1. Introduction to the text
This article discusses a case where an intern employee was fired after being late to work 4 times in 8 days. The article explores the legal concept of “unavoidable reasons” for dismissal and how it was applied in this particular case.
2. Vocabulary
| Korean Word | Romanization | English Meaning | Contextual Example |
|---|---|---|---|
| 씨는 | ssi-neun | Mr./Ms. (honorific) | B 씨는 메신저로 “안해봐서 모르는데요~” 라고 주장했습니다. |
| 씨의 | ssi-ui | Mr./Ms.’s (honorific) | B 씨의 근무기간은 2023년 11월부터 2024년 1월까지(3개월)이었습니다. |
| 사건 | sa-geon | case, incident | 이 사건은 대법원까지 올라가는 특별한 사건이었습니다. |
| 부득이한 | bu-deul-i-han | unavoidable, inevitable | 법원에서 인정하는 ‘해고의 부득이한 사유’란 무엇일까요? |
| 씨가 | ssi-ga | Mr./Ms. (honorific, subject case) | B 씨가 메신저로 “안해봐서 모르는데요~” 라고 주장했습니다. |
3. The main text in both Korean and English
대법원까지 올라가는 사건은 많지 않습니다. 우리 주변의 사건들은 대부분 1, 2심에서 해결되지만 특별한 사건이 아니면 잘 알려지지 않는 게 현실입니다.
Cases that reach the Supreme Court are not very common. Most incidents around us are resolved in the first or second trials, but the reality is that cases that are not particularly special are not well known.
법원에서 인정하는 ‘해고의 부득이한 사유’란 무엇일까요? 근로계약에 따르면 B 씨의 근무기간은 2023년 11월부터 2024년 1월까지(3개월), 근무시간은 오전 9시부터 오후 6시까지(이 가운데 1시간 휴게시간)였습니다.
What constitutes “unavoidable reasons” for dismissal recognized by the court? According to the employment contract, B’s work period was from November 2023 to January 2024 (3 months), and the work hours were from 9 AM to 6 PM (with a 1-hour break).
사무장이 업무 지시를 하자, B 씨는 메신저로 “안해봐서 모르는데요~ 나눠서 해야되지 않겠어요?”라고 주장했습니다.
When the office manager gave B instructions, B messaged, “I don’t know because I haven’t tried it~ Shouldn’t we divide it up?”
‘각하’란 청구 자체가 부적법해 주장에 대한 판단 없이 소송절차를 종료하는 법원의 결정입니다. 따라서 이런 소규모 사업장에서의 해고는 민법 제661조에 따른 ‘부득이한 사유’가 있는지를 기준으로 판단하게 됩니다.
‘Dismissal’ is the court’s decision to terminate the lawsuit proceedings without even examining the arguments, as the claim itself is deemed unlawful. Therefore, in dismissals from small businesses like this, the criterion is whether there were “unavoidable reasons” as per Article 661 of the Civil Code.
B 씨가 8일 동안 4번이나 지각했다는 점은 인정되었습니다. 사장님은 B 씨의 잦은 지각으로 인해 업무에 차질이 생기자 참지 못하고 해고를 결정했습니다.
It was acknowledged that B was late 4 times in 8 days. The boss, unable to tolerate B’s frequent tardiness causing disruptions to work, decided to dismiss B.
이처럼 소규모 사업장에서의 해고는 근로자의 귀책사유와 사용자의 경영상 필요성 등을 종합적으로 고려하여 판단하게 됩니다.
In this way, dismissals from small businesses are judged by comprehensively considering the employee’s fault and the employer’s business necessity.
4. Reading comprehension questions
- What is the main issue discussed in this article?
- What were the work details of the employee B according to the employment contract?
- How did B respond when the office manager gave instructions?
- What is the legal meaning of ‘dismissal’ (각하) in this context?
- What were the key factors considered in judging the dismissal of B from the small business?
5. Cultural and historical notes
In South Korea, labor laws and employee rights are an important but often complex issue, especially for small businesses. This case highlights how the legal concept of “unavoidable reasons” for dismissal is interpreted and applied in practice, reflecting the nuances and challenges involved in workplace disputes.