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    외국항공사의 한국 국적 승무원 계약 갱신 거절과 갱신기대권 -서울중앙지방법원 2022. 9. 8. 선고 2020가합531180판결- = Refusal of renewal of Korean nationality crew contract of foreign airlines and right to expect renewal - Seoul Central District Court sentenced September 8, 2022 2020 Kahap 531180 Judgment -

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    https://www.riss.kr/link?id=A108728821

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    다국어 초록 (Multilingual Abstract) kakao i 다국어 번역

    After the financial crisis, employers decided to hire fixed-term workers in the form of jobs that provide agreed-upon work for a certain period of time when employers and workers agree to flexible employment. On the other hand, pfixed-term worker‘s status on labor contracts has become unstable. This is because it was up to the employer to decide whether to continue or reject the contract when the contract of employment period expired. The need to protect workers' status has emerged in the process of renewing the contract of employment. The court has developed the "the right to expect renewal" law to regulate abuse of fixed-term work and protect fixed-term workers. However, it does not explicitly stipulate the right to expect renewal, so employer‘s discretion may still be abused. Immediately after experiencing the pandemic due to COVID-19, there were frequent cases of refusing renewal for management reasons. The number of disputes over the termination of working relations has also increased. In particular, the travel and tourism industries were hit by a recession. This study deals with refusing renewal of the contract of employment in the air transportation industry that occurred during this period. Air transportation is an industry that employs workers of various nationalities. If a large number of workers have to be cut due to management difficulties, problems such as firing the majority of workers in a particular country or refusing to renew their contract of employment may arise. I would like to find out in detail whether the company's worsening management caused by COVID-19 could be a reasonable reason for refusing to renewal contract of employment and whether there is a reasonable reason for it only for Korean flight attendants.
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    After the financial crisis, employers decided to hire fixed-term workers in the form of jobs that provide agreed-upon work for a certain period of time when employers and workers agree to flexible employment. On the other hand, pfixed-term worker‘s ...

    After the financial crisis, employers decided to hire fixed-term workers in the form of jobs that provide agreed-upon work for a certain period of time when employers and workers agree to flexible employment. On the other hand, pfixed-term worker‘s status on labor contracts has become unstable. This is because it was up to the employer to decide whether to continue or reject the contract when the contract of employment period expired. The need to protect workers' status has emerged in the process of renewing the contract of employment. The court has developed the "the right to expect renewal" law to regulate abuse of fixed-term work and protect fixed-term workers. However, it does not explicitly stipulate the right to expect renewal, so employer‘s discretion may still be abused. Immediately after experiencing the pandemic due to COVID-19, there were frequent cases of refusing renewal for management reasons. The number of disputes over the termination of working relations has also increased. In particular, the travel and tourism industries were hit by a recession. This study deals with refusing renewal of the contract of employment in the air transportation industry that occurred during this period. Air transportation is an industry that employs workers of various nationalities. If a large number of workers have to be cut due to management difficulties, problems such as firing the majority of workers in a particular country or refusing to renew their contract of employment may arise. I would like to find out in detail whether the company's worsening management caused by COVID-19 could be a reasonable reason for refusing to renewal contract of employment and whether there is a reasonable reason for it only for Korean flight attendants.

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    참고문헌 (Reference)

    1 김은미, "헬기 조종사의 자격 미달과 자동연장조항의 해석" 한국항공우주정책⋅법학회 37 (37): 81-121, 2022

    2 오성규 ; 김맹선, "한반도 주변국가의 항공법 비교연구" 한국항공우주정책⋅법학회 24 (24): 105-137, 2009

    3 김형배, "새로 쓴 노동법" 박영사 2016

    4 변성영, "상대평가에 의한 갱신거절의 정당성" 한국노동법학회 (68) : 1-26, 2018

    5 김홍영, "사회통합과 비정규직 노동법의 변화" 한국법학원 134 (134): 80-95, 2013

    6 노동부, "비정규직 보호 법률 해설" 2006

    7 이미선, "대법원판례해설 제87호" 법원도서관 2011

    8 최은배, "노동법실무연구 제1권(김지형 대법관퇴임기념)" 노동법실무연구회 2011

    9 임종률, "노동법" 박영사 2017

    10 유성재, "기간제법상 차별시정제도와 간접차별" 법학연구소 39 (39): 247-271, 2022

    1 김은미, "헬기 조종사의 자격 미달과 자동연장조항의 해석" 한국항공우주정책⋅법학회 37 (37): 81-121, 2022

    2 오성규 ; 김맹선, "한반도 주변국가의 항공법 비교연구" 한국항공우주정책⋅법학회 24 (24): 105-137, 2009

    3 김형배, "새로 쓴 노동법" 박영사 2016

    4 변성영, "상대평가에 의한 갱신거절의 정당성" 한국노동법학회 (68) : 1-26, 2018

    5 김홍영, "사회통합과 비정규직 노동법의 변화" 한국법학원 134 (134): 80-95, 2013

    6 노동부, "비정규직 보호 법률 해설" 2006

    7 이미선, "대법원판례해설 제87호" 법원도서관 2011

    8 최은배, "노동법실무연구 제1권(김지형 대법관퇴임기념)" 노동법실무연구회 2011

    9 임종률, "노동법" 박영사 2017

    10 유성재, "기간제법상 차별시정제도와 간접차별" 법학연구소 39 (39): 247-271, 2022

    11 도재형, "기간제법 시행 이후 갱신기대권 법리의 적용 가능성 ― 대법원 2016. 11. 10. 선고 2014두45765 판결 ―" 서울대학교노동법연구회 (42) : 195-219, 2017

    12 노길준 ; 이승길, "기간제법 시행 이후 갱신기대권 법리에 관한 소고" 한국비교노동법학회 40 : 313-353, 2017

    13 김희성, "기간제근로자의 갱신기대권에 관한연구" 한국경제연구원 2015

    14 김태현, "기간제근로자에 대한 갱신기대권 법리의 적용에 관한 법적 검토" 한국노동법학회 (61) : 1-42, 2017

    15 김홍영, "기간제 근로자의 고용 보장 법리 — 갱신기대권 법리의 검토 —" 법학연구소 39 (39): 219-246, 2022

    16 박수근, "기간제 근로분쟁에서의 쟁점과 법해석의 기준 및 과제" 서울대학교노동법연구회 (18) : 179-219, 2005

    17 신권철, "기간제 근로계약의 무기근로계약으로의 전환" 서울대학교노동법연구회 (30) : 197-251, 2011

    18 도재형, "기간제 근로계약 갱신 거절권의 제한" 서울대학교노동법연구회 (24) : 147-184, 2008

    19 박은정 ; 권오성, "근로관계에서 ‘기대권’ 법리의 기능과 한계" 법학연구소 56 (56): 253-284, 2021

    20 권창영 ; 김선아, "국제항공운송 승무원의 일상적 노무제공지" 한국항공우주정책⋅법학회 34 (34): 39-77, 2019

    21 이현희, "국제선 객실승무원에 대한 징계의 정당성 판단과 취업규칙 불이익변경" 한국항공우주정책⋅법학회 36 (36): 3-41, 2021

    22 석광현, "국제사법해설" 박영사 2013

    23 윤남순, "국제사법상 근로계약의 준거법" 한국경영법률학회 26 (26): 633-672, 2016

    24 신창섭, "국제사법" 세창출판사 2015

    25 이우석, "갱신기대권에 대한 소고" 민사법의 이론과 실무학회 21 (21): 183-212, 2018

    26 남궁준, "간접차별의 요건 : 영국대법원 Essop, Naeem판결 분석" 한국노동연구원 2017

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