A. On December 31, 2015, a Plaintiff, a stock company, engaged in facility security business, facility management business, and sanitary management service business, entered into a labor contract with the Republic of Korea, with 100 full-time workers from January 1, 2016 to December 31, 2016, and entered into a labor contract with the Intervenor to provide cleaning and security services for facilities belonging to the Ministry of Culture, Sports and Tourism (hereinafter “C”). (B) On January 1, 2016, the Plaintiff entered into the said labor contract with the Intervenor on June 1, 201, with the term of the labor contract “from January 1, 2016 to December 31, 2016, the Plaintiff was notified to the Intervenor on December 21, 2016 to the expiration of the said labor contract with the term of the labor contract on December 17, 2016.” (hereinafter the Plaintiff was notified to the Intervenor on January 28, 2016 to the expiration of the contract.

E. On February 21, 2017, the Intervenor filed an application for remedy with the former Regional Labor Relations Commission on the ground that the notification of the termination of the labor contract, as described in the said B and C, constitutes unfair dismissal. On April 20, 2017, the former Regional Labor Relations Commission rejected the renewal of the instant labor contract on the ground that the Plaintiff’s renewal of the contract was against the Intervenor’s legitimate renewal right against the expiration of the contract period.