 근로자는 같은 날 참가인의 D팀장 보직을 해제하고 H팀 근무를 명하는 인사발령(이하 '해당 사안 인사발령')을 내림.
- F은 2021. 7. 15.경 G팀에 본인이 남자친구와 헤어질 생각으로 참가인의 휴대전화기를 빌려 해당 사안 메시지를 조작하여 남자친구에게 전송하였다는 취지의 진술서를 제출함.
- G팀은 2021. 7. 20. 참가인과 F이 품위유지의무를 위반하였음을 이유로 경고조치 의견을 제시하였고, 근로자는 2021. 7. 22. 참가인과 F에게 각 경고 통지를 함.
- 참가인은 해당 사안 인사발령과 경고 통지가 부당하다고 주장하며 2021. 10. 12. 서울지방노동위원회에 구제신청을 하였으나, 서울지방노동위원회는 2021. 12. 8. 해당 사안 인사발령은 정당한 전보처분이고 경고 통지는 구제신청 대상이 아니라고 판단하여 참가인의 구제신청을 전부 기각하는 초심판정을 내림.
- 참가인은 초심판정에 불복하여 2022. 1. 21. 중앙노동위원회에 재심을 신청하였고, 중앙노동위원회는 2022. 3. 22. 해당 사안 인사발령에 관하여 업무상 필요성이 인정되지 않는다고 보아 초심판정을 취소하고 참가인의 구제신청을 인용하는 재심판정(이하 '해당 재심판정')을 내림.
핵심 쟁점, 법리 및 법원의 판단
전보처분의 정당성 판단 기준 및 해당 사안 인사발령의 성격
- 근로자에 대한 전보처분은 원칙적으로 인사권자인 사용자의 권한에 속하나, 근로기준법 위반 또는 권리남용에 해당하는 경우 무효임.
- 전보처분의 정당성은 1) 업무상의 필요성, 2) 전보에 따른 근로자의 생활상 불이익, 3) 신의칙상 절차 준수 여부를 비교·교량하여 결정함.
- 사용자의 인사명령이 잠정적 처분인지 확정적 처분인지는 명칭과 상관없이 처분의 경위, 근로자 지위 변화, 근로 내용, 업무 지속성, 사용자 의사 등 제반 사정을 종합하여 판단함.
- 대기발령 등 잠정적 인사명령은 합리적인 기간 내에 이루어져야 하며, 사회통념상 합리성이 없을 정도로 부당하게 장기간 유지하는 것은 정당한 이유가 없으므로 무효임.
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": "# \uc9c0\ubc29\uacf5\uae30\uc5c5 \uc9c1\uc6d0\uc758 \ubd80\ub2f9\uc804\ubcf4 \uad6c\uc81c\uc2e0\uccad \uc778\uc6a9 \uc7ac\uc2ec\ud310\uc815 \ucde8\uc18c \uccad\uad6c \uae30\uac01\n## \uacb0\uacfc \uc694\uc57d\n- \uc6d0\uace0\uc758 \ud53c\uace0\uc5d0 \ub300\ud55c \uc7ac\uc2ec\ud310\uc815 \ucde8\uc18c \uccad\uad6c\ub97c \uae30\uac01\ud568.\n- \uc18c\uc1a1\ube44\uc6a9\uc740 \uc6d0\uace0\uac00 \ubd80\ub2f4\ud568.\n## \uc0ac\uc2e4\uad00\uacc4\n- \uc6d0\uace0\ub294 A\uad6c\uccad\uc7a5\uc774 \uc9c0\uc815\ud558\ub294 \uacf5\uacf5\uccad\uc0ac \ub4f1\uc744 \uad00\ub9ac\u00b7\uc6b4\uc601\ud558\ub294 \uc9c0\ubc29\uacf5\uae30\uc5c5\uc784.\n- \ucc38\uac00\uc778\uc740 2005. 8. 1. \uc6d0\uace0\uc758 \uc9c1\uc6d0\uc73c\ub85c \uc785\uc0ac\ud558\uc5ec 2019. 11. 1.\ubd80\ud130 D\ud300\uc7a5\uc73c\ub85c \uc7ac\uc9c1\ud558\uba70 E \uc218\uc601\uc7a5 \uad00\ub9ac \uc5c5\ubb34\ub97c \uc218\ud589\ud568.\n- 2021. 7. 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\ud310\ub2e8\ub428.**\n- **\uc704\uc640 \uac19\uc740 \uc0ac\uc815\ub4e4\uc744 \uc885\ud569\ud560 \ub54c, \uc774 \uc0ac\uac74 \uc778\uc0ac\ubc1c\ub839\uc758 \uc5c5\ubb34\uc0c1 \ud544\uc694\uc131\uc774 \uc778\uc815\ub418\uc9c0 \uc54a\uc73c\ubbc0\ub85c, \uc0dd\ud65c\uc0c1 \ubd88\uc774\uc775\uc758 \uc815\ub3c4\ub97c \uc0b4\ud544 \ud544\uc694 \uc5c6\uc774 \ubd80\ub2f9\uc804\ubcf4\uc5d0 \ud574\ub2f9\ud55c\ub2e4\uace0 \ud310\ub2e8\ub428.**\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \uc804\ubcf4\ucc98\ubd84\uc758 \uc815\ub2f9\uc131\uc744 \ud310\ub2e8\ud568\uc5d0 \uc788\uc5b4 \uc5c5\ubb34\uc0c1 \ud544\uc694\uc131\uacfc \uadfc\ub85c\uc790\uc758 \uc0dd\ud65c\uc0c1 \ubd88\uc774\uc775\uc744 \ube44\uad50\u00b7\uad50\ub7c9\ud558\ub294 \ubc95\ub9ac\ub97c \uc7ac\ud655\uc778\ud558\uace0, \ud2b9\ud788 \uc7a0\uc815\uc801 \ucc98\ubd84\uc758 \uacbd\uc6b0 \uadf8 \uc720\uc9c0\uc758 \ud569\ub9ac\uc131 \uc5ec\ubd80\ub97c \uc911\uc694\ud558\uac8c \uace0\ub824\ud568\uc744 \ubcf4\uc5ec\uc90c.\n- \uba54\uc2dc\uc9c0 \uc870\uc791 \uc0ac\uac74\uc758 \uc9c4\uc2e4\uc774 \ubc1d\ud600\uc9c4 \ud6c4\uc5d0\ub3c4 \uc778\uc0ac\ubc1c\ub839\uc744 \uc720\uc9c0\ud55c \uc6d0\uace0\uc758 \uc870\uce58\uac00 \ubd80\ub2f9\ud558\ub2e4\uace0 \ubcf8 \uac83\uc740, \uc778\uc0ac\uad8c \ud589\uc0ac\uc5d0 \uc788\uc5b4 \uc0ac\uc2e4\uad00\uacc4\uc758 \uc815\ud655\ud55c \ud30c\uc545\uacfc \uadf8\uc5d0 \ub530\ub978 \ud569\ub9ac\uc801\uc778 \ud6c4\uc18d \uc870\uce58\uc758 \uc911\uc694\uc131\uc744 \uac15\uc870\ud558\ub294 \uac83\uc73c\ub85c \ud574\uc11d\ub428.\n- \uc0ac\uc6a9\uc790\uac00 \uc8fc\uc7a5\ud558\ub294 \uc5c5\ubb34\uc0c1 \ud544\uc694\uc131\uc774 \uac1d\uad00\uc801\uc778 \uadfc\uac70 \uc5c6\uc774 \ucd94\uce21\uc5d0 \uae30\ubc18\ud558\uac70\ub098, \ub2e4\ub978 \ud569\ub9ac\uc801\uc778 \ub300\uc548\uc774 \uc788\uc74c\uc5d0\ub3c4 \ubd88\uad6c\ud558\uace0 \uadfc\ub85c\uc790\uc5d0\uac8c \ubd88\uc774\uc775\ud55c \ucc98\ubd84\uc744 \uac15\ud589\ud558\ub294 \uacbd\uc6b0, \uc774\ub294 \uc815\ub2f9\ud55c \uc778\uc0ac\uad8c\uc758 \ubc94\uc704\ub97c \ubc97\uc5b4\ub09c \uac83\uc73c\ub85c \ud310\ub2e8\ub420 \uc218 \uc788\uc74c\uc744 \uc2dc\uc0ac\ud568."}
- 해당 사안 인사발령은 보직해제명령과 전보명령으로 구성되어 있으며, 메시지 전송 사건으로 인한 A구 의회의 항의를 무마하기 위한 임시적, 잠정적 처분으로 판단됨.
- F의 진술서 제출로 메시지 조작 사실이 밝혀진 후에는 해당 사안 인사발령을 계속 유지할 이유가 없다고 판단됨.
관련 판례 및 법령
- 대법원 2009. 4. 23. 선고 2007두20157 판결
- 대법원 2013. 5. 9. 선고 2012다64833 판결
해당 사안 인사발령의 업무상 필요성 여부
- 근로자는 참가인이 메시지 전송 사건 발생 위험을 예견할 수 있었음에도 휴대전화기를 빌려준 귀책사유가 있다고 주장하나, F의 진술에 비추어 참가인이 조작을 예상하는 것은 불가능했다고 판단됨.
- 근로자는 참가인이 A구 의회 측에 부적절한 관계로 인식되어 D팀장 직무 수행이 어렵다고 주장하나, 이는 근로자가 A구 의회에 감사 결과를 공개하여 오해를 해소해야 할 문제라고 판단됨.
- 근로자는 메시지 전송 사건 당사자인 참가인과 F의 업무 분리 필요성을 주장하나, 메시지 전송 사건이 F의 귀책사유로 판명된 이상 F의 부서를 변경하는 방법으로도 업무 분리가 가능하며, 이는 형평에도 부합한다고 판단됨.
- 근로자는 참가인의