Workbear재주넘는곰
대법원 90다16801

Severance Pay Dispute (퇴직금)퇴직금

Decided1991. 05. 28. Court대법원Employer won
AI-generated English translation (summary, key points, decision summary and full text) for reference only — not an official translation and without legal effect. The Korean original below is authoritative.
AI Easy read — AI summary of this decision
AI-generated summary for reference only — the Korean original below is authoritative.

When part of a business was transferred to a new employer, a worker chose to receive severance pay (퇴직금) and rejoin the company as a new hire, rather than having their employment relationship continue uninterrupted. The Supreme Court ruled that because the worker voluntarily chose this option and settled the severance pay, the original employment contract was validly terminated, and the worker's length of service (근속년수) is calculated starting fresh from the date of rejoining. The court also rejected the worker's claim that the company had a customary practice of combining prior and subsequent employment periods for other employees.

Key takeaways
  • CaseWhen part of a company's business was transferred, a worker chose to receive severance pay and rejoin as a new employee, but later demanded severance pay covering their entire employment history, including the period before rejoining.
  • OutcomeThe court ruled that since the worker voluntarily chose to settle severance pay at the time of transfer, their length of service must be calculated starting fresh from the date of rejoining, not from their original hire date.
  • LessonOnce you voluntarily accept and settle severance pay (예: during a business transfer), your prior years of service are not counted toward future severance pay, so this choice should be made carefully.
Issues
  • How should length of service be calculated when a worker settles severance pay and rejoins the company following a partial business transfer?
  • Did the company have an established practice of combining employment periods for other employees in similar situations?
  • Is an individual worker's voluntary choice effective even without a formal labor-management agreement?
Key reasoning

The worker had a choice at the time of the business transfer: either receive severance pay and start fresh as a new employee, or continue employment without interruption. Because the worker voluntarily selected the option to receive severance pay, this constituted a valid termination of the prior employment contract (근로계약). As a result, the worker's length of service for future severance pay calculations must be counted anew from the date of rejoining the company, not from the original hire date. The court also found no evidence supporting the worker's claim that the company had an established practice of aggregating employment periods before and after such transfers for other employees. Since the worker made this choice individually and voluntarily, no separate labor-management agreement was needed to validate this outcome.

Summary of Decision (English, AI translation)

[1] When a portion of Company A's business was transferred to Company B, if an employee of Company A was given a questionnaire asking him to decide whether to retire from the company, receive retirement pay, and go through the procedure of re-employment so that his length of service would be calculated anew from the date of re-employment, or alternatively not to receive retirement pay at that time but instead to receive, upon his later retirement, retirement pay corresponding to the length of service combined including the period of work at Company A, and if he chose the former and was paid the retirement allowance settled up to that point, then the existing employment contract relationship must be deemed to have been effectively terminated at that time.

Full text (English, AI translation) 4,394 chars

[Plaintiff, Appellant] Plaintiff's Attorney Moon Byung-ho
[Defendant, Appellee] Daewoo Electronics Co., Ltd., Attorney Im Dong-jin and one other, Attorneys for Defendant
[Judgment Below] Incheon District Court, Judgment rendered October 26, 1990, Case No. 89Na5409

[Order]

The appeal is dismissed.
The costs of the appeal shall be borne by the Plaintiff.

[Reasoning]

We examine the grounds of appeal.

(1) According to the reasoning of the judgment below, the court below found as follows: the Plaintiff joined non-party Daehan Electric Wire Co., Ltd. (대한전선주식회사) on June 5, 1970 and worked there; on February 5, 1983, the electronics and electrical business and industrial equipment business divisions of the said non-party company were transferred by business acquisition to the Defendant company, from which time the Plaintiff worked at the Defendant company until his retirement on February 28, 1989; around the time of the said business acquisition, the Plaintiff was given a questionnaire by the Defendant company asking him to decide, as of the time of the business acquisition, whether (i) he would retire from the said non-party company or the Defendant company, receive his retirement allowance, and go through the procedure of re-employment such that his years of continuous service would be calculated from the date of re-employment, or (ii) he would not receive his retirement allowance at that time but would instead, upon his eventual retirement, receive a retirement allowance corresponding to the years of continuous service combining even the period of employment with the non-party company; the Plaintiff chose the former option effective February 28, 1983, and received settlement and payment of the retirement allowance accrued up to that time; and therefore, the court below held that at that time the existing employment contract relationship between the Plaintiff and the Defendant company was validly terminated, and that the starting point for calculating the Plaintiff's years of continuous service at the Defendant company was March 1, 1983. The above determination by the court below is justified, and it cannot be said that there was an error of law due to a misunderstanding of the legal principles concerning continuity of employment under the Labor Standards Act (근로기준법). Therefore, this ground of appeal is without merit.

(2) The Plaintiff argued that the Defendant company had, up until 1988, paid retirement allowances to retiring employees by aggregating the periods of employment at the non-party company and at the Defendant company regardless of whether they had received a retirement allowance in 1983, and that this had become a practice binding upon the Defendant company; and that the Defendant company's measure of not aggregating the Plaintiff's period of employment at the non-party company, applied uniquely to the Plaintiff, was contrary to the above practice and also violated the principle of good faith. The court below denied the existence of such a practice and rejected this argument. Upon examination of the record, the above measure taken by the court below is acceptable, and the ground of appeal criticizing it by asserting an independent view cannot be accepted.

(3) Even if there was no agreement between the non-party company and the labor union of the non-party company regarding the matter of retirement allowance payment, as noted above, the Plaintiff's voluntary retirement as of February 28, 1983 remains valid all the same, and thus this has no effect on the outcome of the judgment. Therefore, the ground of appeal arguing that, with respect to the matter of retirement allowance payment for employees transferred from the non-party company to the Defendant company, an agreement existed only between the Defendant company and the Defendant company's labor union, while there was no agreement between the non-party company and the non-party company's labor union, and that consequently there was no agreement between labor and management regarding the retirement allowance payment issue in this case, cannot be accepted either.

(4) Therefore, the appeal is dismissed, and the costs of the appeal are to be borne by the losing party. This judgment is rendered as stated in the Order by the unanimous opinion of the participating Justices.

Justice Lee Hoi-chang (Presiding Justice), Bae Man-woon, Lee Jae-sung, Kim Seok-su

【판결요지】

갑회사의 사업일부가 을회사에 영업양수됨에 있어 갑회사의 근로자가 회사를 퇴직하여 퇴직금을 수령하고 재입사의 절차를 거쳐 근속년수가 재입사일로부터 기산되도록 할 것인지 아니면 그때 퇴직금을 수령하지 아니하고서 후에 퇴직할 때에 갑회사에서의 근로기간까지도 합산된 근속년수에 상응하는 퇴직금을 수령할 것인지를 결정하도록 하는 설문지를 배부받고서 전자를 선택하여 그때까지의 퇴직금을 정산지급받았다면 그때에 기존의 근로계약관계는 유효하게 해지되었다고 할 것이다.

【참조조문】

근로기준법 제28조

【참조판례】

대법원 1984.6.26. 선고 84다카90 판결(공1984,1283)

【주문】·【이유】 전문 1,383자 · 펼쳐 보기

【원고, 상고인】 원고 소송대리인 변호사 문병호

【피고, 피상고인】 대우전자주식회사 소송대리인 변호사 임동진 외 1인

【원심판결】 인천지방법원 1990.10.26. 선고 89나5409 판결

【주 문】

상고를 기각한다.

상고비용은 원고의 부담으로 한다.

【이 유】 상고이유를 본다.

(1) 원심판결 이유에 의하면 원심은 원고가 1970.6.5. 소외 대한전선주식회사에 입사하여 근무하던 중 1983.2.5. 위 소외회사의 전자전기사업 및 산업기기사업부분이 피고 회사에 영업양수되어 그때부터 피고 회사에 근무하다가 1989.2.28. 퇴직하였는데 위 영업양수될 무렵 원고는 피고 회사로부터 영업양수시점에 있어 위 소외 회사 내지는 피고 회사를 퇴직하여 퇴직금을 수령하고 재입사의 절차를 거쳐 근속년수가 재입사일로부터 기산되도록 할 것인지 아니면 그때 퇴직금을 수령하지 아니하고서 후에 퇴직할 때에 소외회사에서의 근로기간까지도 합산된 근속년수에 상응하는 퇴직금을 수령할 것인지를 결정하도록 하는 설문지를 배부받고서 1983.2.28. 자로 전자를 선택하여 그때까지의 퇴직금을 정산지급 받았으므로 그때에 원고와 피고 회사 사이의 기존의 근로계약관계는 유효하게 해지되어 원고의 피고 회사에서의 근속년수의 기산점은 1983.3.1. 이라고 판시하고 있는 바 원심의 위와 같은 판단은 정당하고 거기에 근로기준법상의 계속근로성에 관한 법리오해의 위법이 있다고 할 수 없으므로 논지는 이유없다.

(2) 원심은 피고 회사는 1988년까지 퇴직한 근로자들에게 1983년도의 퇴직금수령여부를 불문하고 소외회사와 피고 회사에서의 근로기간을 통산하여 지급하여 왔고 이는 피고 회사를 구속하는 관행이 되었는데 유독 원고에게만 소외회사의 근로기간을 통산하지 아니하는 피고 회사의 조치는 위 관행에 어긋나고신의칙에도 반한다는 원고의 주장에 대하여 위와 같은 관행의 존재를 부인하고 이를 배척하였는바, 기록에 의하여 살펴보면 원심의 위와 같은 조치는 수긍이 가고 독자적 견해를 내세워 이를 비난하는 논지는 받아들일 수 없다.

(3) 소외회사와 소외회사 노동조합 사이에 퇴직금지급문제에 관한 합의가 없었다 할지라도 앞서 본 바와 같이 원고의 위 1983.2.28. 자 의원퇴직이 유효함은 마찬가지이어서 판결결과에 아무런 영향이 없다할 것이므로 소외회사로부터 피고 회사에 인계된 근로자들에 대한 퇴직금지급문제에 관하여 피고 회사와 피고 회사 노동조합사이에만 합의가 있었을 뿐 소외회사와 소외회사 노동조합 사이에는 합의가 없었으므로 결국 이 사건 퇴직금지급문제에 관하여 노사간에 합의가 없었다는 상고논지도 받아들일 것이 못된다.

(4) 그러므로 상고를 기각하고 상고비용은 패소자의 부담으로 하여 관여법관의 일치된 의견으로 주문과 같이 판결한다.

대법관 이회창(재판장) 배만운 이재성 김석수

Related statutes

Similar cases

Cases with high content similarity to this one.

#1
90나26732 · 서울고법 1991-03-15
Retirement Pay
#2
91다12806 · 대법원 1991-11-12
Severance Pay (퇴직금)
#3
87다카2578 · 대법원 1988-05-10
Severance Pay (퇴직금) Case
#4
2000다18608 · 대법원 2001-11-13
Retirement Pay
#5
2001다39374 · 대법원 2003-04-11
Retirement Pay

Cases citing this decision

98다46198 · 대법원 1999-01-26
Retirement Pay
93다18938 · 대법원 1994-11-18
Severance Pay (퇴직금) Case
92다2295 · 대법원 1992-05-22
Severance Pay (퇴직금) Case
91가합8291 · 서울민사지법 1992-01-16
Retirement Pay
91다32657 · 대법원 1991-12-13
Retirement Pay, etc.

Related tools & guides

AI answers need an account (free accounts: 2 per month) — submit and you'll return to this question after logging in. Search and case reading stay free.

Cross-check the original: 국가법령정보센터 (auxiliary link)