서울행정법원 | 2015-04-16 | 2014구합14907
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
보육교사의 무단결근 및 학부모 불안감 조성으로 인한 해고의 정당성 여부
결과 요약
- 근로자의 해당 청구는 이유 없으므로 기각함.
사실관계
- 참가인은 C어린이집을 설립하여 보육업을 영위하고 있으며, 근로자는 2013. 4. 1.부터 보육교사로 근무함.
- 참가인은 2013. 10. 21. 근로자에게 반복적 지시불이행, 동료 교사와의 불화에 따른 사업장 질서 훼손, 학부모에게 불안감 조성, 무단결근을 이유로 해고를 통지함.
- 근로자는 해당 해고가 부당해고에 해당한다고 주장하며 경기지방노동위원회에 구제신청을 하였으나 기각되었고, 중앙노동위원회에 재심을 신청하였으나 역시 기각됨.
핵심 쟁점, 법리 및 법원의 판단
징계사유의 존재 여부
- 무단결근: 근로자의 2013. 7. 26., 2013. 10. 2., 2013. 10. 4. 결근은 참가인에게 결근 사유가 통보되지 않아 무단결근에 해당함. 2013. 10. 8.부터 2013. 10. 11.까지의 결근은 병가 또는 연차휴가 신청이 승인되지 않았으므로 무단결근에 해당함.
- 학부모의 불안감 조성: 근로자가 학부모들에게 "운영위원회를 사칭하는 전화를 돌리고 있다"는 내용의 문자메시지를 보낸 것은 학부모들에게 불안감을 조성한 행위로 판단됨.
- 권리남용 여부: 참가인이 근로자를 해고하기 위해 대체교사를 미리 채용하고 퇴직을 종용하는 등 사전에 계획을 세웠거나 결근일수를 늘리기 위해 해고일자를 미뤘다고 볼 증거가 없으므로, 해당 해고가 권리남용에 해당한다고 보기 어려움.
징계양정의 적정 여부
- 근로자의 무단결근으로 어린이집 수업에 지장이 초래되었고, 학부모들에게 확인되지 않은 사실을 문자메시지로 송부하여 불안감을 준 점, 학부모 54명이 근로자의 퇴직을 요구하는 서명을 한 점, 참가인이 학부모들의 의견을 존중할 수밖에 없는 점, 무단결근 일수가 7일로 짧지 않은 점 등을 고려할 때, 사회통념상 고용계약을 계속할 수 없을 정도로 근로자에게 책임 있는 사유가 존재하므로 징계재량권을 일탈·남용하였다고 볼 수 없음.
절차상 하자 유무
- 취업규칙 소급적용 여부: 참가인은 해당 징계사유에 대해 근로기준법 제23조 제1항을 적용하였을 뿐, 징계사유 이후에 제정된 취업규칙을 소급적용하였다고 볼 수 없음. 다만 징계절차에 관하여는 취업규칙이 적용될 수 있음.
관련 판례 및 법령
- 대법원 1994. 9. 30. 선고 94다21337 판결
- 재심청구 기회 부여 여부: 해당 사안 취업규칙에 해고에 대한 재심절차가 규정되어 있지 않으므로, 재심절차를 밟지 않았더라도 해고가 위법하다고 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 보조참가로 인한 비용을 포함하여 모두 원고가 부담한다.
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\uac70\uc808\ud558\uc600\ub2e4\uace0 \ubd04\uc774 \ud0c0\ub2f9\ud558\ubbc0\ub85c, \ucc38\uac00\uc778\uc740 \uc6d0\uace0\uc5d0\uac8c \ud574\uace0\uc0ac\uc720\uc640 \ud574\uace0\uc2dc\uae30\ub97c \uc11c\uba74\uc73c\ub85c \ud1b5\uc9c0\ud558\uc600\ub2e4\uace0 \ubcfc \uc218 \uc788\uc74c.\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \ub300\ubc95\uc6d0 2008. 6. 12. \uc120\uace0 2008\ub2e419973 \ud310\uacb0\n- **\uadfc\ub85c\uae30\uc900\ubc95 \uc81c23\uc870 \uc81c2\ud56d \uc704\ubc18 \uc5ec\ubd80:** \uc6d0\uace0\uc758 \uc9c8\ubcd1 \uc815\ub3c4, \uce58\ub8cc\uacfc\uc815 \ubc0f \ubc29\ubc95, \uc5c5\ubb34\ub0b4\uc6a9 \ub4f1\uc5d0 \ube44\ucd94\uc5b4 \ubcfc \ub54c, \uc6d0\uace0\uc758 \uc0c1\ud0dc\uac00 \uc694\uc591\uc744 \uc704\ud558\uc5ec \ud734\uc5c5\uc774 \ud544\uc694\ud55c \uc815\ub3c4\ub77c\uace0 \ubcf4\uae30 \uc5b4\ub824\uc6b0\ubbc0\ub85c, \uc774 \uc0ac\uac74 \ud574\uace0\uac00 \uadfc\ub85c\uae30\uc900\ubc95 \uc81c23\uc870 \uc81c2\ud56d\uc744 \uc704\ubc18\ud558\uc600\ub2e4\uace0 \ubcfc \uc218 \uc5c6\uc74c.\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \uadfc\ub85c\uae30\uc900\ubc95 \uc81c23\uc870 \uc81c2\ud56d\n- \ub300\ubc95\uc6d0 1991. 8. 27. \uc120\uace0 91\ub2043321 \ud310\uacb0\n- \ub300\ubc95\uc6d0 2011. 11. 10. \uc120\uace0 2009\ub2e463205 \ud310\uacb0\n- **\ud574\uace0\uc608\uace0\uc758\ubb34 \uc704\ubc18 \uc5ec\ubd80:** \uc774 \uc0ac\uac74 \ud574\uace0\ub294 \uc815\ub2f9\ud55c \uc774\uc720\ub97c \uac16\ucd94\uace0 \uc788\uc73c\ubbc0\ub85c, \ucc38\uac00\uc778\uc774 \ud574\uace0\uc608\uace0\uc758\ubb34\ub97c \uc704\ubc18\ud558\uc600\ub354\ub77c\ub3c4 \uc774 \uc0ac\uac74 \ud574\uace0\uac00 \uc704\ubc95\ud558\ub2e4\uace0 \ubcfc \uc218 \uc5c6\uc74c.\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \uadfc\ub85c\uae30\uc900\ubc95 \uc81c26\uc870\n- \ub300\ubc95\uc6d0 1993. 9. 24. \uc120\uace0 93\ub2044199 \ud310\uacb0\n- **\uc9d5\uacc4\uc704\uc6d0\ud68c \uac1c\ucd5c \ud558\uc790 \uc5ec\ubd80:** \uc6d0\uace0\ub97c \uc9d5\uacc4\ud558\uae30 \uc704\ud55c \uc9d5\uacc4\uc704\uc6d0\ud68c\uac00 \uac1c\ucd5c\ub418\uc5c8\ub2e4\uace0 \ubd04\uc774 \ud0c0\ub2f9\ud558\uba70, \uc9d5\uacc4\uc704\uc6d0\ud68c \ud68c\uc758\ub85d\uc758 \ub0b4\uc6a9\uacfc \ubd80\ud569\ud558\ub294 \uc99d\uac70\ub4e4\uc774 \uc874\uc7ac\ud568. \uc601\uc720\uc544\ubcf4\uc721\ubc95\uc0c1\uc758 \uc6b4\uc601\uc704\uc6d0\ud68c\uc640 \uc774 \uc0ac\uac74 \ucde8\uc5c5\uaddc\uce59\uc0c1\uc758 \uc9d5\uacc4\uc704\uc6d0\ud68c\ub294 \uc131\uaca9\uc774 \ub2e4\ub974\ubbc0\ub85c, \ucc38\uac00\uc778\uc774 \uc9d5\uacc4\uc704\uc6d0\ud68c \uc704\uc6d0\uc7a5\uc774 \ub418\uc5c8\ub354\ub77c\ub3c4 \ud558\uc790\uac00 \uc788\ub2e4\uace0 \ubcfc \uc218 \uc5c6\uc74c.\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \uc601\uc720\uc544\ubcf4\uc721\ubc95 \uc81c25\uc870\n- \uc601\uc720\uc544\ubcf4\uc721\ubc95 \uc2dc\ud589\uaddc\uce59 \uc81c26\uc870 \uc81c1\ud56d\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \ubcf4\uc721\uad50\uc0ac\uc758 \ubb34\ub2e8\uacb0\uadfc, \ud559\ubd80\ubaa8 \ubd88\uc548\uac10 \uc870\uc131 \ub4f1 \uc9d5\uacc4\uc0ac\uc720\uc758 \uc874\uc7ac\ub97c \uc778\uc815\ud558\uace0, \uc9d5\uacc4\uc591\uc815\uc758 \uc801\uc815\uc131 \ubc0f \ud574\uace0 \uc808\ucc28\uc758 \uc801\ubc95\uc131\uc744 \uc0c1\uc138\ud788 \uac80\ud1a0\ud558\uc5ec \ud574\uace0\uc758 \uc815\ub2f9\uc131\uc744 \uc778\uc815\ud55c \uc0ac\ub840\uc784.\n- \ud2b9\ud788, \uadfc\ub85c\uae30\uc900\ubc95\uc0c1 \ud574\uace0 \uc81c\ud55c \uaddc\uc815(\uc81c23\uc870 \uc81c2\ud56d) \ubc0f \ud574\uace0\uc608\uace0 \uc758\ubb34(\uc81c26\uc870) \uc704\ubc18 \uc5ec\ubd80\uc5d0 \ub300\ud55c \ud310\ub2e8\uc5d0\uc11c, \ud574\uace0\uc758 \uc815\ub2f9\ud55c \uc774\uc720\uac00 \uc788\ub294 \uacbd\uc6b0 \ud574\uace0\uc758 \uc0ac\ubc95\uc0c1 \ud6a8\ub825\uc5d0\ub294 \uc601\ud5a5\uc774 \uc5c6\ub2e4\ub294 \uae30\uc874 \ub300\ubc95\uc6d0 \ud310\ub840\uc758 \uc785\uc7a5\uc744 \uc7ac\ud655\uc778\ud568.\n- \uc9d5\uacc4 \uc808\ucc28\uc0c1 \ud558\uc790\uc5d0 \ub300\ud55c \uc6d0\uace0\uc758 \uc8fc\uc7a5\uc5d0 \ub300\ud574, \ud1b5\uc9c0 \ubc0f \uc18c\uba85 \uae30\ud68c \ubd80\uc5ec \uc5ec\ubd80, \ucde8\uc5c5\uaddc\uce59 \uc801\uc6a9 \uc2dc\uc810 \ub4f1\uc744 \uad6c\uccb4\uc801\uc778 \uc0ac\uc2e4\uad00\uacc4\uc5d0 \ube44\ucd94\uc5b4 \ud310\ub2e8\ud558\uc5ec \ud558\uc790\uac00 \uc5c6\ub2e4\uace0 \uacb0\ub860 \ub0b4\ub9bc."}
관련 판례 및 법령
- 대법원 1992. 4. 14. 선고 91다4775 판결
- 소명기회 미부여 및 징계위원회 통지 하자 여부: 근로자는 2013. 10. 10. 징계위원회 개최 사실을 통지받았고, 징계위원회 개최일자인 2013. 10. 18.까지 소명자료를 준비하는 데 충분한 시간을 가졌다고 판단됨. 징계위원회 개최장소와 시각을 통지하지 않은 위법을 저질렀다고 보기 어렵고, 징계위원회 회부통보서에 참가인의 주민등록번호가 잘못 기재되었다고 하더라도 위법하다고 볼 수 없음.
- 해고사유 및 해고시기 서면 통지 여부: 근로자가 정당한 사유 없이 해당 해고통지서 수령을 거절하였다고 봄이 타당하므로, 참가인은 근로자에게 해고사유와 해고시기를 서면으로 통지하였다고 볼 수 있음.
관련 판례 및 법령
- 대법원 2008. 6. 12. 선고 2008다19973 판결
- 근로기준법 제23조 제2항 위반 여부: 근로자의 질병 정도, 치료과정 및 방법, 업무내용 등에 비추어 볼 때, 근로자의 상태가 요양을 위하여 휴업이 필요한 정도라고 보기 어려우므로, 해당 해고가 근로기준법 제23조 제2항을 위반하였다고 볼 수 없음.
관련 판례 및 법령
- 근로기준법 제23조 제2항
- 대법원 1991. 8. 27. 선고 91누3321 판결
- 대법원 2011. 11. 10. 선고 2009다63205