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By Simone Janson (More) • Last updated on October 05.05.2022, XNUMX • First published on 23.10.2018/XNUMX/XNUMX • So far 6846 readers, 2687 social media shares Likes & Reviews (5 / 5) • Read & write comments
Horror theme Termination: Again and again you hear about people who have been terminated without notice because of a small offense. in the Interview with Sophia von Rundstedt the case of an employee who was terminated on the first day after parental leave. What are employers allowed to do? 10 tips.
As the story of that Employees went through the press on the very first day of parental leave from his Executive was released, the question always resonated: “Is he actually allowed to do that? We have protection against dismissal! "
The protection against dismissal by trade unions in fierce labor struggles seems to become increasingly a relict, employers would prefer to abolish it altogether in the course of global flexibilisation and competitiveness, as is the rule in most other countries.
A few days later, by the way, the next story of this kind went through the press. In both cases, the riddle was Solution: The Companys had less than 10 employees. And that made protection against dismissal virtually obsolete.
But otherwise the protection against dismissal does not apply in every case, but much more often than many people think, the sword of Damocles hovers over the heads without notice. For example, in the case of gross breaches of duty.
A staff member settled down after a violent Streit on sick leave with her boss for the next few weeks. The fact that the incapacity for work that she submitted during this time were each issued by a different doctor and for different reasons for the illness made the boss suspicious and he resigned his employee without notice.
There was also no legal action against dismissal: the judge ruled that the dismissal is admissible without justification, because the deliberate pretense of incapacity for work is a serious duty violation.
In another case, an employee was fired without notice for taking smoke breaks without the boss's permission. However, he had neither expressly forbidden the breaks nor Behavior warned beforehand, so that termination without notice is problematic.
And also in the case of an office worker who calls her superior "dumb ass" insulted had, the labor court declared the dismissal invalid because the special circumstances were taken into account: A warning would have been sufficient.
The examples show that it is not always easy to say when a termination is really appropriate - because often this depends on the individual case and the circumstances. But the fact is: If an employer wants to terminate an employee, he must be able to give a reason under the Protection Against Personal Injuries Act (KSchG) if the employee works longer than 6 months in a company employing more than 10 full-time employees.
One reason can be, for example, a job-related dismissal: The employer must demonstrate that “operational requirements” such as a drop in sales force him to quit. On the other hand, if an employee is no longer suitable for a job due to technical or physical reasons beyond his control, such as a permanent illness, he can be dismissed for personal reasons.
In addition, there are redundancies that an employee owes himself to by misconduct - for example, if he violates company secrets or has an unauthorized side job. Usually, however, the employer must first admonish before he can pronounce a behavioral termination.
The situation is different in the case of gross misconduct on the part of the employee, e.g. if the employee steals something or does so despite a ban Internet uses privately. Here the employer can terminate the contract immediately and without notice.
Dismissal after parental leave is just one of many cases that went through the press - there were also cases in which people because of insults, for example in social media networks were released, the round. But what are the reasons for dismissals without notice?
There must be an important reason in Germany for terminating an employment contract without notice.
And the legislature sees, when facts are present, that the continuation of the contract is unacceptable. Specifically, it says in §626 BGB:
But what are such important reasons? We will show you 10 examples – of course there are more clear more.
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Simone Janson is publisher, Consultant and one of the 10 most important German bloggers Blogger Relevance Index. She is also head of the Institute's job pictures Yourweb, with which she donates money for sustainable projects. According to ZEIT owns her trademarked blog Best of HR – Berufebilder.de® to the most important blogs for careers, professions and the world of work. More about her im Career. All texts by Simone Janson.
Of course, among other things, theft and insulting statements are obviously serious misconduct that would justify termination without notice. However, in some cases, employers terminate their employees for reasons that cannot be defined as serious. As an affected employee, you can contact an employment law attorney in such a case.
Thank you for your reference. A lawyer is sure to be a good idea.
Great site, I'm always happy to be here.
# Cancellations are not nice. What is the "employer" and what is not?
- Exciting contributionbRLQ7Tcpwv
@SimoneJanson @Career Pictures
RT @AlmaMeise: Good article: "Caution, termination" by @SimoneJanson: #Labor law # termination #job #career
What also leads to a termination without notice is: If one says oh I'm not upset I'm sick. And then really sick, but we have already mentioned such a case above. :)
Hello Steffan,
thanks for the note. Tomorrow we will bring a list with further reasons for dismissal.
Good article: "Caution dismissal" by @SimoneJanson: #Labor law # dismissal #job #career
RT @AlmaMeise: Good article: "Caution, termination" by @SimoneJanson: #Labor law # termination #job #career
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