서울행정법원 | 2021-12-17 | 2021구합58943
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
상시근로자 5인 이상 사업장 판단 기준 및 부당해고 구제신청 적용 여부
결과 요약
- 근로자의 청구를 기각하고, 소송비용은 근로자가 부담함.
사실관계
- 근로자는 2014. 3. 5.부터 서울 성북구 D, 3층에서 'E 안암점'을 운영함.
- 참가인은 2020. 4. 21.부터 해당 사안 안암지점에서 직원으로 근무함.
- 근로자는 2020. 6. 17. 참가인에게 구두로 해고를 통보함.
- 근로자는 해당 사안 안암지점과 군자지점, H, F의 대표자임.
- 근로자는 해당 사안 안암지점이 5인 미만 사업장이므로 근로기준법 제27조, 제23조 제1항, 제28조가 적용되지 않는다고 주장함.
- 회사는 해당 사안 안암지점과 군자지점을 동일 사업장으로 보고, F에서 일하는 G을 포함하여 상시근로자를 5.28명으로 인정하여 재심판정을 내림.
핵심 쟁점, 법리 및 법원의 판단
해당 사안 안암지점이 상시 5인 이상의 근로자를 사용하는 사업장인지 여부
- 법리: 근로기준법 제11조 제1항에 따라 상시 5명 이상의 근로자를 사용하는 사업 또는 사업장에 근로기준법이 적용됨. '상시 5명 이상의 근로자를 사용하는 사업 또는 사업장'은 '상시 근무하는 근로자의 수가 5명 이상인 사업 또는 사업장'이 아니라 '사용하는 근로자의 수가 상시 5명 이상인 사업 또는 사업장'을 뜻하며, '상시'는 상태의 의미로서 근로자의 수가 때때로 5인 미만이 되는 경우가 있어도 사회통념에 의하여 객관적으로 판단하여 5인 이상이 되는 경우에 해당함. 여기의 근로자에는 계속 근무하는 근로자뿐만 아니라 필요에 의하여 사용하는 일용근로자를 포함함.
- 법원의 판단:
- 해당 사안 군자지점과 안암지점은 동일한 상호를 사용하고, 홈페이지나 블로그도 함께 운영하며, 근로자가 모두 대표자로 있음.
- G은 F 소속이지만 고용보험상 해당 사안 군자지점 소속으로 가입되어 월급을 지급받았고, 해당 사안 안암지점 소속이었던 참가인과 업무를 함께 하였으며, 해당 사안 안암지점 소속 K와 참가인이 H 업무도 하였던 점 등에 비추어 해당 사안 사업장들은 근로자간 업무 교류가 상당하였음.
- 근로자는 해당 사안 사업장들이 회계상 분리되어 있었다고 주장하나, 이를 뒷받침할 자료를 제출하지 못함.
- 이러한 사정들을 종합하여 볼 때, 해당 사안 사업장들은 동일 사업장으로서 상시 근로자 5명 이상인 사업장임을 인정할 수 있으므로, 근로자와 참가인의 근로관계는 근로기준법의 적용대상이 됨.
관련 판례 및 법령
- 근로기준법 제11조 제1항: 이 법은 상시 5명 이상의 근로자를 사용하는 모든 사업 또는 사업장에 적용한다.
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
1. 원고의 청구를 기각한다. 2. 소송비용은 보조참가로 인한 부분을 포함하여 원고가 부담한다.
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\uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- **\uadfc\ub85c\uae30\uc900\ubc95 \uc81c27\uc870 \uc81c1\ud56d**: \uc0ac\uc6a9\uc790\ub294 \uadfc\ub85c\uc790\ub97c \ud574\uace0\ud558\ub824\uba74 \ud574\uace0\uc0ac\uc720\uc640 \ud574\uace0\uc2dc\uae30\ub97c \uc11c\uba74\uc73c\ub85c \ud1b5\uc9c0\ud558\uc5ec\uc57c \ud55c\ub2e4.\n## \uac80\ud1a0\n- \uc774 \ud310\uacb0\uc740 \uc5ec\ub7ec \uc0ac\uc5c5\uc7a5\uc774 \uc678\ud615\uc0c1 \ubd84\ub9ac\ub418\uc5b4 \uc788\ub354\ub77c\ub3c4 \uc2e4\uc9c8\uc801\uc778 \uc6b4\uc601 \uc8fc\uccb4, \uc5c5\ubb34 \uc5f0\uad00\uc131, \uc778\ub825 \uad50\ub958 \ub4f1\uc744 \uc885\ud569\uc801\uc73c\ub85c \uace0\ub824\ud558\uc5ec \ud558\ub098\uc758 \uc0ac\uc5c5\uc7a5\uc73c\ub85c \ud310\ub2e8\ud560 \uc218 \uc788\uc74c\uc744 \ubcf4\uc5ec\uc90c.\n- \ud2b9\ud788, \uc0c1\uc2dc\uadfc\ub85c\uc790 \uc218 \uc0b0\uc815 \uc2dc \ub2e8\uc21c\ud788 \uace0\uc6a9\ubcf4\ud5d8 \uac00\uc785 \ud604\ud669\uc774\ub098 \uadfc\ub85c\uacc4\uc57d\uc11c\uc0c1\uc758 \uc18c\uc18d\ub9cc\uc744 \ubcfc \uac83\uc774 \uc544\ub2c8\ub77c, \uc2e4\uc81c \uc5c5\ubb34 \uc218\ud589 \ub0b4\uc6a9\uacfc \uc0ac\uc5c5\uc7a5 \uac04\uc758 \uc720\uae30\uc801\uc778 \uad00\uacc4\ub97c \uc911\uc694\ud558\uac8c \ud310\ub2e8\ud55c \uc810\uc774 \uc8fc\ubaa9\ub428.\n- \uadfc\ub85c\uae30\uc900\ubc95\uc758 \uc801\uc6a9 \uc5ec\ubd80\ub97c \ud310\ub2e8\ud558\ub294 \ub370 \uc788\uc5b4 \uc0ac\uc5c5\uc7a5\uc758 \uc2e4\uc9c8\uc801\uc778 \uc6b4\uc601 \ud615\ud0dc\uac00 \uc911\uc694\ud558\uba70, \ud615\uc2dd\uc801\uc778 \ubd84\ub9ac\ub9cc\uc73c\ub85c\ub294 \ubc95 \uc801\uc6a9\uc744 \ud68c\ud53c\ud558\uae30 \uc5b4\ub835\ub2e4\ub294 \uc810\uc744 \uba85\ud655\ud788 \ud568."}
- 근로기준법 시행령 제7조의2 제1항: '상시 사용하는 근로자 수'는 해당 사업 또는 사업장에서 법 적용 사유 발생일 전 1개월 동안 사용한 근로자의 연인원을 같은 기간 중의 가동 일수로 나누어 산정한다.
- 대법원 2008. 3. 27. 선고 2008도364 판결: '상시 5명 이상의 근로자를 사용하는 사업 또는 사업장'은 '상시 근무하는 근로자의 수가 5명 이상인 사업 또는 사업장'이 아니라 '사용하는 근로자의 수가 상시 5명 이상인 사업 또는 사업장'을 뜻하며, '상시'는 상태의 의미로서 근로자의 수가 때때로 5인 미만이 되는 경우가 있어도 사회통념에 의하여 객관적으로 판단하여 5인 이상이 되는 경우에 해당한다 할 것이며, 여기의 근로자에는 당해 사업장에 계속 근무하는 근로자뿐만 아니라 그때그때의 필요에 의하여 사용하는 일용근로자를 포함한다고 해석하여야 할 것이다.
서면통지 의무위반 여부
- 법리: 근로기준법 제27조 제1항에 의하면, 사용자는 근로자를 해고하려면 해고사유와 해고시기를 서면으로 통지하여야 함.
- 법원의 판단: 근로자가 2020. 6. 17. 참가인에게 구두로 해고를 통보하였을 뿐 서면으로 통지하지 않았으므로, 해당 해고는 근로기준법 제27조 제1항을 위반한 하자가 있음.
관련 판례 및 법령
- 근로기준법 제27조 제1항: 사용자는 근로자를 해고하려면