춘천지방법원 강릉지원 | 2023-02-07 | 2022가합30375
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
직장 내 폭언 및 폭력적 행동에 따른 전보 명령의 정당성 여부
결과 요약
- 근로자의 전보 명령 취소 청구를 기각함.
사실관계
- 근로자는 대한적십자사 산하기관 D사업소에서 헌혈버스 운전 업무에 종사하는 근로자임.
- 2021. 9. 1. 근로자는 동료 E과 대화 중 폭언과 욕설을 주고받았고, E을 주먹으로 치려는 듯한 행동을 보였음.
- 이후 근로자는 폭언과 욕설을 하며 사무실 내 집기 등을 밀치고 발로 차는 행동을 하였고, 이 과정에서 다른 직원 F이 밀려난 책상에 부딪혀 팔을 다쳤음.
- 회사는 2021. 9. 23. 징계위원회를 개최하여 근로자에게 품위유지의무 위반 등을 이유로 견책의 징계처분을 내렸고, E에게는 시말서를 징구하였음.
- 회사는 2021. 9. 29. 근로자에게 D사업소에서 분란을 일으킨 근로자와 다른 피해 직원들의 근무장소를 분리할 목적으로 G에 소재한 C사업소로 전보를 명하였음.
핵심 쟁점, 법리 및 법원의 판단
이중징계 여부
- 쟁점: 해당 사안 인사명령이 해당 징계처분과 동일한 사유로 내려진 이중징계에 해당하는지 여부.
- 법리: 인사명령은 징계가 아닌 가해자와 피해자를 분리하기 위한 목적에서 이루어진 인사권의 범위 내에 속하는 것으로 보아야 함.
- 법원의 판단: 해당 사안 인사명령은 징계가 아니라 가해자와 피해자를 분리하기 위한 목적에서 이루어진 인사명령에 해당하므로, 이중징계에 해당하지 않음.
전보 명령의 정당성 여부
- 쟁점: 해당 사안 인사명령이 정당한 인사권의 범위 내에 속하는지 여부.
- 법리:
- 근로자에 대한 전보는 원칙적으로 인사권자인 사용자의 권한에 속하므로 업무상 필요한 범위 내에서는 상당한 재량을 인정하여야 함.
- 전보처분이 정당한 인사권의 범위 내에 속하는지 여부는 전보명령의 업무상의 필요성과 전보에 따른 근로자의 생활상의 불이익과의 비교교량, 근로자 본인과의 협의 등 그 전보명령을 하는 과정에서 신의칙상 요구되는 절차를 거쳤는지의 여부 등에 의하여 결정되어야 함.
- 업무상의 필요에 의한 전보에 따른 생활상의 불이익이 근로자가 통상 감수하여야 할 정도를 현저하게 벗어난 것이 아니라면 이는 정당한 인사권의 범위 내에 속하는 것으로서 권리남용에 해당하지 않음.
- 전보처분을 함에 있어서 근로자 본인과 성실한 협의절차를 거쳤는지의 여부는 정당한 인사권의 행사인지 여부를 판단하는 하나의 요소이나, 그러한 절차를 거치지 아니하였다는 사정만으로 전보처분이 권리남용에 해당하여 당연히 무효가 된다고 볼 수 없음.
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.
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\uadfc\ubb34\uc7a5\uc18c\ub97c E\uacfc \ubd84\ub9ac\ud560 \ud544\uc694\uac00 \uc788\ub2e4\uace0 \ud310\ub2e8\ud55c \uac83\uc740 \ubd80\ub2f9\ud558\ub2e4\uace0 \ub2e8\uc815\ud558\uae30 \uc5b4\ub824\uc6c0.\n- **\uc0dd\ud65c\uc0c1 \ubd88\uc774\uc775**: D\uc0ac\uc5c5\uc18c\uc640 C\uc0ac\uc5c5\uc18c\ub294 \uc57d 150km \ub5a8\uc5b4\uc838 \uc788\uc5b4 \uc6d0\uace0\uc5d0\uac8c \ub2e4\uc18c \uc0dd\ud65c\uc0c1 \ubd88\uc774\uc775\uc774 \ubc1c\uc0dd\ud560 \uc218 \uc788\uc73c\ub098, \ud53c\uace0\uc758 B\uae30\uad00\uc774 \uc6b4\uc601\ud558\ub294 \uc0ac\uc5c5\uc7a5 \uc911 \uc6d0\uace0\uac00 \uc6b4\uc804\uc6d0\uc73c\ub85c\uc11c \uadfc\ubb34\ud560 \uc218 \uc788\ub294 \uacf3\uc740 D\uc0ac\uc5c5\uc18c\uc640 C\uc0ac\uc5c5\uc18c \uc678\uc5d0\ub294 \uc5c6\uace0, C\uc0ac\uc5c5\uc18c\ub85c\uc758 \uc804\ubcf4\ub294 \uc6d0\uace0\uc640 E\uc758 \uadfc\ubb34\uc7a5\uc18c\ub97c \ubd84\ub9ac\ud558\uba74\uc11c\ub3c4 \uc6d0\uace0\uc5d0\uac8c \ubc1c\uc0dd\ud560 \ubd88\uc774\uc775\uc744 \ucd5c\uc18c\ud654\ud560 \uc218 \uc788\ub294 \ubc29\ubc95\uc73c\ub85c \ubcf4\uc784. \uc774\ub7ec\ud55c \ubd88\uc774\uc775\uc740 \uc6d0\uace0\uac00 \uadfc\ub85c\uc790\ub85c\uc11c \ud1b5\uc0c1 \uac10\uc218\ud558\uc5ec\uc57c \ud560 \uc815\ub3c4\ub97c \ud604\uc800\ud558\uac8c \ubc97\uc5b4\ub09c \uac83\uc73c\ub85c \ubcf4\uc774\uc9c0 \uc54a\uc74c.\n- **\ucc44\uc6a9 \uc2dc \uadfc\ubb34\uc9c0\uc5ed \ud2b9\uc815 \uc5ec\ubd80**: \uc6d0\uace0 \ucc44\uc6a9 \ub2f9\uc2dc \ucc44\uc6a9\uacf5\uace0\uc5d0 \uadfc\ubb34\uc7a5\uc18c\uac00 H\uc73c\ub85c \uba85\uc2dc\ub418\uc5b4 \uc788\uc73c\ub098, \uadf8\ub7ec\ud55c \uc0ac\uc815\ub9cc\uc73c\ub85c \uc6d0\uace0\uac00 H\uc2dc \uad8c\uc5ed \ub0b4\uc5d0\uc11c\ub9cc \uadfc\ubb34\ud558\ub3c4\ub85d \uc608\uc815\ub418\uc5b4 \uc788\ub2e4\uace0 \ubcf4\uae30\ub294 \uc5b4\ub824\uc6c0. \ub610\ud55c \uc6d0\uace0\uc5d0\uac8c \uc0c8\ub85c \uc801\uc6a9\ub418\ub294 \ud53c\uace0 \uc778\uc0ac\uaddc\uc815\uc5d0\ub294 \uadfc\ubb34\uc7a5\uc18c\ub97c \ud55c\uc815\ud558\ub294 \ucde8\uc9c0\uc758 \uaddc\uc815\uc774 \uc5c6\uc74c.\n- **\uc774\ub840\uc801\uc778 \uc804\ubcf4 \uc5ec\ubd80**: \ud53c\uace0 \uc18c\uc18d \uc6b4\uc218\uc9c1 \uadfc\ub85c\uc790 \uc911 \uc6d0\uac70\ub9ac \uc804\ubcf4 \uc870\uce58\uac00 \uc774\ub8e8\uc5b4\uc9c4 \uc0ac\ub840\uac00 \ub2e4\uc218 \uc874\uc7ac\ud558\uba70, \uadf8\uc911 \uc77c\ubd80\ub294 \uc9d5\uacc4\ucc98\ubd84\uacfc \ub3d9\uc2dc\uc5d0 \uc6d0\uac70\ub9ac \uc804\ubcf4 \uc870\uce58\uac00 \uc774\ub8e8\uc5b4\uc84c\ub2e4\uac00 \ucd94\ud6c4 \uc885\uc804 \uadfc\ubb34\uc9c0\ub85c \ubcf5\uadc0\ub41c \uc0ac\uc2e4\uc774 \uc778\uc815\ub418\ub294\ubc14, \uc774 \uc0ac\uac74 \uc804\ubcf4 \uba85\ub839\uc774 \uc774\ub840\uc801\uc774\ub77c\uace0 \ubcf4\uc774\uc9c0 \uc54a\uc74c.\n- **\ud611\uc758 \uc808\ucc28**: \ud53c\uace0 \ub0b4\ubd80 \uaddc\uc815\uc740 \uc804\ubcf4 \ubc1c\ub839 \uc2dc \uadfc\ub85c\uc790\uc640 \uc0ac\uc804\uc5d0 \ud611\uc758\ud558\uc5ec\uc57c \ud55c\ub2e4\ub294 \ucde8\uc9c0\uc758 \uaddc\uc815\uc744 \ub450\uace0 \uc788\uc9c0 \uc54a\uc74c. \ud53c\uace0 B\uae30\uad00 \ucd1d\ubb34\ud300\uc7a5\uc774 \uc774 \uc0ac\uac74 \uc9d5\uacc4\ucc98\ubd84 \ubc0f \uc778\uc0ac\uba85\ub839 \uacfc\uc815\uc5d0\uc11c \uc6d0\uace0\uc5d0\uac8c E\uc774 \uc6d0\uace0\uc640\uc758 \uadfc\ubb34\uc7a5\uc18c \ubd84\ub9ac\ub97c \uc6d0\ud558\uace0 \uc788\ub2e4\ub294 \uc0ac\uc2e4\uc744 \uc54c\ub824\uc8fc\uba74\uc11c G \uc9c0\uc5ed\uc5d0\uc11c \uadfc\ubb34\ud560 \uc218 \uc788\ub294\uc9c0 \uc758\uc0ac\ub97c \ud655\uc778\ud558\uc600\uace0, \uc6d0\uace0\ub294 H \uc5f0\uace0 \uc6b4\uc804\uc6d0 4\uba85 \uc911 1\uba85\uc774 \uc21c\ucc28\uc801\uc73c\ub85c G\uc5d0\uc11c \uadfc\ubb34\ud558\ub294 \uac83\uc778\uc9c0 \uc5ec\ubd80\ub97c \uc9c8\ubb38\ud558\uae30\ub3c4 \ud558\uc600\uc74c. \uc774\ub7ec\ud55c \uc0ac\uc815\ub4e4\uc744 \uc885\ud569\ud560 \ub54c, \ud53c\uace0\uac00 \uc774 \uc0ac\uac74 \uc778\uc0ac\uba85\ub839\uc5d0 \uc55e\uc11c \uc2e0\uc758\uce59\uc0c1 \uc694\uad6c\ub418\ub294 \ud611\uc758 \uc808\ucc28\ub97c \uac70\uce58\uc9c0 \uc54a\uc558\ub2e4\uac70\ub098, \uadf8\ub85c \uc778\ud558\uc5ec \uc704 \uc778\uc0ac\uba85\ub839\uc774 \uad8c\ub9ac\ub0a8\uc6a9\uc5d0 \ud574\ub2f9\ud55c\ub2e4\uace0 \ubcf4\uae30 \uc5b4\ub824\uc6c0.\n- **\uacb0\ub860**: \uc774 \uc0ac\uac74 \uc778\uc0ac\uba85\ub839\uc774 \uc815\ub2f9\ud55c \uc778\uc0ac\uc7ac\ub7c9\uad8c\uc758 \ubc94\uc704\ub97c \ubc97\uc5b4\ub09c \uac83\uc73c\ub85c\uc11c \uc704\ubc95\u00b7\ubd80\ub2f9\ud558\ub2e4\uace0 \ubcf4\uae30 \uc5b4\ub824\uc6c0.\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \ub300\ubc95\uc6d0 1995. 10. 13. \uc120\uace0 94\ub2e452928 \ud310\uacb0\n- \ub300\ubc95\uc6d0 1997. 12. 12. \uc120\uace0 97\ub2e436316 \ud310\uacb0\n- \ub300\ubc95\uc6d0 2013. 2. 28. \uc120\uace0 2010\ub2e452041 \ud310\uacb0\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \uc9c1\uc7a5 \ub0b4 \uac08\ub4f1\uc73c\ub85c \uc778\ud55c \uc804\ubcf4 \uba85\ub839\uc758 \uc815\ub2f9\uc131\uc744 \ud310\ub2e8\ud568\uc5d0 \uc788\uc5b4 **\uc5c5\ubb34\uc0c1 \ud544\uc694\uc131, \uadfc\ub85c\uc790\uc758 \uc0dd\ud65c\uc0c1 \ubd88\uc774\uc775, \ud611\uc758 \uc808\ucc28** \ub4f1\uc744 \uc885\ud569\uc801\uc73c\ub85c \uace0\ub824\ud558\ub294 \uae30\uc874 \ub300\ubc95\uc6d0 \ud310\ub840\uc758 \uc785\uc7a5\uc744 \uc7ac\ud655\uc778\ud568.\n- \ud2b9\ud788, \uc9c1\uc7a5 \uc9c8\uc11c \uc720\uc9c0 \ubc0f \uadfc\ub85c\uc790 \uac04\uc758 \uc778\ud654 \ub3c4\ubaa8\ub97c \uc704\ud55c \uc804\ubcf4\uc758 \uc5c5\ubb34\uc0c1 \ud544\uc694\uc131\uc744 \ud3ed\ub113\uac8c \uc778\uc815\ud558\uace0, \uc6d0\uac70\ub9ac \uc804\ubcf4\ub85c \uc778\ud55c \uadfc\ub85c\uc790\uc758 \ubd88\uc774\uc775\uc774 \ud1b5\uc0c1 \uac10\uc218\ud574\uc57c \ud560 \uc815\ub3c4\ub97c \ud604\uc800\ud788 \ubc97\uc5b4\ub098\uc9c0 \uc54a\ub294\ub2e4\uba74 \uc815\ub2f9\ud55c \uc778\uc0ac\uad8c \ud589\uc0ac\ub85c \ubcf8\ub2e4\ub294 \uc810\uc744 \uba85\ud655\ud788 \ud568.\n- \ucc44\uc6a9 \uc2dc \uadfc\ubb34\uc9c0\uc5ed\uc774 \ud2b9\uc815\ub418\uc5b4 \uc788\uc5c8\ub354\ub77c\ub3c4, \uc774\ud6c4 \uc778\uc0ac\uaddc\uc815 \ubcc0\uacbd\uc774\ub098 \uc2e4\uc81c \uc804\ubcf4 \uc0ac\ub840 \ub4f1\uc744 \ud1b5\ud574 \uadfc\ubb34\uc9c0\uc5ed \ud55c\uc815\uc774 \ud574\uc18c\ub420 \uc218 \uc788\uc74c\uc744 \uc2dc\uc0ac\ud568.\n- \ud611\uc758 \uc808\ucc28\uc758 \ubbf8\ube44\uac00 \uace7\ubc14\ub85c \uc804\ubcf4 \uba85\ub839\uc758 \ubb34\ud6a8 \uc0ac\uc720\uac00 \ub418\ub294 \uac83\uc740 \uc544\ub2c8\uba70, \uc804\ubcf4\uc758 \ud544\uc694\uc131 \ubc0f \ubd88\uc774\uc775 \uc815\ub3c4 \ub4f1\uc744 \uc885\ud569\uc801\uc73c\ub85c \uace0\ub824\ud558\uc5ec \ud310\ub2e8\ud574\uc57c \ud55c\ub2e4\ub294 \uc810\uc744 \uac15\uc870\ud568."}
- 사용자가 전보처분을 함에 있어서 요구되는 업무상의 필요란 인원 배치를 변경할 필요성이 있고 그 변경에 어떠한 근로자를 포함시키는 것이 적절할 것인가 하는 인원선택의 합리성을 의미하며, 여기에는 업무능률의 증진, 직장질서의 유지나 회복, 근로자 간의 인화 등의 사정도 포함됨.
- 법원의 판단:
- 업무상 필요성: 근로자의 폭언 및 폭력적 행동은 직장 질서를 어지럽히고 근로자 사이의 인화를 해치는 행위이며, 피해자 E이 근로자와의 분리를 요구하고 다른 직원에게도 피해가 발생한 점 등을 고려할 때, 근로자에게 전보를 명함으로써 근무장소를 E과 분리할 필요가 있다고 판단한 것은 부당하다고 단정하기 어려움.
- 생활상 불이익: D사업소와 C사업소는 약 150km 떨어져 있어 근로자에게 다소 생활상 불이익이 발생할 수 있으나, 회사의 B기관이 운영하는 사업장 중 근로자가 운전원으로서 근무할 수 있는 곳은 D사업소와 C사업소 외에는 없고, C사업소로의 전보는 근로자와 E의 근무장소를 분리하면서도 근로자에게 발생할 불이익을 최소화할 수 있는 방법으로 보임. 이러한 불이익은 근로자가 근로자로서 통상 감수하여야 할 정도를 현저하게 벗어난 것으로 보이지 않음.
- 채용 시 근무지역 특정 여부: 원고 채용 당시 채용공고에 근무장소가 H으로 명시되어 있으나, 그러한 사정만으로 근로자가 H시 권역 내에서만 근무하도록 예정되어 있다고 보기는 어려움