{"id":5142,"date":"2022-07-02T07:47:51","date_gmt":"2022-07-02T07:47:51","guid":{"rendered":"https:\/\/www.bonnlegal.eu\/?page_id=5142"},"modified":"2022-07-06T07:54:24","modified_gmt":"2022-07-06T07:54:24","slug":"arbeitsrecht-2","status":"publish","type":"page","link":"https:\/\/www.bonnlegal.eu\/en\/arbeitsrecht-2","title":{"rendered":"Labour law"},"content":{"rendered":"
<\/div><\/div><\/div><\/div>
\n\t
\n\t\t\n\t\t
\n\t\t\t
\"\"<\/div>\n\t\t<\/figure>\n\t<\/div>\n<\/div><\/div><\/div><\/div>
\n\t
\n\t\t
\n\t\t\t

LABOUR LAW<\/h1>\n\n\t\t<\/div>\n\t<\/div>\n\n\t
\n\t\t
\n\t\t\t

Labour law plays an important role for us in the course of providing holistic support. When drafting (model) employment contracts, we naturally take our clients' interests into account.<\/p>\n

Furthermore, in addition to our preventive advice in the area of labour law, we are primarily active in court. Focal points of our advisory work in the legal field\u00a0Labour law<\/em>\u00a0have been compiled below.<\/p>\n\n\t\t<\/div>\n\t<\/div>\n

<\/span><\/div><\/div><\/div><\/div><\/div>
\n\t
\n\t\t
\n\t\t\t\n\t\t<\/div>\n\t<\/div>\n
\n\t
\n\t\t\n\t\t
\n\t\t\t
\"\"<\/div>\n\t\t<\/figure>\n\t<\/div>\n<\/div><\/div><\/div>
\n\t
\n\t\t
\n\t\t\t

EMPLOYMENT CONTRACT<\/h2>\n

For employees and employers, the employment contract deals with issues such as remuneration, leave, continued payment of wages in the event of illness, payment of social security contributions, old-age provision, but also issues such as liability, compensation for damages, etc.<\/p>\n

Whether agreed orally or in writing, the employment contract usually contains information on which activity is to be performed from when, where, to what extent and under which distribution of working time.<\/p>\n\n\t\t<\/div>\n\t<\/div>\n\n\t

\n\t\t
\n\t\t\tContact<\/a>\n\n\t\t<\/div>\n\t<\/div>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div>
\n\t
\n\t\t
\n\t\t\t\n\t\t<\/div>\n\t<\/div>\n
\n\t
\n\t\t\n\t\t
\n\t\t\t
\"\"<\/div>\n\t\t<\/figure>\n\t<\/div>\n<\/div><\/div><\/div>
\n\t
\n\t\t
\n\t\t\t

WARNING & NOTICE<\/h2>\n

A warning or dismissal is usually a serious disruption in the lives of those affected and their families.<\/p>\n

Resigning oneself needs to be well thought out, and when receiving a resignation it is important to consider what is to be achieved and what legal or other steps will make these goals possible.<\/p>\n

This can be, on the one hand, keeping the job, but on the other hand also, for example, negotiating the highest possible severance pay.<\/p>\n\n\t\t<\/div>\n\t<\/div>\n\n\t

\n\t\t
\n\t\t\tContact<\/a>\n\n\t\t<\/div>\n\t<\/div>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div>
\n\t
\n\t\t
\n\t\t\t\n\t\t<\/div>\n\t<\/div>\n
\n\t
\n\t\t\n\t\t
\n\t\t\t
\"\"<\/div>\n\t\t<\/figure>\n\t<\/div>\n<\/div><\/div><\/div>
\n\t
\n\t\t
\n\t\t\t

TERMINATION AGREEMENT<\/h2>\n

In a termination agreement, the employer and the employee agree that the employment relationship will be terminated by mutual consent, usually in return for a severance payment. The amount of the severance pay is not tied to an upper limit or to the monthly earnings of the person concerned.<\/p>\n

What severance pay is appropriate is determined above all by the respective negotiating skills of the parties. Negotiations on the amount of severance pay usually take into account the possible prospects of success of an action for protection against dismissal and the social problems triggered by a dismissal.<\/p>\n\n\t\t<\/div>\n\t<\/div>\n\n\t

\n\t\t
\n\t\t\tContact<\/a>\n\n\t\t<\/div>\n\t<\/div>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div>
\n\t
\n\t\t
\n\t\t\t\n\t\t<\/div>\n\t<\/div>\n
\n\t
\n\t\t\n\t\t
\n\t\t\t
\"\"<\/div>\n\t\t<\/figure>\n\t<\/div>\n<\/div><\/div><\/div>
\n\t
\n\t\t
\n\t\t\t

LABOUR LAW - OTHER AREAS<\/h2>\n

Further focal points of our advisory services in the area of labour law are:<\/p>\n