Workbear재주넘는곰
대법원 93다29358

Confirmation of Invalidity of Dismissal해고무효확인

Decided1993. 10. 26. 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.

In a case where a school employee was disciplinarily dismissed for assault and other misconduct, the initial disciplinary proceedings had procedural defects, including improper composition of the disciplinary committee and failure to provide the employee an opportunity to state his opinion. However, the Supreme Court found that these defects were cured during the subsequent reconsideration proceedings (재심절차), and therefore held the disciplinary dismissal to be valid. The Court treated the original disciplinary process and the reconsideration process as constituting a single, integrated disciplinary procedure.

Key takeaways
  • CaseA school employee was disciplinarily dismissed for assault and related misconduct, but the initial disciplinary proceedings suffered from procedural defects, including improper committee composition and failure to give the employee a chance to present his views.
  • OutcomeThe Supreme Court ruled that these procedural defects were fully remedied during the subsequent reconsideration proceedings, making the disciplinary dismissal valid, and the employer prevailed.
  • LessonEven if a disciplinary process is initially flawed, employers can validate a disciplinary action by properly curing the defects through the reconsideration procedure, so it is important to make full use of this remedial opportunity.
Issues
  • Whether procedural defects in the initial disciplinary proceedings can be cured through the reconsideration process
  • Whether the disciplinary dismissal was substantively justified
  • Whether the composition of the reconsideration committee (재심위원회) was lawful
Key reasoning

The Supreme Court reasoned that reconsideration proceedings (재심절차) for a disciplinary action, together with the original disciplinary proceedings, together form a single unified disciplinary procedure. Therefore, even if the original disciplinary process contained procedural violations, such defects are cured if they are properly remedied during the reconsideration process. Additionally, the Court found that the plaintiff's acts of assault and related misconduct constituted valid grounds for discipline (징계사유), making the dismissal substantively justified. Accordingly, the procedural defects in the initial proceedings did not invalidate the final disciplinary dismissal.

Summary of Decision (English, AI translation)

The reexamination procedure for a disciplinary action, together with the original disciplinary procedure, constitutes a single disciplinary action procedure as a whole, and the legitimacy of such procedure must be determined with respect to the entire disciplinary process; therefore, even if there was a defect of procedural violation in the original disciplinary process, if such defect was cured during the reexamination process, the defect of procedural violation is thereby healed.

Full text (English, AI translation) 2,937 chars

[Plaintiff, Appellant]

[Defendant, Appellee] Daenong Co., Ltd., Attorney Park Ju-bong

[Original Judgment]

Daejeon High Court, Judgment of May 18, 1993, Case No. 93Na218

[Order]

The appeal is dismissed.
The costs of the appeal are borne by the Plaintiff.

[Reasoning]

The grounds of appeal are examined.

The procedure for reexamination of a disciplinary action, together with the original disciplinary procedure, constitutes a single disciplinary procedure as a whole, and the legitimacy of that procedure must be judged in relation to the entire disciplinary process. Therefore, even if there was a procedural defect in the original disciplinary process, if such defect was cured during the reexamination process, the procedural defect is deemed to have been cured (see Supreme Court Decision 91Da36123, delivered September 22, 1992).

Regarding the legality of the disciplinary procedure against the Plaintiff in this case, the court below held that even if there were defects in the composition of the disciplinary committee and a failure to provide an opportunity to state opinions in the original disciplinary procedure of this case, since the reexamination procedure before the reexamination committee in this case was lawfully conducted, the defects in the original disciplinary procedure were cured. Furthermore, with regard to the legitimacy of the disciplinary dismissal in this case, the court below determined that since the Plaintiff's act of violence in this case and his act of shifting responsibility therefor constituted grounds for disciplinary action under the school's personnel regulations or the Private School Act (사립학교법), the dismissal of the Plaintiff on these grounds was legitimate. Upon examination of the record, such measures by the court below are justified, and there is no error of misapprehension of the legal principles concerning the legality of the disciplinary procedure and the legitimacy of the grounds for dismissal, nor any error of incomplete deliberation or inadequate reasoning, as argued in the grounds of appeal.

Furthermore, the argument that the resolution of the Defendant company's board of directors dated May 25, 1989, which appointed the members of the reexamination committee in this case, was defective, and that therefore the reexamination procedure itself was also defective, is a new factual assertion raised for the first time at the appellate (Supreme Court) stage, and it is clear that no such assertion was made in the court below. Therefore, this cannot constitute a legitimate ground of appeal against the judgment below.

All of the arguments are without merit.

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 Bae Man-un (Presiding Justice), Kim Ju-han, Kim Seok-su (Justice in charge), Jeong Gwi-ho

【판결요지】

징계처분에 대한 재심절차는 원래의 징계절차와 함께 전부가 하나의 징계처분절차를 이루는 것으로서 그 절차의 정당성도 징계과정 전부에 관하여 판단되어야 할 것이므로 원래의 징계과정에 절차위반의 하자가 있더라도 재심과정에서 보완되었다면 그 절차위반의 하자는 치유된다.

【참조조문】

근로기준법 제27조 제1항

【참조판례】

대법원 1981.6.9. 선고 80다1769 판결(공1981,14056), 1992.9.22. 선고 91다36123 판결(공1992,2954)

【주문】·【이유】 전문 1,003자 · 펼쳐 보기

【원고, 상고인】

【피고, 피상고인】 주식회사 대농 소송대리인 변호사 박주봉

【원심판결】 대전고등법원 1993.5.18. 선고 93나218 판결

【주 문】

상고를 기각한다.

상고비용은 원고의 부담으로 한다.

【이 유】 상고이유를 본다.

징계처분에 대한 재심절차는 원래의 징계절차와 함께 전부가 하나의 징계처분절차를 이루는 것으로서 그 절차의 정당성도 징계과정 전부에 관하여 판단되어야 할 것이므로 원래의 징계과정에 절차위반의 하자가 있더라도 재심과정에 보완되었다면 그 절차위반의 하자는 치유된다고 할 것이다( 당원 1992.9.22. 선고 91다36123 판결 참조).

원심은, 원고에 대한 이 사건 징계절차의 적법성에 관하여, 이 사건 원징계절차에 있어 징계위원회 구성상의 하자 및 의견진술의 기회를 제공하지 아니한 하자가 있다 하더라도, 이 사건 재심위원회에서의 재심절차가 적법하게 이루어진 이상 원징계절차상의 하자는 치유되었으며, 나아가 이 사건 징계해임처분의 정당성에 관하여, 원고의 이 사건 폭행행위 및 그 책임전가행위가 학교의 인사규정 내지 사립학교법 소정의 징계사유에 해당하므로 이를 이유로 원고를 해임한 것은 정당하다고 판단하였는바, 기록에 의하여 살펴보면, 원심의 이러한 조치는 정당하고 거기에 소론과 같이 징계절차의 적법성 및 해임사유의 정당성에 관한 법리오해, 심리미진, 이유불비의 위법이 있다고 할 수 없다.

또한 소론은 이 사건 재심위원회의 재심위원을 선임한 피고 회사의 1989.5.25.자 이사회 결의에 하자가 있으므로 재심절차 자체에도 하자가 있다는 것이나, 이러한 주장은 원고가 상고심에 이르러 비로소 주장하는 새로운 사실이고 원심에서는 주장한 바가 없었음이 명백하므로 원심판결에 대한 적법한 상고이유가 될 수 없다.

논지는 모두 이유 없다.

그러므로 상고를 기각하고 상고비용은 패소자의 부담으로 하기로 하여 관여 법관의 일치된 의견으로 주문과 같이 판결한다.

대법관 배만운(재판장) 김주한 김석수(주심) 정귀호

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