Tag Archive: conduct-related dismissal

No extraordinary and immediate termination where employee consumed pastries without payment

The State Labour Court in Baden-Württemberg (Landesarbeitsgericht Baden-Württemberg) decided on 29.12.2015 (10 Sa 32/15) that, even if an employee consumes cakes and pastries belonging to the employer without payment, an extraordinary and immediate termination might be ineffective if it is not certain that the employee has deliberately and seriously broken existing rules if clarification and, …

Continue reading »

No ice behind the steering wheel

The German Federal Labour Court (Bundesarbeitsgericht, BAG; docket no. 6 AZR 471/15) recently had to review a decision made by the Nuremberg Higher Labour Court (Landesarbeitsgericht, LAG; docket no. 7 Sa 124/15) that considered a first-time DUI violation not sufficient for an immediate termination of a truck driver’s employment contract. The Federal Labour Court considered …

Continue reading »

Compliance investigations and the two-week exclusionary period for immediate dismissal for cause

The successful management and timing of compliance investigations requires careful consideration of the statutory two-week exclusionary period for immediate dismissal for cause of employees involved in any compliance violations.   In German law, an immediate dismissal for cause is only valid and legally effective if the competent works council was duly heard and the written dismissal …

Continue reading »

Al Capone freaked out – and suddenly carnival had become a serious matter…

Carnival is about to take place in two weeks. Therefore, a recent decision of the Higher Labour Court Düsseldorf (Landesarbeitsgericht, LAG) of 22 December 2015 (docket number 13 Sa 957/15) might be of interest in respect of the numerous upcoming corporate Carnival events. In the case at hand the parties argued about the validity of …

Continue reading »

Petty theft from work fridge no grounds for dismissal without notice

The Labor Court Hamburg (Arbeitsgericht Hamburg, ArbG) ruled on 1 July 2015 (docket number: 27 Ca 87/15) that while petty theft can generally justify a dismissal for cause,  it may be disproportionate after considering all relevant circumstances.   In this case, the employee, working as a nurse in the emergency department at a hospital, took …

Continue reading »

Only once is once too often

The Higher Labor Court Hesse (Landesarbeitsgericht Hessen) ruled on 23 March 2015 (ref. no. 16 Sa 646/14) that handing the employer an intentionally manipulated sick note can justify an extraordinary dismissal even if the employment relationship lasts for more than 23 years without significant misconduct. In this case the employee, a mother of 2 children …

Continue reading »

This ship has sailed, or: Dismissal of a pirate

Making illegal copies of CDs and DVDs at work using equipment provided by the employer can be grounds for dismissal for cause with immediate effect (judgment by the Federal Labour Court – Bundesarbeitsgericht, BAG; dated 16 July 2015, docket number 2 AZR 85/15). The employee had been working for the Land Saxony-Anhalt and was in …

Continue reading »

A sit-in in a superior’s office to enforce a wage increase may be grounds for termination

A recent judgment by the Higher Regional Labour Court Schleswig-Holstein (Landesarbeitsgericht Schleswig-Holstein, LAG), upheld the dismissal of an employee who blocked her superior’s office in order to obtain a non-tariff salary increase (judgment dated 06 May 2015, 3 Sa 354/14). The employee, who had been employed by the company for more than twenty years and …

Continue reading »

Protection of confidential business secrets – Sharing sensitive company data among works councils of group companies

Passing on business secrets by employees to third parties may be a criminal offence and therefore potentially justify an immediate dismissal for cause. In a recent ruling the regional labour court (Landesarbeitsgericht, LAG) Schleswig-Holstein decided that sharing sensitive company data among works councils of group companies may not always justify a dismissal (March 4th, 2015; docket …

Continue reading »

No can do

Using a company credit card for private purposes without express permission from the employer may be grounds for a formal warning or even allow for a conduct-related dismissal (judgment by the Nuremberg Higher Regional Labour Court, Landesarbeitsgericht, LAG; dated February 3, 2015, docket number 7 Sa 394/14). In the case at hand, the employer provided …

Continue reading »

Older posts «