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Limitation of employment contracts and termination
Limitation of employment contracts and termination
Since coming into effect in the year 2000, the Labour Court Acceleration Act changed procedural rules of the Labour Court Act
Cologne,
Nordrhein Westfalen,
India
(sardnews.org)
03/09/2012
http://www.grprainer.com/en/Employment-Termination.html Since coming into effect in the year 2000, the Labour Court Acceleration Act changed procedural rules of the Labour Court Act, but also set down an important new provision in substantive labour law. Its goal is to simplify and speed up labour court proceedings.
GRP Rainer Lawyers Tax Advisors, Cologne, Berlin, Bonn, Dusseldorf, Hamburg, Munich, Stuttgart, Frankfurt www.grprainer.com elaborate: If a temporary employment contract was not concluded in writing, the temporal limitation is invalid and the contract is valid for an indefinite term. A termination - with or without notice - by the employer or employee is only legally effective if it has been declared in writing. This applies to all notices of termination received by the recipient of the termination after 01.05.2000. From that date also, a dissolution agreement or the temporal limitation of an employment agreement is valid only if agreed in writing. Under the new rules of the Civil Code, the termination of an employment relationship by notice of termination or dissolution agreement, as well as the temporal limitation of an employment agreement, require the written form to be effective.
The requirement of writing for the above-mentioned forms of termination of an employment relationship is the logical complement to the law on notification of conditions governing an employment relationship law, which requires the employer to fix in writing the essential contractual conditions and hand them over to the employee no later than one month after the agreed start of employment.
Since after a termination has been declared, workers are allowed a short period to engage their attorneys in the investigation of any possible invalidity relating thereto. In cases of termination, it is therefore important to act rapidly and seek comprehensive advice from a lawyer. After termination, the employee should bring appeal to the works council within one week, or raise a claim within three weeks before the competent work court.
http://www.grprainer.com/en/Employment-Termination.html
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