Workbear재주넘는곰
대법원 90다15884

Confirmation of Invalidity of Dismissal해고무효확인

Decided1991. 02. 08. 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.

The company gave the employee only 2 days' notice of the disciplinary committee hearing, instead of the 3 days required under the collective bargaining agreement (단체협약), which constituted a procedural defect. However, since the employee actually appeared before the disciplinary committee and had the opportunity to defend himself, the Korean Supreme Court (대법원) ruled that the dismissal (해고) was valid despite this procedural shortcoming.

Key takeaways
  • CaseThe company failed to comply with the 3-day advance notice rule under the collective bargaining agreement, giving only 2 days' notice before the disciplinary committee hearing, but the employee still appeared and presented his defense.
  • OutcomeThe Korean Supreme Court ruled that despite the shortened notice period, the dismissal was valid because the employee had a sufficient opportunity to defend himself.
  • LessonEven if there is a technical/formal defect in the disciplinary procedure, the disciplinary action may still be upheld if the employee was substantially able to exercise their right to present a defense.
Issues
  • Whether the company violated the advance notice period for disciplinary referral required under the collective bargaining agreement (단체협약)
  • Whether a procedural defect renders a disciplinary decision invalid
  • The extent to which an employee's right to present a defense must be guaranteed in disciplinary proceedings
Key reasoning

The purpose of the advance notice requirement in disciplinary procedures is to guarantee the employee's right to be heard and present a defense. Therefore, even if the notice period was shortened in violation of the collective bargaining agreement, this procedural defect does not automatically invalidate the disciplinary decision. What matters most is whether the employee was actually given a substantial and meaningful opportunity to explain and defend himself before the disciplinary committee. Since the employee in this case did appear at the hearing and had the chance to present his defense, the shortened notice period did not render the dismissal invalid.

Summary of Decision (English, AI translation)

Although the collective bargaining agreement provides that, when an employer intends to refer an employee to disciplinary action, notice thereof must be given to the employee and the union at least three days in advance, if the dismissed employee was notified of the fact that he had been referred to disciplinary action two days before the disciplinary committee was convened, and was given an opportunity to appear before the disciplinary committee and present his own explanation, thereby expressing his own views, then the failure to comply with the notice period for the referral to disciplinary action cannot be deemed a ground for invalidating the disciplinary resolution.

Full text (English, AI translation) 2,459 chars

[Plaintiff, Appellant]

[Defendant, Appellee] Harim Tongsang Co., Ltd. (하림통상주식회사)
[Original Judgment] Seoul High Court Decision 90Na19925, decided October 23, 1990

[Order]

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

[Reasoning]

As to the grounds of appeal

The court below found that, although Article 49 of the Defendant's collective bargaining agreement provides that where the Defendant intends to refer a member of the Defendant's labor union to disciplinary action for disciplinary dismissal, it must notify the person concerned and the union at least three days in advance, and that there was a procedural defect in that the Defendant, in referring the Plaintiff, who was a member of the Defendant's labor union, to disciplinary action, notified the person concerned and the labor union of that fact only two days before the disciplinary committee was convened; nevertheless, in light of the interpretation that the purpose of the provision in the Defendant's aforementioned collective bargaining agreement requiring advance notice of the content of the disciplinary referral to the person concerned, etc., in the disciplinary procedure, is to guarantee the person subject to discipline an opportunity to prepare and submit exculpatory materials favorable to himself in order to make a defense against the alleged disciplinary grounds, in this case where the Plaintiff himself received notice two days before the disciplinary committee was convened of the content of the disciplinary referral arising from the absence from work at issue in this case, and personally appeared before the disciplinary committee and was given an opportunity to make a defense and to state his own position, the failure to observe the aforementioned notice period cannot be used as a ground for invalidating the disciplinary resolution. This determination is acceptable as reasoning, and it cannot be found to contain the illegality alleged in point 1 of the grounds of appeal; and the findings and determinations of the court below on the other points argued are all also acceptable as correct, and it cannot be found that they contain the illegality pointed out in the grounds of appeal.

As the argument is without merit, the opinions of the participating Justices being unanimous in dismissing this appeal, it is so ordered as stated in the Order.

Justice Yoon Young-chul (Presiding Justice), Park Woo-dong, Bae Seok, Kim Sang-won

【판결요지】

단체협약상 근로자를 징계에 회부하고자 할 경우 3일전까지 본인과 조합측에 통보하도록 규정되어 있으나 해고근로자가 징계위원회 개최 2일전에 징계 회부된 내용을 통지받고 징계위원회에 출석하여 변명의 기회를 부여받아 자신의 의사를 개진하였다면 징계회부사실 통지기간 부준수의 점을 징계결의의 무효사유로 삼을 수 없다.

【참조조문】

근로기준법 제27조

【주문】·【이유】 전문 820자 · 펼쳐 보기

【원고, 상고인】

【피고, 피상고인】 하림통상주식회사

【원 판 결】 서울고등법원 1990.10.23. 선고 90나19925 판결

【주 문】

상고를 기각한다.

상고소송비용은 원고의 부담으로 한다.

【이 유】 상고이유에 대하여

원심이 피고의 단체협약 제49조에는 피고소속노동조합원을 징계해고하기 위하여 징계에 회부하고자 할 경우에는 3일전까지 본인과 조합측에 통보해야 한다고 되어 있는 데도 피고가 그 소속노동조합원인 원고를 징계회부함에 있어 그 사실을 징계위원회 개최 2일전에야 본인과 노동조합측에 통보한 절차상의 하자가 있기는 하나 피고의 위 단체협약의 규정상 징계절차에 있어 본인 등에게 징계회부내용을 사전통보하도록 강제하고 있는 취지가 피징계자로 하여금 징계혐의사실에 대한 변명을 위하여 자신에게 이익되는 소명자료를 준비제출할 수 있는 기회를 보장하려는데 있는 것으로 해석됨에 비추어 볼 때 원고 스스로 징계위원회 개최 2일전에 미리 이 사건에서 문제가 된 결근으로 인하여 징계회부된 내용을 통지받고 직접 징계위원회에 출석하여 변명의 기회까지 부여받아 자신의 의사를 개진한 이 사건에 있어 위와 같은 통지기간의 불준수의 점을 들어 징계결의의 무효사유로 삼을 수는 없다고 판단한 것은 수긍이 되는 설시로서 여기에는 소론 제1점과 같은 위법이 있다고 볼 수 없고 그밖에 소론의 점들에 대한 원심의 인정판단도 모두 옳다고 수긍이 되고 여기에 소론이 지적하는 위법따위가 있다고 볼 수 없다.

논지는 이유없어 이 상고를 기각하기로 관여 법관의 의견이 일치되어 주문과 같이 판결한다.

대법관 윤영철(재판장) 박우동 배석 김상원

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