1. The Defendant’s KRW 6,788,322 as well as the Plaintiff’s KRW 5% per annum from May 14, 2016 to January 17, 2017.

1. Facts of recognition;

A. On or around March 1998, the Plaintiff was appointed as a teacher of C University (title at the time of appointment: D University; hereinafter “C University”) operated by the Defendant and was appointed as an associate professor on or around October 1, 2006.

B. The Defendant maintained the salary system based on the annual salary system by the year 198 with respect to the payment system of C University Teachers by the year 198, and enacted and implemented a provision on the payment of annual salary system based on the annual salary that reflects the results of the faculty in the immediately preceding year from March 1, 1999.

C. On February 25, 199, the Defendant explained the enforcement of the annual salary system at the Teachers’ Training Council held prior to the enactment of the provision on the payment of the annual salary system for the performance-based bonus, and received a written consent for the application of the annual salary system individually from teachers around March 199.

From April 2013 to March 2014, the Defendant paid the Plaintiff the amount indicated in each payment column in the attached Table.

The Defendant’s payment date is the 17th day of each month.

[Ground of recognition] Facts without dispute, Gap evidence Nos. 1, 6, 7, 8, 12 (including paper numbers; hereinafter the same shall apply), the purport of the whole pleadings

2. Determination

A. (1) In order for an employer to amend the existing working conditions to the disadvantage of the employee due to the amendment of the rules of employment, the employer should obtain consent from the employee under the previous working conditions or the collective decision-making method of the employee under the rules of employment (proviso of Article 94(1) of the Labor Standards Act). This refers to a labor union where there is a labor union organized by the majority of the employees while the employer was excluded from intervention or interference, or a labor union where there is no labor union, a consent by the majority of the employees by means of an independent conference if there is no labor union, and the rules of employment is not effective unless there is consent by such method as above. This also refers to workers