1. The defendant shall pay 13,00,000 won to the plaintiff and 20% per annum from June 11, 2013 to the day of complete payment.

1. Basic facts

A. Defendant Company was subject to disciplinary action against the Plaintiff due to the following disciplinary reasons, and the Plaintiff was determined by the Central Labor Relations Commission through the Jeonbuk Regional Labor Relations Commission as follows.

On March 1, 2011, the number of the regular employees of Defendant Company, including the contents of the Defendant Company’s business and the funeral agency business, etc., being employed by the chief of the general affairs division on March 1, 201, and on September 22, 2011, disciplinary action such as demotion was taken on his behalf on September 19, 201 (hereinafter “instant disciplinary action”), and the general affairs and employees C were without permission of the name of the representative director D’s wife, and the Plaintiff, the direct employees of C, is jointly and severally liable with C.

Article 27 of the Labor Standards Act was violated on the ground that the grounds for dismissal of the defendant's application for reexamination of the contents of the first instance judgment (the former North Regional Labor Relations Commission, December 12, 201), which cited the plaintiff's application for remedy by the plaintiff (the National Labor Relations Commission, April 12, 2012), is not recognized, the disciplinary procedure is illegal, and no written notification was made.

B. On May 3, 2012, Defendant Company filed with the Seoul Administrative Court an action for cancellation of the adjudication on relief in unfair dismissal (2012Guhap14231), but was sentenced to a judgment against the Seoul Administrative Court on December 20, 2012, and thereafter filed an appeal with the Seoul Administrative Court (2013Nu4172). On the following grounds, Defendant Company revoked the reexamination decision by the Central Labor Relations Commission.

① According to Article 11 of the Rules of Employment of the Defendant Company, a person employed as an employee shall sign and seal the written employment contract and enter into the employment contract in principle, but the term of the employment contract shall be one year, but may be renewed as necessary, and the period shall be determined and implemented in the written employment contract; ② In the sense that the Plaintiff is well aware of the contents of the rules of employment; ③ the written opinion hearing on the enactment of the rules of employment; ③ the annual salary contract prepared between the Defendant Company and the Plaintiff shall be from March 1, 201.