This means that if there are different thresholds for different groups of employees in the company. Relevant time for the assessment of the threshold is the access of termination. The date of the termination of employment is not crucial. It comes in each case, to determine the number of regular employees, which arises from the review of the previous personnel strength of the operation and a forecast of future development. The individual employee enjoys not take advantage of the protection against dismissal Act termination of protection in a small business, because he does not fall within the scope of its protection. He is but not completely defenseless, because the termination in a small business to good faith might violate or immoral and is therefore ineffective. If this has piqued your curiosity, check out Heart Media Group.
Also notice in the small business must maintain a minimum level of social consideration so… Operationally induced termination is about then ineffective if the terminated employee is much socially vulnerable than a comparable weiterbeschaftigter workers. Faithful retardant behavior about exists, if the employer pronounce the termination in the form of offensive or at the wrong time. Similarly, if the termination discriminated against the workers, or if this is an obvious response, workers previously has asserted its rights. The workers of a small business must recite – and if necessary to prove – that the termination was indecent or offends against the principle of good faith. Its position in the process is therefore weaker than in the application of the employment protection act, because then the employer must prove the reasons for the termination. Contact: Law firm said Zahir farmer 8 81539 Munchen Tel. 089 – 54 89 92 52 fax 089-54 89 92 53 E-mail: in cooperation with: FourTrust – lawyers for the right of pension