부산지방법원 | 2024-06-20 | 2023노3296
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
근로자의 소액 횡령을 이유로 한 해고예고수당 미지급의 위법성 판단
결과 요약
- 근로자가 소액의 음료를 무단으로 취득한 행위는 해고예고의 예외 사유에 해당하지 않으므로, 해고예고수당을 지급하지 않은 피고인의 행위는 근로기준법 위반으로 유죄임.
사실관계
- 피고인은 커피판매점을 운영하는 사업주임.
- 근로자 E은 피고인의 허락 없이 음료를 만들어 마시거나 외부로 반출하여 횡령죄로 기소되었음.
- 피고인은 E의 행위가 근로기준법상 해고예고의 예외 사유에 해당한다고 주장하며 해고예고수당을 지급하지 않고 E을 해고하였음.
- 원심은 피고인의 주장을 배척하고 해당 사안 공소사실을 유죄로 인정하였음.
핵심 쟁점, 법리 및 법원의 판단
해고예고의 예외 사유 해당 여부
- 근로기준법 제26조 제3호 및 동법 시행규칙 제4조 [별표 1]은 해고예고의 예외가 되는 근로자의 귀책사유를 규정하고 있음.
- 특히 [별표 1] 제9호는 '그 밖에 사회통념상 고의로 사업에 대해 막대한 지장을 가져오거나 재산상 손해를 끼쳤다고 인정되는 경우'를 규정하여, 1호 내지 8호에 규정되지 않은 사정이라도 해고예고의 예외를 인정할 수 있음을 명시함.
- 그러나 근로자가 [별표 1]의 1호 내지 8호에 위반되는 행위를 하였더라도, 그 행위의 정도와 무관하게 즉시 해고할 수 있는 것은 아님.
- 근로자 E은 3,000원 상당의 음료 7잔, 합계 21,000원 상당을 횡령한 혐의로 기소되어 선고유예 판결을 받았음.
- E은 피고인이 매장에서 음료를 마셔도 된다고 진술하였고, 다른 점원도 피고인이 음료 및 디저트를 먹으라고 한 사실이 있다고 진술하였음.
- 피고인 역시 경찰 조사 시 "음료를 먹으라고 한 사실은 있으나 마음대로 먹으라고 한 사실은 없다"고 진술하며 E에게 음료를 먹으라고 한 사실 자체는 인정하였음.
- E이 마신 시가 20,000원 상당의 커피 등 음료에 대해서는 무죄 판결이 선고되었음.
- E이 마시거나 가져간 음료의 가격은 몇 만 원에 불과하나, 피고인이 지급을 거부한 해고예고수당은 1,568,985원에 이름.
- 법원은 E의 행위가 피고인의 사업에 막대한 지장을 초래하거나 재산상 손해를 끼친 경우로 보이지 않는다고 판단하였음.
- 따라서 피고인이 E을 해고예고 기간 없이 해고하면서 해고예고수당을 주지 않은 행위는 근로기준법 제110조 제1호, 제26조를 위반한 것으로 인정함.
관련 판례 및 법령
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
피고인의 항소를 기각한다.
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\uba39\uc73c\ub77c\uace0 \ud55c \uc0ac\uc2e4 \uc790\uccb4\ub294 \uc778\uc815\ud558\uc600\uc74c.\n- E\uc774 \ub9c8\uc2e0 \uc2dc\uac00 20,000\uc6d0 \uc0c1\ub2f9\uc758 \ucee4\ud53c \ub4f1 \uc74c\ub8cc\uc5d0 \ub300\ud574\uc11c\ub294 \ubb34\uc8c4 \ud310\uacb0\uc774 \uc120\uace0\ub418\uc5c8\uc74c.\n- E\uc774 \ub9c8\uc2dc\uac70\ub098 \uac00\uc838\uac04 \uc74c\ub8cc\uc758 \uac00\uaca9\uc740 \uba87 \ub9cc \uc6d0\uc5d0 \ubd88\uacfc\ud558\ub098, \ud53c\uace0\uc778\uc774 \uc9c0\uae09\uc744 \uac70\ubd80\ud55c \ud574\uace0\uc608\uace0\uc218\ub2f9\uc740 1,568,985\uc6d0\uc5d0 \uc774\ub984.\n- **\ubc95\uc6d0\uc740 E\uc758 \ud589\uc704\uac00 \ud53c\uace0\uc778\uc758 \uc0ac\uc5c5\uc5d0 \ub9c9\ub300\ud55c \uc9c0\uc7a5\uc744 \ucd08\ub798\ud558\uac70\ub098 \uc7ac\uc0b0\uc0c1 \uc190\ud574\ub97c \ub07c\uce5c \uacbd\uc6b0\ub85c \ubcf4\uc774\uc9c0 \uc54a\ub294\ub2e4\uace0 \ud310\ub2e8\ud558\uc600\uc74c.**\n- **\ub530\ub77c\uc11c \ud53c\uace0\uc778\uc774 E\uc744 \ud574\uace0\uc608\uace0 \uae30\uac04 \uc5c6\uc774 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- 근로기준법 제26조 제3호
- 근로기준법 시행규칙 제4조 [별표 1] 제6호, 제9호
- 근로기준법 제110조 제1호
- 부산지방법원 서부지원 2023. 7. 13. 선고 2022고정810
검토
- 본 판결은 근로자의 귀책사유가 있더라도 그 정도가 사회통념상 사업에 막대한 지장을 초래하거나 재산상 손해를 끼친 경우에 해당하지 않는다면 해고예고의 예외 사유로 인정하기 어렵다는 점을 명확히 함.
- 소액의 횡령이라 할지라도 사업주의 허용 범위 내에서 이루어진 행위이거나, 그로 인한 손해가 미미한 경우라면 즉시 해고의 정당한 사유가 될 수 없음을 보여줌.
- 해고예고수당 미지급에 대한 형사처벌 가능성을 인지하고, 근로자 해고 시 법적 절차를 준수하는 것이 중요함을 시사함.