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대법원 90다11554

Confirmation of Invalid Dismissal, etc.해고무효확인등

Decided1991. 07. 12. Court대법원Case remanded (partially in favor of the worker); the appellate court's decision was reversed with respect to one plaintiff due to miscalculation of the statute of limitations start date.
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.

This case concerns journalists who were forced to submit resignation letters (사직서) under employer pressure during the mass forced dismissals of media workers in 1980. The Korean Supreme Court ruled that when employees resign under such circumstances without genuine intent to resign, the resulting 'voluntary resignation' (의원면직) is in substance an unfair dismissal (부당해고). The case was remanded for one plaintiff due to an error in calculating the statute of limitations start date for damages claims.

Key takeaways
  • CaseDuring the 1980 forced dismissal of journalists, the employer instructed workers to submit resignation letters, which were then processed as voluntary resignations.
  • OutcomeThe court ruled that resignation letters written without genuine intent to resign are invalid, and that such dismissals are in substance unfair dismissals despite their formal appearance as voluntary resignations.
  • LessonIf you are pressured by your employer to submit a resignation letter without truly intending to resign, that resignation may later be legally recognized as a wrongful dismissal — do not simply give in to coercive demands to resign.
Issues
  • Whether a resignation letter submitted under employer pressure constitutes a declaration of intent lacking genuine intent (비진의 의사표시)
  • Whether a dismissal disguised as a formal voluntary resignation (의원면직) can still be legally recognized as unfair dismissal
  • How to determine the starting point for the statute of limitations on a tort-based damages claim
Key reasoning

A resignation letter written at the employer's direction, without any genuine intention to resign, constitutes a declaration of intent made without true intent (비진의 의사표시) under Korean civil law. When an employer processes such a resignation as a 'voluntary resignation,' this is in substance a unilateral dismissal by the employer disguised as a voluntary act by the employee, and therefore qualifies as unfair dismissal. Regarding damages claims arising from this unlawful act, the court held that the statute of limitations does not begin from the date the employee became aware of the facts constituting the tort, but rather from the date on which the employee would have received the unpaid wages or severance pay (퇴직금) had they remained employed.

Summary of Decision (English, AI translation)

[1] Whether a declaration of intent is not a true declaration of intent is determined by whether there exists an internal intent corresponding to the intent to produce the legal effect; even if, at the time an employee drafted and submitted a letter of resignation en bloc in compliance with the employer's instruction, the employee recognized that he might be dismissed by voluntary resignation (의원면직) based on that letter of resignation, this alone cannot be said to establish that the employee had an internal intent to resign.

[2] Even where the employer terminates the employment relationship by taking the form of a voluntary resignation (의원면직), i.e., receiving and accepting a letter of resignation submitted by the employee, if the employee, having no intent to resign, was compelled to draft and submit the letter of resignation, this in substance constitutes termination of the employment relationship by the unilateral intent of the employer, and thus amounts to a dismissal; a dismissal made without justifiable cause is no different from an unfair dismissal.

[3] Where the disposition of voluntary resignation (의원면직) made pursuant to the so-called forced dismissal measure against journalists in early August 1980 constitutes a tort because it caused the employee to submit a letter of resignation against his will and was carried out based on that letter of resignation, the employee is deemed to have already known the elements of the fact constituting this tort at the time of the disposition of voluntary resignation against him, and to have known the occurrence of damage equivalent to the lost salary and lost retirement allowance from the time of that dismissal disposition until the retirement age, on the date on which such lost salary or lost retirement allowance was to be paid; what the plaintiff came to know through the hearing of the National Assembly's Culture and Public Information Committee (문교공보위원회) held around December 1988 was nothing more than the background circumstances behind the elements of the tort, and therefore the extinctive prescription period for the plaintiff's above damages claim shall be deemed to run from the date on which the said lost salary or lost retirement allowance was to be paid.

Full text (English, AI translation) 7,093 chars

[Plaintiffs, Appellees] Plaintiff 1 and 1 other Plaintiffs' Attorney Jeong Tae-ryu

[Defendant, Appellant] Korean Broadcasting System (한국방송공사) Saemaul Geumgo (새마을금고, Community Credit Cooperative) Defendant's Attorneys Choi Hyu-seop and 1 other

[Lower Court Judgment] Seoul High Court Judgment 90Na20703 rendered on September 25, 1990

[Order]

The part of the lower court judgment concerning Plaintiff 1 is reversed, and this part of the case is remanded to the Seoul High Court.
The Defendant's remaining appeal is dismissed.
The costs of the dismissed portion of the appeal shall be borne by the Defendant.

[Reasoning]

As to the Defendant's Attorneys' grounds of appeal (to the extent supplementing the grounds of appeal, since the supplementary brief on grounds of appeal was submitted after the filing period had expired):

1. The lower court, based on the evidence it adopted, found the following facts: the Defendant Geumgo (Community Credit Cooperative) is a corporate body whose members consist of the executives and employees of the non-party Korean Broadcasting System (한국방송공사) as well as the employees of the Defendant Geumgo itself, and whose purposes include credit business, cultural welfare business, educational business, and community development business; the president of the said Korean Broadcasting System had served as the chairman of the board of the Defendant Geumgo, representing it and overseeing its affairs, and the other executive positions were likewise held by executives of the said Broadcasting System; and while the Plaintiffs were working at the Defendant Geumgo, around early August 1980, due to the close relationship between the Defendant Geumgo and the said Broadcasting System, the compulsory dismissal measures against journalists at the said Broadcasting System were carried out in parallel at the Defendant Geumgo as well, and, following instructions from the executives of the Defendant Geumgo, the Plaintiffs, together with some 20 other general staff employees, collectively drafted and submitted letters of resignation to the Defendant Geumgo; and the Defendant Geumgo, knowing that the Plaintiffs' expressions of intent to resign did not reflect their true intent, nevertheless accepted the Plaintiffs' letters of resignation on August 8 of the same year and processed them as voluntary resignations (의원면직). This fact-finding by the lower court is justified.

Whether an expression of intent is a "declaration not representing true intent" (진의 아닌 의사표시) is to be determined according to whether there exists an internal intent corresponding to the intended legal effect. Even if the Plaintiffs, at the time of drafting and submitting their letters of resignation, recognized that they might be processed as voluntary resignations on the basis of those letters, this alone cannot be said to mean that they had an internal intent to resign. Accordingly, the Plaintiffs' expressions of intent to resign constitute declarations not representing true intent, and the lower court's determination to the same effect is justified; there is no error of misapprehension of law as argued in the grounds of appeal.

Even where an employer takes the form of a voluntary resignation by receiving and accepting a letter of resignation from an employee, thereby terminating the employment relationship, if the employer has caused an employee who had no intent to resign to draft and submit a letter of resignation against his will, then in substance the employment relationship is being terminated by the unilateral intent of the employer, and this constitutes a dismissal; a dismissal measure without justifiable cause is no different from an unfair dismissal.

Therefore, the argument premised on the proposition that an unfair dismissal cannot arise where the form of a voluntary resignation has been taken is without merit and cannot be accepted.

2. As to this case, in which Plaintiff 1 seeks, by way of a claim for damages arising from a tort, an amount equivalent to the lost salary and lost retirement allowance for the period from September 1, 1980 to September 26, 1982, the date of his mandatory retirement, regarding the Defendant's defense of extinctive prescription:

The lower court, having interpreted the phrase "when the victim becomes aware of the damage and of the person who caused the damage," as used in Article 766, Paragraph 1 of the Civil Act (민법), to mean not merely that the victim must actually become aware of the occurrence of the damage and of the person who caused it, but also that the victim must become aware that the tortious act constitutes a tort giving rise to a claim for damages on that basis, found that the said Plaintiff first became aware, around December 1988, when the National Assembly's Education and Public Information Committee held a hearing concerning the compulsory dismissal measures against journalists, that the voluntary resignation disposition against him constituted a tort giving rise to a claim for damages; accordingly, the lower court determined that the extinctive prescription period began to run from that time and that the prescription period had not yet expired, and on that basis rejected the Defendant's defense.

However, the reason why the voluntary resignation disposition against the said Plaintiff constitutes a tort lies in the fact that the Defendant caused the said Plaintiff, against his will, to draft and submit a letter of resignation, and then processed the voluntary resignation disposition on the basis of that letter of resignation. The said Plaintiff already knew of the facts constituting the requirements of this tort at the time the voluntary resignation disposition was made against him, and he must be deemed to have become aware of the occurrence of damage caused by this tort on the date on which the said lost salary or lost retirement allowance should have been paid. What he came to learn through the hearing of the National Assembly's Education and Public Information Committee was merely the underlying background circumstances relating to the facts constituting the requirements of the tort, and nothing more; therefore, the extinctive prescription period for the said Plaintiff's claim for damages should be deemed to run from the date on which the said lost salary or lost retirement allowance should have been paid.

The lower court's judgment contains an error of misapprehension of law concerning the starting point of the extinctive prescription period, or a contradiction in reasoning, which affected the judgment; therefore, this ground of appeal is meritorious.

For the foregoing reasons, the part of the lower court judgment concerning Plaintiff 1 is reversed, and this part of the case is remanded to the lower court; the Defendant's remaining appeal is dismissed; and the costs of the dismissed portion of the appeal shall be borne by the losing party. This judgment is rendered as set forth in the Order, by the unanimous opinion of the participating Justices.

Justice Kim Sang-won (Presiding Justice), Park Woo-dong, Bae Seok, Yun Yeong-cheol

【판결요지】

가. 진의 아닌 의사표시인지의 여부는 효과의사에 대응하는 내심의 의사가 있는지 여부에 따라 결정되는 것인바, 근로자가 사용자의 지시에 좇아 일괄하여 사직서를 작성 제출할 당시 그 사직서에 기하여 의원면직처리될지 모른다는 점을 인식하였다고 하더라도 이것만으로 그의 내심에 사직의 의사가 있는 것이라고 할 수 없다.

나. 사용자가 근로자로부터 사직서를 제출받고 이를 수리하는 의원면직의 형식을 취하여 근로계약관계를 종료시킨다고 할지라도, 사직의 의사없는 근로자로 하여금 어쩔 수 없이 사직서를 작성 제출하게 한 경우에는 실질적으로는 사용자의 일방적 의사에 의하여 근로계약관계를 종료시키는 것이어서 해고에 해당하고, 정당한 이유 없는 해고조치는 부당해고에 다름없는 것이다.

다. 1980.8 초순경의 이른바 언론인 강제해직조치에 따른 의원면직처분이 근로자의 의사에 반하여 사직서를 제출케 하고 그 사직서에 기하여 이루어진 것이어서 불법행위가 되는 경우, 근로자는 이러한 불법행위의 요건사실을 그에 대한 의원면직처분시에 이미 알았고, 또한 이 불법행위로 인한 위 면직처분 이후 정년까지의 일실급료와 일실퇴직금 상당 손해의 발생사실은 위 일실급료나 일실퇴직금을 지급할 날에 알았다고 할 것이며, 1988.12.경 개최된 국회 문교공보위원회의 청문회를 통하여 알게 된 것은 위 불법행위 요건사실의 경위 배경 등에 관한 이면사정에 지나지 아니하므로 원고의 위 손해배상채권의 소멸시효기간은 위 일실급료나 일실퇴직금을 지급할 날로부터 진행한다고 볼 것이다.

【참조조문】

가.나. 민법 제107조 제1항 / 나. 근로기준법 제27조 제1항 / 다. 민법 제766조 제1항

【참조판례】

가. 대법원 1980.10.14. 선고 79다2168 판결, 1988.5.10. 선고 87다카2578 판결(공1988,949)

【주문】·【이유】 전문 2,258자 · 펼쳐 보기

【원고, 피상고인】 원고 1 외 1인 원고들 소송대리인 변호사 정태류

【피고, 상고인】 한국방송공사 새마을금고 소송대리인 변호사 최휴섭 외 1인

【원심판결】 서울고등법원 1990.9.25. 선고 90나20703 판결.

【주 문】

원심판결 중 원고 1에 대한 부분을 파기하고 이 부분 사건을 서울고등법원에 환송한다.

피고의 나머지 상고를 기각한다.

상고기각 부분의 상고비용은 피고의 부담으로 한다.

【이 유】 피고 소송대리인의 상고이유(보충상고이유서는 제출기간이 지난 뒤의 것이므로 상고이유를 보충하는 범위내에서)에 대하여

1. 원심은 그 채택증거에 의하여 피고 금고는 소외 한국방송공사의 임원 및 사원, 피고 금고의 직원 등을 회원으로 하여 신용사업, 문화복지사업, 교육사업, 지역사회개발사업 등을 목적으로 하는 법인으로서, 위 방송공사의 사장이 피고 금고를 대표하고 업무를 통할하는 이사장직을 맡아 왔으며, 기타 임원들도 위 방송공사의 임원들이 담당하여 온 사실과 원고들은 피고 금고에 근무하던 중 1980.8.초순 경 피고 금고와 위 방송공사와의 밀접한 관계로 인하여 위 방송공사에 대한 언론인 강제해직조치에 피고 금고가 병행처리됨에 따라 피고 금고 임원들의 지시에 좇아 다른 일반직 직원 20여명과 함께 일괄하여 피고 금고에 사직서를 작성, 제출하였는데, 피고 금고는 원고들의 사직의사표시가 진의에 의한 것이 아님을 알면서도 같은 해 8.8. 원고들의 사직서를 수리하여 의원면직처리한 사실을 인정하였는바, 이와 같은 사실인정은 정당하다.

진의 아닌 의사표시인지의 여부는 효과의사에 대응하는 내심의 의사가 있는지 여부에 따라 결정되는 것인바, 비록 원고들이 사직서를 작성 제출할 당시그 사직서에 기하여 의원면직처리될지 모른다는 점을 인식하였다고 하더라도 이것만으로써 그들의 내심에 사직의 의사가 있는 것이라고 할 수 없다. 따라서 원고들의 사직의사표시는 비진의 의사표시에 해당한다고 할 것이므로 같은 취지의 원심판단은 정당하고 소론과 같은 법리오해의 위법이 있다 할 수 없다.

이처럼 사용자가 근로자로부터 사직서를 제출받고 이를 수리하는 의원면직의 형식을 취하여 근로계약관계를 종료시킨다고 할지라도, 사직의 의사없는 근로자로 하여금 어쩔 수 없이 사직서를 작성 제출하게 한 경우에는 실질적으로는 사용자의 일방적 의사에 의하여 근로계약관계를 종료시키는 것이어서 해고에 해당하고, 정당한 이유 없는 해고조치는 부당해고에 다름없는 것이다.

따라서 의원면직의 형식을 취한 경우 부당해고가 성립할 수 없음을 전제로 한 논지는 이유 없어 채택할 수 없다.

2. 원고 1이 1980.9.1.부터 정년이 되는 1982.9.26.까지의 일실급료와 일실퇴직금에 상당하는 금원을 불법행위로 인한 손해배상청구의 소로서 구하는 이 사건 있어서 피고의 소멸시효항변에 대하여, 원심은 민법 제766조 제1항에서 말하는 "피해자가 그 손해 및 가해자를 안 때"라 함은 현실적으로 손해의 발생과 가해자를 알아야 할 뿐만 아니라 그 가해행위가 불법행위로서 이를 원인으로 손해배상을 청구할 수 있다는 것을 안 때라고 해석한 다음, 위 원고는 1988.12.경 국회 문교공보위원회에서 언론인 강제해직조치에 관한 청문회가 개최될 때 비로소 그에 대한 의원면직처분이 불법행위로서 손해배상 청구의 원인이 되는 점을 알았으므로 소멸시효기간은 그때부터 진행되는 것이며 아직 그 시효가 완성되지 아니하였다는 이유로 위 항변을 배척하였다.

그러나 위 원고에 대한 의원면직처분이 불법행위가 되는 까닭은 피고가 위 원고의 의사에 반하여 사직서를 작성 제출케 하고 그 사직서에 기하여 의원면직처분을 하였다는 데에 있는바, 위 원고는 이러한 불법행위의 요건사실을 그에 대한 의원면직처분시에 이미 알았고, 또한 이 불법행위로 인한 손해발생사실은 위 일실급료나 일실퇴직금을 지급할 날에 알았다고 할 것이며, 국회문교공보위원회의 청문회를 통하여 알게 된 것은 위 불법행위 요건사실의 경위배경 등에 관한 이면사정에 지나지 아니하므로 위 원고의 손해배상채권의 소멸시효기간은 위 일실급료나 일실퇴직금을 지급할 날로부터 진행한다고 볼 것이다.

원심판결에는 소멸시효기간의 기산점에 관한 법리오해 또는 이유 모순의 위법이 있어 판결에 영향을 미친 잘못을 저지른 것이라 할 것이므로 논지는 이유 있다.

이상의 이유로 원심판결 중 원고 1에 대한 부분을 파기하고 이 부분 사건을 원심법원에 환송하고, 피고의 나머지 상고를 기각하며 상고기각 부분의 상고비용은 패소자의 부담으로 하여 관여 법관의 일치된 의견으로 주문과 같이 판결한다.

대법관 김상원(재판장) 박우동 배석 윤영철

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