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is no compensation for the injured employee

is violated, an employee of a company in a traffic accident, the cost of a replacement force of the injured employee is not recoverable. After the Supreme Court, BeckRS. 2008, 23 428, it lacks a legal basis. been injured is not the company, but only the employees of the company. A legal right, particularly the commercial operation of the company, was not injured. A so-called intervention in the trade or business, which can lead to compensation claims, is in principle only at a targeted impairment. This means that an act of infringement must be sent directly to the business enterprise itself. This is the mere violation of an employee in a traffic accident undoubtedly not regularly given.

often overlooked by employers, however, that they have against the infringer for the continued payment of wages Act, a refund can claim.

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Naughty Works: notice ineffective

Does an employee (in this case even a works council) with his superiors, working conditions are inhumane in the operation, according to the Works Constitution Act was banned and "These are working conditions like in the concentration camps", this is indeed a gross insult. This principle can also justify termination without notice. A dismissal is disproportionate for a single incident, a very long tenure (provisional 35 years) of the employee and a plausible excuse, which relies on the contract without any termination for cause to be carried out to balance interests. In the present case, the termination was therefore invalid. The employer could, therefore, the approval of the works of extraordinary Termination of the employee can not replace the courts (Hessian LAG 03.09.2008, 8:00 TaBV 10/08).

well only that the worker the employer only grossly insulted him, and not a cent amount "easier", eg for coupons or malicious use of the postage meter for a private employer letter. I refer to the Post Office to be made cashiers Judgement, where Me is a similar balance in favor of the employee could have. www.anwalt-strieder.de www.telefonrechtsrat.de

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Time Fraud: immediate dismissal!

The judgments of the Labour Courts and State industrial tribunals can close in recent years on a fairly rigorous treatment of the contract without notice if the employee has committed an offense against the employer or disturbed in any other way trust relationship by conduct of the employee so effectively is that a continuation of the employment relationship does not seem feasible. On the appropriate blog post, which I set to immediate termination suspected a cashier for an alleged misappropriation of low-quality mortgage brands, can I refer in that regard. Another example of a dismissal may be an erroneous application or manipulation of time and attendance, as this is a duty or constitute fraud can. Then, a dismissal to be effective even without a warning (LAG Rheinland-Pfalz, AZ: 2 Sa 537/07). The employee should note here that a dismissal without timely or appropriate behavioral termination is also considered if it meets with regard to the alleged conduct was not at fault. As a labor court weighs the loss of confidence and is enhanced, not in individual cases to be expected.

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