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By Simone Janson (More) • Last updated on October 16.11.2009, XNUMX • First published on 16.11.2009/XNUMX/XNUMX • So far 7395 readers, 1390 social media shares Likes & Reviews (5 / 5) • Read & write comments
The Black-Yellow coalition wants to allow chain contracts in temporary employment. So far, a fixed-term contract can be extended only three times without a material reason within two years. That should change now. What exactly does that mean?
Since 01. January 2001 is subject to the Part-Time and Temporary Conditions Act in Germany. Accordingly, the limitation of an employment contract is possible at any time if justified by a factual reason.
This includes, for example, the representation of a worker on maternity leave or the probationary period. However, such a time limit is not permitted if the same employer has previously had a temporary or permanent employment relationship.
If, on the other hand, there is no objective reason, an employment contract can only be limited to a maximum of two years. And within these two years at most three times an extension of a fixed-term contract is permissible. According to the applicable legal situation, the employer is obliged to terminate the employee permanently if he wishes to continue his employment.
This is precisely the point the CDU and the FDP want to change according to their coalition agreement: Employment contracts should be limited to a maximum of two years without a foundation and can be extended three times during this period. But then, after a waiting period of one year, it is possible to conclude a new fixed-term contract with the same employer with whom a previous employment relationship already existed.
According to the argument, this not only has disadvantages for employees: the existing law can lead to paradoxical situations: For example, whoever Study in a Company who has worked for a few weeks can no longer be hired on a fixed-term basis if he applies for a job in the same company five years later.
Reason: He has already fulfilled the maximum fixed-term period with one temporary job. However, the unions consider this to be an advanced argument. Evelyn wheels, advisor for labor market policy of the union ver.di in Berlin, emphasizes: “If you had wanted, you could have found exceptions for such cases. In reality, the coalition is concerned with hollowing out protection against dismissal! ”
Above all, the trade unions fear that conditions which are customary up to the year 2000 will return. According to the then applicable Employment Promotion Act, an employee could once again conclude an employment contract with the same employer within four months.
In addition, employees could alternately be employed on a temporary basis “with an objective reason” and “without an objective reason”. This led to the fact that it was not uncommon to conclude unlimited chain work contracts that circumvented protection against dismissal.
Evelynräder finds this situation unacceptable for employees: “They are held out and have to be in constant Anxiety live that their employment relationship will not be extended. The scheme encourages insecure employment rather than new jobs!”
What effects does the coalition project have on you? Eight example cases, as the law changes are planned according to the current state of affairs:
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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.
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