In its ruling of April 17, 2022 (Case No.: 9 Sa 250/21), the Saxony Regional Labor Court ruled that a violation of a work instruction that contains data protection law is grounds for a disciplinary action.
Although the decision is somewhat older, it plays a role in numerous labor law disputes. It will therefore be briefly discussed below. The Federal Labor Court
In its ruling of 19.01.2022 (Ref.: 12 Sa 705/22), the Düsseldorf Regional Labor Court decided that a serious threat to a supervisor and his family with physical violence is
The Berlin-Brandenburg Regional Labor Court ruled in a judgment dated July 5, 2022 (Case No. 16 Sa 1750/21) that termination is possible during parental leave. This is the case if
In a decision of 3.5.2022 (Ref.: 1 Sa 18/21), the Regional Labour Court of Thuringia ruled that an employee's persistent disregard for her smoking breaks should be recorded as such in the working time recording system.
The Siegburg Labour Court (judgement of 17.03.2022, ref.: 5 Ca 1849/21/21) ruled that the summary dismissal of a trainee for feigning illness in order to "skip" an examination was a
The Cologne Labour Court (judgement of 23.03.2022, ref: 18 Ca 6830/21) considered the summary dismissal of an employee for presenting a forged vaccination card to be effective.
In its judgement of 10 September 2021 (Ref.: 10 Sa 347/21), the Regional Labour Court of Hesse considered the extraordinary dismissal of a bus driver to be effective because the driver had only a small number of employees.
In its judgement of 01.12.2021, the Mannheim Labour Court upheld the extraordinary termination without notice that the Walldorf-based company SAP had issued to the plaintiff, the chairperson of the works council (Ref.: 2 Ca 106/21).
The Regional Labour Court of Baden-Württemberg confirmed the validity of a termination without notice of a works council member who had committed a data protection offence. The case The plaintiff works council member (plaintiff) had been employed since
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