IHR ANSPRECHPARTNER IM BEREICH Arbeitsrecht

ULRICH RELLING ULRICH RELLING
ULRICH RELLING
ULRICH RELLING
Fachanwalt für Arbeitsrecht
Telefon: 040 / 37 47 60-0
Telefax: 040 / 37 47 60 -60
E-Mail: ulrich.relling[a]greeve.de

Studium der Rechtswissenschaften in Hamburg und Heidelberg.
Erstes und Zweites Staatsexamen in Hamburg. Auslandstätigkeit in US-Kanzlei.

Seit 1981 Zulassung als Rechtsanwalt bei dem Landgericht Hamburg und seit 1986 zugleich bei dem Hanseatischen Oberlandesgericht in Hamburg. Seit 1986 Partner der Sozietät. Seit 2001 Seniorpartner der Kanzlei.

Fremdsprachen: Englisch
Diese Seite ist alphabetisch nach Stichworten geordnet. Sie erhebt dennoch keinen Anspruch auf Vollständigkeit. Wir haben zu jedem Stichwort interessante und wichtige Entscheidungen sowie Informationen für Sie zusammengestellt. Bitte beachten Sie, daß die Inhalte dieser Seite ausschließlich einer ersten allgemeinen Information dienen. Sie können eine rechtliche Beratung nicht ersetzen.

Ihr Ansprechpartner in allen arbeitsrechtlichen Fragen ist Rechtsanwalt Ulrich Relling (Fachanwalt für Arbeitsrecht).

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Abfindung - Abfindungen sind eine oft übliche Lösung, um Streit über eine Kündigung zu vermeiden / zu beenden und den Verlust des Arbeitsplatzes abzumildern. Sie sind steuerpflichtiges Einkommen, werden aber etwas verringert besteuert. Sozialabgaben fallen auf Abfindungen nicht an. Ist der Zeitpunkt der Zahlung nicht bestimmt, ist als Fälligkeit die Beendigung des Arbeitsverhältnisses anzunehmen, soweit diese zeitlich nach der Vereinbarung der Abfindung liegt. Wird eine Abfindung während der Bezugszeit von ALG II gezahlt, ist sie als Einkommen anzurechnen.

Abmahnung - Abmahnungen haben eine Warnfunktion. Sie sollen deutlich machen, daß ein konkretes Verhalten mißbilligt wird und daß im Wiederholungsfall mit Konsequenzen bis zu einer Kündigung zu rechnen ist. Sie sind gerichtlich nur auf Verstöße gegen das Übermaßverbot sowie auf Rechtsmißbrauch zu überprüfen. Ansonsten hat der Arbeitgeber einen Ermessensspielraum. Erst wenn dieser überschritten ist, besteht ein Anspruch auf Rücknahme der Abmahnung sowie Entfernung aus der Personalakte. Im Regelfall liegt in einer Abmahnung der Verzicht des Arbeitgebers darauf, den gleichen Sachverhalt für eine Kündigung zu verwenden. Das abgemahnte Verhalten wird durch die Abmahnung \\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\"verbraucht\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\" und kann nicht mehr für eine Kündigung dienen.

Abwerbung - Personalberater dürfen Arbeitnehmer/innen zu einer ersten Kontaktaufnahme am Arbeitsplatz anrufen, wenn sie das Gespräch darauf beschränken, nach dem Interesse an einer neuen Stelle zu fragen und diese bei Bejahen kurz zu beschreiben.

Abwicklungsvertrag - Der Abschluß eines Abwicklungsvertrages innerhalb der 3-Wochen-Frist für eine Klage gegen eine Kündigung nach deren Erhalt löst im Regelfall eine Sperrfrist aus. Anderes gilt, wenn die Kündigung objektiv rechtmäßig war. Bei solchen Verträgen ist Vorsicht geboten.

AGG – Ein Entschädigungsanspruch wegen unzulässiger Benachteiligung kommt nur für solche Bewerber/innen im Betracht, die sich subjektiv ernsthaft beworben haben und objektiv für die ausgeschriebene Stelle geeignet waren. Wer wegen einer nachweisbaren schweren Diskriminierung gekündigt wird, hat Anspruch auf eine Entschädigung von 3 Brutto-Monatsverdiensten, auch wenn sonst kein Kündigungsschutz bestand. Es gilt dafür eine Klagfrist von 3 Monaten. Allein statistische Daten reichen nicht aus, um eine Benachteiligung nach dem AGG anzunehmen, sie können aber ein Indiz sein.

Altersgrenze – Klauseln in Arbeitsverträgen, wonach das Arbeitsverhältnis mit Erreichen des normalen gesetzlichen Rentenalters endet, sind wirksam.

Altersteilzeit – Verringern sich die Einkünfte wegen freiwilliger Altersteilzeit, ist dies unterhaltsrechtlich unbeachtlich. Bei Betriebsübergang gehen Altersteilzeit-Arbeitsverhältnisse auch dann auf den Betriebserwerber über, wenn im sog. „Blockmodell“ die Arbeitsphase schon vor dem Betriebsübergang abgeschlossen war. Das gilt auch bei einem Betriebserwerb nach Eröffnung der Insolvenz. In diesem Fall sind die bereits erarbeiteten Vergütungsansprüche des nicht mehr arbeitspflichtigen Altersteilzeit-Arbeitnehmers aber bevorrechtigte Insolvenzforderungen, für die der Betriebserwerber nicht haftet. Bei Altersteilzeit im Blockmodell entspricht betreffend Entgelt und Sonderzahlungen der jeweilige Monat der Arbeitsphase dem entsprechenden Monat der Freizeitphase.

Altersversorgung – Wurde ein Arbeitsverhältnis durch das Gericht gegen Abfindung aufgelöst, kann ein dabei ggf. eingetretener Verlust einer Anwartschaft auf eine betriebliche Altersversorgung nicht zusätzlich als Schadensersatz o.ä. verlangt werden.

Angestellte (leitende) – Angestellte in Stabsfunktionen sind auch bei Prokura nicht automatisch leitende Angestellte.

Annahmeverzug - Ist z.B. eine Kündigung unwirksam, besteht oft ein Anspruch auf Entgelt-Nachzahlung. Der Arbeitgeber befand sich in „Annahmeverzug“. Ein solcher ist aber nicht gegeben, wenn der Mitarbeiter nicht leistungsfähig oder nicht leistungswillig war. Kann ein Arbeitnehmer nach Ende einer Krankschreibung die vertraglich geschuldete Arbeit aus gesundheitlichen Gründen nicht ausführen, entsteht für ihn kein Anspruch auf Entgelt.

Arbeitgeberdarlehen – Der Anspruch auf Rückzahlung wird von einer Ausgleichsklausel bei Kündigung / Ausscheiden nicht erfaßt.

Arbeitnehmer - Servicekräfte, die in Warenhäusern Ware annehmen, auszeichnen und aufpacken, sind Arbeitnehmer. Wer als Franchisenehmer seine Arbeitspflicht nicht allein erfüllen kann, sondern dazu Hilfskräfte braucht und solche auch einsetzen darf, ist kein Arbeitnehmer.

Arbeitsbereitschaft - Bei der Arbeitsbereitschaft befindet sich der Arbeitnehmer am Arbeitsplatz, und zwar während der Arbeitszeit (also keine Pausenzeit). Arbeitsbereitschaft ist \\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\"wache Aufmerksamkeit im Zustand der Entspannung\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\". Beispiel: Der Mitarbeiter im Callcenter, der für drei Minuten keinen Kundenkontakt hat, ist nicht in Arbeitsbereitschaft, sondern arbeitet, da es an einer Erholungsmöglichkeit fehlt. Dagegen befindet sich der Fahrer eines Velotaxis, der nur gelegentlich einen Kunden transportiert, während des längeren Wartens auf Kundschaft in Arbeitsbereitschaft. Genauso der Taxifahrer, der zwischen dem Kundentransport längere Stillstandzeiten hat oder auch der Feuerwehrmann ohne Einsatz. Die Zeit der Arbeitsbereitschaft zählt zur Arbeitszeit im Sinne des ArbZG. Allerdings wird die Arbeitsbereitschaft wird nicht wie volle Arbeitszeit gewertet. Fällt in der Arbeitszeit regelmäßig und in erheblichem Umfang Arbeitsbereitschaft an, ist eine tarifliche Verlängerung der täglichen Arbeitszeit auch über zehn Stunden hinaus möglich. Ein solcher Sachverhalt wird ab etwa 30 Prozent Arbeitsbereitschaft angenommen. Die Zeit der Arbeitsbereitschaft ist aber wie Arbeitszeit zu bezahlen.

Arbeitskleidung – Wenn Firmenkleidung zu tragen ist, die als solche deutlich erkennbar ist, sind die Umkleidezeiten Arbeitszeit.

Arbeitslosengeld - Ein Anspruch auf Arbeitslosengeld besteht, wenn folgende Voraussetzungen gemeinsam erfüllt sind: Man muß arbeitslos sein, die sog. Anwartschaftszeit erfüllt haben und sich persönlich bei der Agentur für Arbeit arbeitslos gemeldet haben. Eine gesetzliche Verpflichtung zur Arbeitssuchendmeldung besteht spätestens drei Monate vor Beendigung eines Arbeits- oder außerbetrieblichen Ausbildungsverhältnisses. Sie muß persönlich bei einer Agentur für Arbeit erfolgen. Liegen zwischen der Kenntnis des Beendigungszeitpunktes (z.B. einer Kündigung) und der Beendigung des Arbeits- und Ausbildungsverhältnisses weniger als drei Monate, hat die Meldung innerhalb von drei Tagen nach Kenntnis des Beendigungszeitpunktes zu erfolgen. Damit man die Fristen nicht versäumt, kann man sich auch telefonisch bei der Hotline der Agentur für Arbeit arbeitsuchend melden. Man muß aber die persönliche Meldung nach Terminvereinbarung nachholen. Auch wenn der Arbeitgeber eine Weiterbeschäftigung in Aussicht stellt oder man gegen die Beendigung der Beschäftigung Klage bei dem Arbeitsgericht erhoben hat, besteht die Pflicht zur Meldung. Sonst kann eine Sperrzeit von einer Woche eintreten. Arbeitslosengeld wird zudem nicht rückwirkend gezahlt. Die Arbeitslosmeldung dient der Sicherung der finanziellen Ansprüche. Sie ist zwingende Voraussetzung für den Bezug von Arbeitslosengeld. Formulare für die Arbeitslosmeldung erhält man nur im Amt, nicht im Internet. Gibt der Arbeitgeber Arbeitnehmern in Zusammenhang mit oder bei der Kündigung keinen Hinweis darauf, daß ma sich zur Vermeidung von Nachteilen umgehend arbeitssuchend melden muß, begründet das keinen Anspruch auf Schadensersatz. Haben gekündigte Beschäftigte Urlaubsabgeltung zu erhalten, ruht für die entsprechende Dauer der Anspruch auf ALG direkt nach Beschäftigungsende. Das gilt auch, wenn parallel dazu Krankengeld bezogen wird.

Arbeitsort – Die Bestimmung eines bestimmten Arbeitsortes, verbunden mit dem Vorbehalt eines Einsatzes im gesamten Unternehmen, ist zulässig als Ausdruck des Direktionsrechts.

Arbeitssicherheit – Nach § 8 II ASiG sind Fachkräfte für Arbeitssicherheit zu bestellen und jene mindestens dem Betriebsleiter direkt im Rang einer Stabsstelle zu unterstellen.

Arbeitszeit - Kirchen dürfen nach dem Arbeitszeitgesetz (ArbZG) von der gesetzlichen Höchstarbeitszeit abweichen. Wer an Sonn- und / oder Feiertagen arbeitet, hat nach dem Gesetz keinen Anspruch auf Zuschläge, sondern auf einen Ersatzruhetag. Zuschläge sind nur geschuldet, wenn Nachtarbeit geleistet wird.

Arbeitszeitkonto – Fehlen einem Mitarbeiter auf seinem vom Arbeitgeber geführten Zeitkonto geleistete Stunden, kann er Klage auf Gutschrift dieser Stunden erheben. Arbeitnehmer müssen eine Belastung mit Minusstunden nur hinnehmen, wenn der Arbeitgeber ihnen entsprechend Arbeit angeboten hatte, sie diese aber nicht angenommen bzw. nicht geleistet haben.

Aufhebungsvertrag - Wird ein Aufhebungsvertrag in Fällen geschlossen, in denen eigentlich eine Massenentlassung vorliegt, ist er solange unwirksam, bis das Arbeitsamt der Massenentlassung zugestimmt hat. Am Arbeitsplatz geschlossene Aufhebungsverträge können nicht als Haustürgeschäfte widerrufen werden. Stellt sich bei Streit über das Zustandekommen eines Aufhebungsvertrages heraus, daß dieser nicht zustande gekommen ist, besteht ein Anspruch auf Annahmeverzugsentgelt nur, wenn die Arbeitskraft angeboten war. Ein Aufhebungsvertrag ist wegen unzulässiger Umgehung des § 613 a BGB unwirksam, wenn ein Arbeitnehmer auf diesem Weg aus dem Altbetrieb ausscheidet und sogleich im Neubetrieb ein neues Arbeitsverhältnis begründet bzw. ihm dieses dort verbindlich in Aussicht gestellt wird.

Auflösungsantrag - Verlangt der Arbeitgeber in einem Kündigungsschutzprozeß mit einem leitenden Angestellten vorsorglich die Auflösung des Arbeitsverhältnisses gegen Gewährung einer Abfindung, geht das nur, wenn die Kündigung an der Sozialwidrigkeit scheitert.

Ausbildungskosten – Bietet der Arbeitgeber dem Mitarbeiter, der auf Betriebskosten studiert hat, nach Abschluß des Studiums keinen angemessenen Arbeitsplatz an, braucht jener bei Verlassen des Betriebes die Ausbildungskosten nicht zu erstatten. Arbeitgeber dürfen mit Beschäftigten vereinbaren, daß jene Ausbildungskosten erstatten müssen, wenn sie auf eigenen Wunsch vor Abschluß der vom Arbeitgeber bezahlten Ausbildung ausscheiden, sofern die Ausbildung bei Erfolg für den Beschäftigten von Vorteil ist.

Ausbildungsverhältnis – In einer Tätigkeit, die ein anerkannter Ausbildungsberuf ist, sind sog. Anlernverträge unwirksam. Das führt dazu, daß ein Anstellungsverhältnis besteht mit der Folge entsprechender Entgeltzahlung.

Ausgleichsklausel - Oft vereinbaren Arbeitgeber und Arbeitnehmer bei einem Streit über die Beendigung eines Arbeitsverhältnisses eine Lösung, mit der dann alles erledigt sein soll. Eine solche umfassende „Ausgleichsquittung“ umfaßt dann auch ein ggf. vereinbartes nachträgliches Wettbewerbsverbot. Klauseln, wonach eine Regelung sämtliche Ansprüche der Parteien untereinander erfaßt, sind grundsätzlich weit auszulegen. Eine Ausgleichsklausel für Ansprüche aus dem Arbeitsverhältnis erfaßt aber nicht Ansprüche, die nicht auf dem Arbeitsvertrag beruhen, sondern aus einem daneben geschlossen Vertrag über z.B. ein Arbeitgeberdarlehen.

Auskunft – Der Arbeitnehmer muß dem Arbeitgeber auf Befragen wahrheitsgemäß Auskunft erteilen über Art und Umfang der eigenen Arbeit, seinen Arbeitsbereich und seine betrieblichen Wahrnehmungen. Er muß sich dabei aber nicht selbst belasten. Sind besonders wichtige Rechtsgüter des Arbeitgebers betroffen, besteht ggf. aber auch dann eine Mitteilungspflicht. Zieht der Arbeitgeber zu dem Gespräch Dritte hinzu, darf das auch der Mitarbeiter. Soweit es um Leistung und berufliche Entwicklung geht, darf der Mitarbeiter stets den Betriebsrat hinzuziehen.

Auslandseinsatz - Entsendet ein Arbeitgeber einen Mitarbeiter befristet in das Ausland und ruht das inländische Arbeitsverhältnis in dieser Zeit, lebt es nach dem Fristablauf wieder auf.

Ausschlußfrist - Oft enthalten Arbeitsverträge und Tarifverträge Ausschlußfristen. Diese sind entweder „einstufig“ (mit Ablauf einer Frist von X Monaten o.ä. sind alle gegenseitigen Ansprüche erledigt) oder „zweistufig“ (wenn der Arbeitgeber auf Geltendmachung binnen einer Frist von X Monaten ablehnt oder nicht reagiert und man danach binnen einer weiteren Frist von X Monaten nicht klagt, sind alle gegenseitigen Ansprüche erledigt). Um solche Fristen zu wahren, reicht oft eine Kündigungsschutzklage aus. Anderes gilt bei zweistufigen tariflichen Ausschlußfristen, dort muß man alle Ansprüche gesondert geltend machen. Einseitige Ausschlußfristen sind unwirksam, zweiseitige Ausschlußfristen von jeweils 3 Monaten im Regelfall angemessen. Eine Klausel, nach der Ansprüche binnen bestimmter Fristen geltend zu machen sind, ohne daß an die Nichteinhaltung der Frist eine Rechtsfolge geknüpft wird, führt nicht zum Verfall. Eine Ausschlußfrist, die im Arbeitsvertrag unter Schlußbestimmungen zwischen Schriftformklausel und salvatorischer Klausel versteckt ist, ist unwirksam. Vorformulierte Ausschlußfristen, die nur für Arbeitnehmer gelten, sind unwirksam. Eine arbeitsvertragliche Ausschlußfrist von weniger als 3 Monaten ist unwirksam. Sie kann nicht umgedeutet oder verlängert werden. Eine in einem vorformulierten Arbeitsvertrag enthaltene zweistufige Ausschlußfrist muß eine Frist zur Geltendmachung von jedenfalls 6 Wochen und eine solche zur Klage bei Nichterfüllung von 3 Monaten enthalten. Mit einer Kündigungsschutzklage werden auch zweistufige vertragliche Ausschlußfristen auf Entgelt gewahrt. Für tarifliche Ausschlußfristen gilt das nicht. Auch Ansprüche von Mitarbeitern, daß ihr Arbeitgeber sie von der Inanspruchnahme durch Dritte wegen bei der Arbeit entstandenen Schäden bzw. begangenen Fehlern freistellt, unterfallen ggf. geltenden Ausschlußfristen.

Außendienst – Haben Außendienstler die Hauptaufgabe, verschiedene Kunden zu besuchen, gehört die gesamte Reisezeit zur vergütungspflichtigen Arbeitszeit, auch die Fahrt zum ersten und die Rückfahrt vom letzten Kunden, gleich ob diese vom Sitz des Arbeitgebers oder von der Wohnung des Mitarbeiters erfolgt.

Befristung - Auch die Befristung einer Arbeitszeiterhöhung bedarf zu ihrer Wirksamkeit eines sachlichen Grundes, wenn sonst der Änderungsschutz umgangen werden kann. Die Befristung der Zahl der Wochenarbeitsstunden bedarf eines sachlichen Grundes, wenn sonst der Änderungskündigungsschutz umgangen werden kann. Bei einer Befristung zur Vertretung ist auch eine „mittelbare“ Vertretung ausreichend, es muß nicht genau der fehlende Mitarbeiter vertreten werden. Auch die Befristung für die prognostizierte Dauer eines Projekts ist zulässig. Die reine Zeitbefristung eines Arbeitsverhältnisses muß mit Abschluß des Arbeitsvertrages und schriftlich vereinbart werden. Die Arbeit darf vorher nicht aufgenommen sein. Hat der Arbeitgeber dies nicht beachtet, hilft nur die Kündigung nach § 16 TzBfG. Eine erst nach Vertragsbeginn schriftlich vereinbarte Befristung ist unwirksam, auch wenn sie vor Arbeitsantritt mündlich vereinbart war. Die Aufzählung sachlicher Befristungsgründe im Gesetz ist nicht abschließend, sondern beispielhaft. Die Möglichkeit der Befristung wegen Alters ist mit EU-Recht unvereinbar. Das entsprechende nationale Recht ist nicht anzuwenden. Während einer Befristung können die Tätigkeit und die Vergütung geändert werden. Die Befristung eines Arbeitsverhältnisses ist unzulässig, wenn mit dem gleichen Vertragspartner in den 3 Jahren zuvor ein Arbeitsverhältnis bestanden hat, wobei es auf die konkrete natürliche oder juristische Person ankommt. Ein sachlicher Grund liegt nicht vor, wenn dem Mitarbeiter Daueraufgaben übertragen werden, welche von dem Stammpersonal wegen Überlastung nicht übernommen werden können. Eine Erprobung kann nur in Ausnahmefällen ein Grund für eine Befristung sein, da im Regelfall die gesetzliche Höchstprobezeit von 6 Monaten ausreicht. Befristete Arbeitsverträge, deren Befristung an das Lebensalter anknüpft, machen die Befristung unwirksam. Der Ausschluß befristeter Mitarbeiter von Zulagen, welche unbefristete Beschäftigte erhalten, ist unzulässig.

Behinderung – Die Vorschriften des SGB IX gelten nur für Schwerbehinderte und Gleichgestellte, nicht für sonstig behinderte Beschäftigte.

Bereitschaftsdienst – Beim Bereitschaftsdienst ist der Arbeitnehmer verpflichtet, sich an einem vom Arbeitgeber vorgegebenen Ort aufzuhalten, um der Aufforderung zur Arbeit unverzüglich nachkommen zu können. Der Arbeitnehmer unterliegt einer Ortsbeschränkung und muß zum sofortigen Arbeitsbeginn fähig sein. Beispiel: Bereitschaftsarzt nachts in einer Klinik. Hinsichtlich des Bereitschaftsdienstes gilt nach der Rechtsprechung des EuGH: Er ist als normale Arbeitszeit anzurechnen und zählt bei der Berechnung der Höchstarbeitszeit im Sinne des ArbZG mit. Bei dem Bereitschaftsdienst ist eine niedrigere Vergütung möglich oder eine Abgeltung durch Freizeitausgleich. Bereitschaftsdient ist Arbeitszeit und entsprechend bei der Festlegung von Pausenzeiten zu berücksichtigen.

Beschäftigung - Klagt man nach Erhalt einer Kündigung gegen jene, gilt die Kündigung vorläufig im Regelfall solange, bis das Gericht anders entscheidet. Man scheidet zu dem in der Kündigung genannten Enddatum erst einmal aus dem Betrieb aus. Die gleiche Wirkung tritt ein, wenn der Arbeitgeber schon vorher freistellt. Verhindern kann man letzteres mit einem Verlangen nach Beschäftigung. Arbeitgeber schulden neben Entgelt auch dem Arbeitsvertrag entsprechende Beschäftigung, solange das Arbeitsverhältnis besteht. Will man über das Datum des Ausscheidens hinweg tätig bleiben, solange die Klage gegen die Kündigung läuft, muß Weiterbeschäftigung verlangt werden. Dafür muß entweder der Betriebsrat der Kündigung begründet widersprochen haben oder die Kündigung muß deutlich sichtbar unwirksam sein. Wichtig ist, daß man das Verlangen so formuliert, daß man nicht an Formalien scheitert. Am besten nennt man nur die Art der Beschäftigung gemäß Festlegung im Arbeitsvertrag, aber nicht die Einzelheiten, weil man sonst mit dem sog. Direktionsrecht des Arbeitgebers kollidieren kann.

Beschäftigungszeit bei früherem Arbeitgeber – Arbeitgeber und Arbeitnehmer können vereinbaren, daß eigentlich nicht anrechenbare frühere Beschäftigungszeiten bei demselben oder einem anderen Arbeitgeber als Betriebszugehörigkeit zu berücksichtigen sind, wenn dies nicht der Umgehung der Sozialauswahl dient.

Betriebliche Übung – Das Entstehen einer betrieblichen Übung kann durch einen allgemeinen Freiwilligkeitsvorbehalt im Arbeitsvertrag verhindert werden. Dieser muß aber klar und deutlich sowie verständlich formuliert sein.

Betriebsrat – Auch bei Kündigungen in den ersten 6 Monaten eines Arbeitsverhältnisses ist der Betriebsrat anzuhören unter Mitteilung der Kündigungsgründe. Auch gekündigte Arbeitnehmer sind als Betriebsräte wählbar, wenn sie Kündigungsschutzklage erhoben haben. Der Betriebsrat ist über Vorstellungsgespräche in der Form zu unterrichten, daß ihm auch der Gesprächsinhalt mitgeteilt wird. Auch wenn eine Kündigung zwischen Arbeitgeber und Mitarbeiter abgesprochen ist, ist bei Bestehen eines Betriebsrats dieser anzuhören. Will der Arbeitgeber den gesamten Betrieb stillegen, braucht er neben dem Stillegungsbeschluß dem Betriebsrat nicht die Sozialdaten der Beschäftigten (Familienstand, Kinderzahl usw.) mitzuteilen. Der Arbeitnehmer muß im Prozeß zunächst nur vortragen, daß ein Betriebsrat besteht. Er kann mit Nichtwissen bestreiten, daß dieser überhaupt bzw. ordnungsgemäß gehört wurde. Erst wenn der Arbeitgeber dazu vorgetragen hat, muß der Arbeitnehmer substantiiert erwidern. Der Betriebsrat ist vor jeder Kündigung gesondert anzuhören. Das gilt auch, wenn ein Arbeitgeber vorsorglich wegen Zweifeln an einer Kündigung erneut aus gleichem Grund kündigt. Ein Betriebsteil oder eine Filiale sind räumlich weit entfernt mit der Folge, daß der Betriebsrat der Zentrale für sie nicht zuständig ist, wenn die Fahrtzeit zwischen Zentrale und Filiale für die einfache Strecke mit öffentlichen Verkehrsmitteln zwei Stunden überschreitet. Die Zuweisung bestimmter Räume / Arbeitsmittel an Mitarbeiter unterliegt nicht der Mitbestimmung des Betriebsrates. Ist ein Mitglied des Betriebsrats in Urlaub, hat das Ersatzmitglied Kündigungsschutz nach § 15 KSchG. Wird eine Abteilung stillgelegt, in der ein Betriebsrat arbeitet, muß der Arbeitgeber jenem keinen höherwertigen Arbeitsplatz in einer anderen Abteilung anbieten, um seine Kündigung zu vermeiden. Wird ein Mitarbeiter nach seiner Wahl zum Betriebsrat von einem Einzelzimmer in ein Großraumbüro versetzt, ist das eine unzulässige Benachteiligung. Der Betriebsrat kann verlangen, daß auch solche Arbeitsplätze ausgeschrieben werden, die dauerhaft von Leiharbeitern besetzt werden sollen. Der Betriebsrat ist auch dann anzuhören, wenn seine Wahl angefochten ist. Betriebsräte müssen sich, wenn sie während der Arbeitszeit Betriebsratstätigkeiten ausüben, beim Arbeitgeber abmelden und die voraussichtliche Dauer des Fernbleibens angeben, wenn dies der Überbrückung der Ausfallzeit dient. Die Mitwirkung des Betriebsrates an einem Interessenausgleich mit Namensliste ersetzt bei einer insolventen Firma dessen Stellungnahme zur Massenentlassungsanzeige.

Betriebsrat (Wahlen) - \\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\"Alle (4) Jahre wieder ...\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\" und damit 2014, 2018 usw. finden Wahlen zum Betriebsrat statt in der Zeit vom 01.03. bis zum 31.05. jedes vierten Jahres. So ist es in § 13 I 1 BetrVG festgelegt. Zuerst muß ein \\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\"Betrieb\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\" vorliegen, was voraussetzt, daß mindestens 5 ständig beschäftigte und damit wahlberechtigte Mitarbeiter/innen vorhanden sein müssen, von denen 3 wählbar sein müssen. \\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\"Betrieb\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\" ist auch ein Betriebsteil oder eine Zweigstelle, wenn diese selbständig und räumlich weit genug vom Hauptbetrieb entfernt ist, z.B. eine auswärtige Filiale. Die Größe des Betriebsrats beginnt mit einer Person (\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\"Betriebsobmann\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\" bzw. \\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\"Betriebsobfrau\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\") und wächst mit steigender Mitarbeiterzahl. Zur Wahl ist ein Wahlvorstand zu bestellen, dieser muß die Wahl vorbereiten und durchführen und die Stimmen auszählen. Bei Wahlfehlern kann die Wahl anfechtbar sein, bei schweren Fehlern ist sie nichtig.

Betriebsrente - Hinterbliebene eingetragene Lebenspartner/innen haben in gleicher Weise wie überlebende Ehegatten Anspruch auf Hinterbliebenenversorgung, wenn am 01.01.2005 noch eine Rechtsbeziehung zwischen dem Betriebsrentenempfänger und dem Versorgungsschuldner bestand. Der geldwerte Vorteil der Privatnutzung eines Dienstwagens gehört nicht zu dem für die Berechnung von Betriebsrenten maßgeblichen Entgelt. Überträgt ein Unternehmen Versorgungspflichten auf eine sog. Rentnergesellschaft, muß es diese so ausstatten, daß die laufenden und entstehenden Betriebsrenten geleistet und auch angepaßt werden können. Endet ein Arbeitsverhältnis unter Vereinbarung einer sog. Ausgleichsklausel, werden davon Betriebsrentenansprüche nicht erfaßt. Bei einem Betriebsübergang wird der neue Arbeitgeber auch Schuldner der Betriebsrenten. Ist eine Betriebsrente an das Entgeltniveau der aktiven Beschäftigten gekoppelt und verringert sich jenes infolge Verkürzung der Arbeitszeit, darf dies nicht zu einer Kürzung der erdienten Ausgangsrente führen. Betriebsrenten müssen nicht erhöht werden, wenn dadurch eine angemessene Eigenkapitalverzinsung des Unternehmens verhindert wird. Bei tätigen Unternehmen ist dies der Basiszins der Umlaufrendite öffentlicher Anleihen nebst einem Unternehmer-Risikozuschlag von 2%. Bei Rentnergesellschaften ist das nur der o.g. Zins ohne Risikozuschlag. Schließt eine Firma als betriebliche Altersversorgung für Beschäftigte eine Direktversicherung ab, steht im Insolvenzfall der Vertrag den Beschäftigten zu, wenn das versicherungsrechtliche Bezugsrecht nicht mehr widerrufen werden kann. Betriebsrenten dürfen an die Entwicklung der Einkommen der aktiven Beschäftigten gekoppelt werden.

Betriebsübergang – Wird ein Arbeitnehmer über einen Betriebsübergang nicht ordnungsgemäß nach § 613 a VI BGB unterrichtet, läuft die einmonatige Widerspruchsfrist nicht. Es besteht aber deshalb kein Kündigungsverbot. Maßgeblicher Zeitpunkt des Betriebsüberganges ist der Moment, in dem die Verantwortung für den Betrieb auf den Erwerber übergeht, in diesem Moment gehen auch die Arbeitsverhältnisse über. Mit dem Betriebsübergang erlischt die Identität des übergehenden Betriebs. Dort durch Betriebsvereinbarung geregelte Arbeitsbedingungen gelten einzelvertraglich fort. Kommt es dadurch im übernehmenden Betrieb zu ungleichen Vergütungen für gleiche Arbeit, stellt dies keinen Verstoß gegen den Gleichbehandlungsgrundsatz dar, sondern eine Rechtsfolge des Betriebsübergangs. Ein Betrieb und damit auch die dort bestehenden Arbeitsverhältnisse gehen zu dem Zeitpunkt auf den Übernehmer über, in dem auch die Verantwortung für den Betrieb übergeht. Auf ggf. anderslautende Absprachen der Beteiligten kommt es nicht an. Ein Betriebsübergang liegt nicht vor, wenn in einer personalintensiven Branche wie dem Reinigungsgewerbe nur 60 % der Reinigungskräfte übernommen werden. Die Vorschrift des § 613 a BGB für Betriebsübergänge findet auf gesetzlich angeordnete Übergänge von Arbeitsverhältnissen wie z.B. dem Übergang eines städtischen Betriebes auf eine Stiftung infolge einer gesetzlichen Regelung keine Anwendung. Die Neuvergabe der Bereederung eines Schiffes (hier: Forschungsschiff) kann einen Betriebsübergang darstellen, wenn es sich um ein Spezialschiff mit einer speziellen Einrichtung und einer speziell ausgebildeten Besatzung handelt. Erwerben verschiedene Unternehmen jeweils Teile eines insolventen Betriebes, liegt ein (Teil-)Betriebsübergang nur vor, wenn diese Teile bereits zuvor organisatorisch selbständig waren. Ein Aufhebungsvertrag ist eine unzulässige Umgehung des Kündigungsverbotes wegen eines Betriebsübergangs, wenn zugleich ein neuer Arbeitsvertrag mit dem Übernehmer geschlossen oder verbindlich in Aussicht gestellt wird. Betriebsveräußerer und Betriebserwerber müssen bei einem Betriebsübergang nach § 613 a VI BGB auch über die genaue Identität des Erwerbers informieren. Löst die Bundeswehr eine Instandsetzungseinheit auf und überträgt deren Aufgaben auf eine neu gegründete GmbH, liegt kein Betriebsübergang vor. Gehen staatliche Betriebe kraft gesetzlicher Regelung auf einen neuen Rechtsträger über, liegt kein rechtsgeschäftlicher Betriebsübergang vor, so daß auch kein Widerspruchsrecht besteht. Der Widerspruch gegen einen Betriebsübergang bedarf keiner Begründung. Auch ein Widerspruch mit dem Ziel der Verbesserung der Arbeitsbedingungen ist nicht rechtsmißbräuchlich. Schließt ein Arbeitnehmer mit dem bisherigen Arbeitgeber einen Aufhebungsvertrag und direkt anschließend mit dem Betriebsübernehmer einen neuen Arbeitsvertrag, stellt dies eine unzulässige Umgehung des Betriebsübergangs dar. Ein Erlaßvertrag, mit dem die Parteien eines Arbeitsverhältnisses den Verzicht auf rückständige Vergütung für den Fall vereinbaren, daß es zu einem Übergang des Betriebs auf einen Dritten kommt, verstößt gegen zwingendes Gesetzesrecht und ist unwirksam. Erhebt ein Mitarbeiter Klage gegen die Kündigung des alten Arbeitgebers mit der Angabe, jene sei wegen eines Betriebsüberganges unwirksam, kann er noch nach dem Obsiegen im Prozeß anschließend gegen den Betriebserwerber vorgehen. Das Unterrichtungsschreiben muß alle nötigen Hinweise klar und präzise sowie ohne juristische Fehler enthalten. Nach mehr als 12 Monaten kann trotz fehlerhafter Unterrichtung das Widerspruchsrecht verwirkt sein. Der Betriebsübernehmer muß sich die Kenntnis des Veräußerers von der Schwerbehinderteneigenschaft von Mitarbeitern zurechnen lassen. Übernimmt ein neues Unternehmen die Aufgaben eines bisher für einen Kunden tätigen Callcenters, liegt ein Betriebsübergang vor, wenn das neue Unternehmen einen wesentlichen Teil der wichtigen Mitarbeiter des alten Callcenter übernimmt. Auf eine fehlerhafte Unterrichtung über den Betriebsübergang kann sich der Arbeitnehmer nicht mehr berufen, wenn er anschließend einen Aufhebungsvertrag mit dem Erwerber abgeschlossen hat. Kommt es vor dem Ablauf der Kündigungsfristen nach einer Stillegung doch noch zu einem Betriebsübergang, liegt keine Betriebsstillegung vor. Das gilt auch in der Insolvenz. Eine Vereinbarung, mit der die Folgen des § 613 a BGB umgangen werden, ist nichtig. Bei einem Callcenter reicht die Übernahme von 3/4 der Belegschaft aus. Es findet kein Betriebsübergang statt, wenn Kantinen mit eigenem Kochbetrieb eingestellt werden und ein neuer Bewirtschafter dort nur noch zentral vorgefertigte Speisen durch Hilfskräfte aufwärmen und ausgeben läßt. Branchen, in welchen es im wesentlichen auf die menschliche Arbeitskraft ankommt, findet ein Betriebsübergang statt, wenn der Übernehmer sowohl die Tätigkeit fortsetzt als auch einen wesentlichen Teil des Personals übernimmt, insbesondere die wichtigen Kräfte. In Branchen, in denen es im wesentlichen auf die Betriebsmittel ankommt, findet ein Betriebsübergang statt, wenn der Übernehmer die Betriebsgegenstände und die Aufträge/Kunden übernimmt. Arbeitnehmer müssen über einen Betriebsübergang so genau informiert werden, daß sie über den neuen Arbeitgeber Auskünfte einholen können, also dessen genaue Anschrift und Bezeichnung kennen, auch z.B. Konzernverflechtungen. Ob ein Betriebsübergang vorliegt, ist eine Frage des Einzelfalls. Es kommt auf die Art des alten und des neuen Unternehmens an, die Übernahme von Gebäuden, Räumen und Maschinen, der wesentlichen Mitglieder der Belegschaft, des Kundenstammes, des Goodwill in Form von Name, Lage, Telefonnummer und Website sowie die Dauer einer eventuellen Unterbrechung der Tätigkeit des Betriebes an. Nimmt ein Arbeitsvertrag auf einen bestimmten Tarif Bezug, wird dieser Tarif bei einem Betriebsübergang zu einem Teil des Arbeitsvertrages, auch wenn im neuen Betrieb ein anderer Tarif gilt. Ein Betriebsübergang liegt auch vor, wenn nur ein Betriebsteil verkauft wird, sofern jener beim Verkäufer eine eigene Einheit darstellte und diese beim Erwerber entsprechend fortgeführt wird. Verlagert ein Unternehmen seinen Betrieb oder einen Betriebsteil in das angrenzende Ausland, gilt § 613 a BGB mit der Folge, daß eine Kündigung deshalb unwirksam ist. Geht ein Produktionsbetrieb eines Konzerns auf einen neuen Inhaber über, so gehen auch diejenigen Arbeitsverhältnisse mit über, die mit einer zentralen Personalgesellschaft des Konzerns bestehen, deren Arbeitnehmer ständig an den Produktionsbetrieb ausgeliehen waren. Kündigt eine Gemeinde den Reinigungsvertrag mit einem Unternehmen, um die Arbeit künftig selbst mit von ihr neu eingestelltem Personal durchzuführen, liegt kein Betriebsübergang vor. Wer nach einem Betriebsübergang eine Kündigung des Erwerbers hinnimmt oder einen Aufhebungsvertrag schließt, verliert sein Recht, dem Betriebsübergang zu widersprechen. Der Übergang eines Betriebsteils nach § 613 a I 1 BGB setzt voraus, daß der Betriebsteil bereits bei dem Veräußerer eine auf Dauer angelegte wirtschaftliche Einheit war.

Betriebsübergang (Lohngleichheit) – Im Arbeitsrecht gilt der Grundsatz „gleicher Lohn für gleiche Arbeit“ nur beschränkt. Wenn ein Betrieb, der z.B. EUR 10,00 je Stunde zahlt, einen anderen Betrieb übernimmt, der z.B. EUR 15,00 je Stunde vergütet, sagt das BAG kurz und präzise: Die Fortgeltung der unterschiedlichen Entlohnung ist Folge der Vorschrift des § 613 a BGB über den Betriebsübergang. Der Gleichbehandlungsgrundsatz verlangt von Arbeitgebern, vergleichbare Gruppen von Mitarbeitern gleich zu behandeln, wenn Arbeitgeber selbst Regelungen treffen. Bei einem Betriebsübergang hingegen trifft der Arbeitgeber selbst keine Regelung, er setzt nur die gesetzliche Folge um. Erst wenn er selbst neue Regelungen treffen will, um z.B. gleiche Arbeitsbedingungen zu schaffen, gilt der Gleichbehandlungsgrundsatz. Natürlich möchten Arbeitgeber möglichst einheitliche Regelungen. Da ist aber zuerst die einjährige Sperre des § 613 a BGB zu beachten, die in dieser Zeit Verschlechterungen für die Belegschaft des übernommenen Betriebes untersagt. Auch danach bleibt nur die sog. Änderungskündigung, die aber allein zur faktischen Lohnherabsetzung nicht zulässig ist. Will der Arbeitgeber nicht die gesamte Belegschaft auf den jeweils höheren Level heben, bleibt nur die einverständliche Vertragsänderung. Sonst muß man warten, bis auch die alte Belegschaft mittels Lohnerhöhungen das Niveau der übernommenen Mitarbeiter erreicht hat.

Betriebszugehörigkeit – Die Dauer der Betriebszugehörigkeit ist oft wichtig für die Berechnung der Kündigungsfrist. Früher blieben dabei nach BGB Jahre vor dem 25. Lebensjahr unberücksichtigt. Das hat der Europäische Gerichtshof wegen Altersdiskriminierung für unwirksam erklärt. Alle Jahre sind zu berücksichtigen. Unzulässig ist es, Mitarbeitern eine tatsächlich nicht erdiente Betriebszugehörigkeit zu bescheinigen, um ihnen verbesserten Kündigungsschutz zu verschaffen.

Beurteilung – Dienstliche Beurteilungen, die zur Personalakte genommen werden, sind hinsichtlich der dort genannten konkreten Tatsachen voll überprüfbar. Im übrigen ist nur prüfbar, ob der Arbeitgeber allgemeine Beurteilungsmaßstäbe beachtet, alle wesentlichen Umstände berücksichtigt und ein fehlerfreies Verfahren eingehalten hat. Werturteile sind zu begründen. Dienstliche Beurteilungen sind hinzunehmen, wenn sie sich innerhalb des Beurteilungsspielraumes des Dienstherrn halten, auch wenn das objektive Wertgefühl des Beamten beeinträchtigt wird.

Beweis – Hat ein Gespräch allein zwischen den Parteien stattgefunden, kann die beweisbelastete Seite Beweis antreten durch ihre eigene Vernehmung oder Anhörung.

Bewerbung – Ein Arbeitgeber, der Vertragsverhandlungen mit einem Bewerber aufnimmt, darf diesem nicht verschweigen, daß die streitige Stelle ggf. von einem Stellenabbau betroffen wird, wenn bereits entsprechende konkrete Planungen bestehen, sonst macht er sich im Regelfall schadensersatzpflichtig. Wer einen Bewerber zum Vorstellungsgespräch einlädt, hat diesem dessen notwendige Reisekosten zu ersetzen.

Bindungsfrist - Häufig verlangen Arbeitgeber, daß Mitarbeiter, die auf Kosten der Firma und während der Arbeitszeit zu Fortbildungen gesandt werden, binnen bestimmter Fristen nicht kündigen bzw. andernfalls die Kosten der Fortbildung ganz oder teilweise erstatten müssen. Das BAG und wendet dazu Faustformeln an, die sich an der Dauer der Fortbildung orientieren. Die Höhe der Rückzahlung muß sich linear reduzieren. Die Rückzahlung ist nur zulässig vereinbart, wenn sie allein für den Fall gilt, daß der Mitarbeiter die Ursache für die Kündigung setzt oder selbst kündigt. Abweichende Vereinbarungen hält das BAG für komplett unwirksam. Eine Sonderzahlung von einem Monatsentgelt rechtfertigt eine Bindungsfrist für die der Zahlung folgenden 3 Monate. Die Erstattungspflicht gilt auch, wenn Beschäftigte eine Kündigung des Arbeitgebers durch vertragswidriges Verhalten herbeiführen. Es ist zulässig, mit Beschäftigten, denen der Arbeitgeber eine Fortbildung finanziert, auch per AGB zu vereinbaren, daß die Kosten der Fortbildung ganz oder anteilig zu erstatten sind, wenn das Arbeitsverhältnis aus Gründen in der Person des Beschäftigten endet, sofern während der Fortbildung das Entgelt ohne Arbeitsleistung weiter gewährt wurde. Enthält eine Rückzahlungsvereinbarung eine zu lange Bindungsfrist, ist sie insgesamt unwirksam und kann nicht angepaßt werden.

Bonus – Macht ein Bonus mehr als 1/4 des Entgeltes aus, kann er nicht davon abhängig gemacht werden, daß das Arbeitsverhältnis künftig fortbesteht. Eine Klausel, wonach ein Bonus voraussetzt, daß das Arbeitsverhältnis am Ende des Geschäftsjahres noch besteht, ist wirksam. Zahlt ein Arbeitgeber über 7 Jahre freiwillig einen zur Höhe von ihm frei bestimmten Bonus, muß er auch künftig dem Grunde nach einen Bonus gewähren.

Bürgschaft - Eine vom Arbeitnehmer mit mäßigem Einkommen aus Sorge um den Erhalt des Arbeitsplatzes für einen Bankkredit der Arbeitgeberin übernommene Bürgschaft ist sittenwidrig, wenn sie den Arbeitnehmer finanziell kraß überfordert und sich der Arbeitgeber bei Eingehung in einer wirtschaftlichen Notlage befand.

Daten - Verstöße gegen die Datensicherheit wie das unerlaubte Speichern privater Daten auf Firmen-Laptops oder das unerlaubte Speichern betrieblicher Daten auf privaten Datenträgern können die Rücksichtnahmepflicht des § 241 II BGB verletzen und ggf. einen Kündigungsgrund darstellen.

Datenschutzbeauftragte/r – Dem Arbeitgeber steht es frei, eine/n interne/n oder eine/n externe/n Datenschutzbeauftragte/n zu berufen. Interne Datenschutzbeauftragte können nur aus wichtigem Grund abberufen werden. Ein Outsourcing der Tätigkeit ist kein solcher wichtiger Grund.

Detektiv – Läßt ein Arbeitgeber Beschäftigte aufgrund konkreter Verdachtsmomente durch eine Detektei überwachen und wird jene fündig, kann die Firma von der/dem Ertappten den Ersatz der angemessenen Kosten der Detektei verlangen.

Dienstfahrt – Wird bei Dienstfahrten, die mit Billigung des Arbeitgebers von Mitarbeitern mit deren privaten KFZ durchgeführt werden, das private KFZ durch Unfall beschädigt, muß der Arbeitgeber den Schaden bei einfacher Fahrlässigkeit des Mitarbeiters voll, bei mittlerer Fahrlässigkeit hälftig und bei grober Fahrlässigkeit gar nicht ersetzen. Nutzt ein Arbeitnehmer erlaubt seinen Privatwagen auch zu Dienstfahrten und kommt es dabei zu einem Unfall, ist in entsprechender Anwendung des § 254 BGB bei der Verpflichtung des Arbeitgebers zum Aufwendungsersatz ein eventuelles (Mit-)Verschulden des Arbeitnehmers zu berücksichtigen. Dabei sind die Grundsätze der beschränkten Arbeitnehmerhaftung zu beachten. Dies bedeutet, daß der Arbeitgeber bei geringer Schuld (leichteste Fahrlässigkeit) des Arbeitnehmers grundsätzlich vollen Ersatz leisten muß, bei normaler Schuld des Arbeitnehmers der Schaden anteilig unter Berücksichtigung der Gesamtumstände des Einzelfalles nach Billigkeitsgrundsätzen und Zumutbarkeitsgesichtspunkten verteilt werden muß und bei grob fahrlässiger Schadensverursachung der Ersatzanspruch des Arbeitnehmers ganz entfällt. Setzt ein Mitarbeiter mit Billigung des Arbeitgebers seinen Privatwagen für eine Dienstfahrt ein, muß der Arbeitgeber am KFZ schuldlos oder einfach fahrlässig entstandene Schäden ersetzen. Zu solchen Dienstfahrten zählen bei Rufbereitschaft auch Fahrten vom Wohnort zur Arbeitsstätte.

Dienstwagen – Die Überlassung eines auch privat nutzbaren Dienstwagens ist Teil der Vergütung. Besteht bei Krankheit nach Ende der Entgeltfortzahlungspflicht kein Lohnanspruch mehr, besteht auch kein Anspruch auf den Dienstwagen. Wird der auch zur privaten Nutzung zur Verfügung stehende Dienstwagen unberechtigt entzogen, schuldet der Arbeitgeber Schadensersatz in Höhe von 1 % des Listen-Neupreises des KFZ bei Anschaffung je Monat. Sowohl für die betriebliche als auch für die (gestattete) private Nutzung eines Dienstwagens gelten die Regeln über die Beschränkung der Arbeitnehmerhaftung. Danach gilt bei Dienstwagen: Bei grober Fahrlässigkeit oder Vorsatz hat der Arbeitnehmer in der Regel den ganzen Schaden zu ersetzen. Bei leichtester Fahrlässigkeit haftet er gar nicht. Bei normaler bzw. einfacher Fahrlässigkeit ist der Schaden aufzuteilen im Rahmen einer Einzelfallbewertung. Eine Klausel, wonach bei einer Kündigung mit Freistellung bis zum Ausscheiden der Firmenwagen sofort zurückzugeben ist, obwohl er auch privat genutzt werden durfte, ist im Normalfall wirksam. Erwirbt ein Mitarbeiter einen Dienstwagen des Arbeitgebers unter dem Marktpreis, z.B. zum Buchwert oder Händlereinkaufswert, hat er die Differenz als geldwerten Vorteil zu versteuern. Ohne Vereinbarung hat der Mitarbeiter keinen Anspruch darauf, daß der Arbeitgeber die Pauschalversteuerung für die private Nutzung des Dienstwagens übernimmt. Nutzt ein Mitarbeiter einen Dienstwagen zu einer privaten Fahrt und beschädigt ihn dabei, hat er dem Arbeitgeber den Schaden und den Rabattverlust zu ersetzen. Verursacht ein Arbeitnehmer leicht fahrlässig einen Schaden an einem Dienstwagen, kann ihn der Versicherer des KFZ nicht in Regreß nehmen. Darf der Arbeitnehmer im Rahmen der steuerlichen 1-%-Regelung seinen Firmenwagen auch privat nutzen, ist dies Teil des Entgelts. Das Recht endet bei Krankheit mit dem Ende der Entgeltfortzahlung. Die Überlassung eines Dienstwagens kann ohne vertraglich festgelegten sachlichen Grund nicht widerrufen werden. Wirtschaftliche Gründe sind kein solcher Grund. Die Überlassung eines auch privat nutzbaren Dienstwagens ist Teil der Vergütung. Besteht bei Krankheit nach Ende der Entgeltfortzahlungspflicht kein Lohnanspruch mehr, besteht auch kein Anspruch auf den Dienstwagen. Wird der auch zur privaten Nutzung zur Verfügung stehende Dienstwagen unberechtigt entzogen, schuldet der Arbeitgeber Schadensersatz in Höhe von 1 % des Listen-Neupreises des KFZ bei Anschaffung je Monat. Die Überlassung eines Firmenwagens mit dem Recht, diesen auch privat zu nutzen, setzt die Pflicht zur Entgeltzahlung voraus, so daß die Überlassung nicht geschuldet wird, wenn wegen z.B. langer Erkrankung kein Anspruch auf Entgelt oder Entgeltfortzahlung mehr geschuldet wird. Bei Kündigung ist der Mitarbeiter auf Verlangen zur Herausgabe des Dienstwagens verpflichtet, sofern die Kündigung nicht offensichtlich unwirksam ist. Der Widerruf der Überlassung eines Dienstwagens muß im Arbeitsvertrag vorbehalten sein und bedarf eines dort zu nennenden sachlichen Grundes.

Direktionsrecht – Die Lage der Arbeitszeit kann der Arbeitgeber nach § 106 GewO frei bestimmen, soweit ihn nicht vertragliche, tarifliche oder gesetzliche Regeln bzw. eine Betriebsvereinbarung hindern. Er muß neben den betrieblichen Interessen aber auch berechtigte Interessen der Beschäftigten angemessen berücksichtigen. Der Arbeitgeber ist berechtigt, zu bestimmen, ob Schichtdienst zu leisten ist oder nicht.

Direktversicherung – Die Zusage einer betrieblichen Altersversorgung in Form der Direktversicherung ist problematisch, wenn bei dem Versicherer Abschlußkosten anfallen und diese nicht auf jedenfalls 5 Jahre verteilt werden. Anders sieht das aus, wenn der Arbeitgeber die Kosten der betrieblichen Altersversorgung zusätzlich zum Entgelt allein trägt.

Eingliederungsmanagement – Ein betriebliches Eingliederungsmanagement (sog. BEM) ist stets durchzuführen, wenn ein Beschäftigter innerhalb eines Jahres insgesamt länger als 6 Wochen wegen Krankheit fehlt. Entfallen kann es, wenn der Beschäftigte einem ordnungsgemäß angebotenen BEM nicht zustimmt. Es ist auch durchzuführen, wenn es keine Schwerbehindertenvertretung im Betrieb gibt. Hat ein Arbeitgeber vor Ausspruch einer personenbedingten Kündigung kein ordnungsgemäßes Eingliederungsmanagement durchgeführt, trägt er die Beweislast dafür, daß von dem Arbeitnehmer aufgezeigte Beschäftigungsmöglichkeiten nicht gegeben sind. Ordnungsgemäß ist ein Verfahren, wenn die gesetzlich zuständigen Stellen beteiligt wurden und eine die Kündigung vermeidende Lösung ernsthaft versucht worden ist.

Elternzeit - Wer Elternzeit bei völliger Freistellung in Anspruch genommen hat, kann mittels Antrag an den Arbeitgeber auf Teilzeit nach § 15 V-VII BErzGG übergehen. Der Arbeitgeber kann dies verweigern, wenn er eine Vollzeit-Vertretung eingestellt hat und diese ihre Arbeitszeit nicht vermindern will.Wird ein Betrieb dauerhaft stillgelegt, stellt dies einen besonderen Fall nach § 18 BErzGG dar, der stets die Kündigung rechtfertigt. Einer Teilzeitbeschäftigung während der Elternzeit steht entgegen, daß der Arbeitgeber eine Vollzeit-Ersatzkraft eingestellt hat und diese keine Verringerung der mit ihr vereinbarten Arbeitszeit gestattet. Schließt sich an eine Elternzeit unmittelbar eine weitere an, wird auch der Urlaub aus der Zeit vor der ersten Elternzeit auf die Zeit nach dem Ende der zweiten Elternzeit übertragen und verfällt nicht. Elternzeit muß schriftlich beantragt werden, sonst tritt auch der gesetzliche Sonderkündigungsschutz nicht ein. Arbeitnehmerinnen können ihre Elternzeit wegen der Geburt eines weiteren Kindes vorzeitig beenden, wenn keine dringenden betrieblichen Gründe entgegenstehen. Verbleibt dabei ein nicht in Anspruch genommener Rest, kann dieser bis zur Vollendung des achten Lebensjahres des Kindes genommen werden, sofern dem Arbeitgeber dadurch keine Nachteile drohen, §§ 16 III 2, 15 BEEG. Kommt es für eine Gratifikation nur darauf an, daß das Arbeitsverhältnis nicht endet und nicht gekündigt ist, schadet es nicht, wenn man gerade in Elternzeit ist. Ein Antrag auf Teilzeitarbeit in der Elternzeit kann nur abgelehnt werden, wenn bei Antragstellung der Arbeitsplatz bereits durch eine fest eingestellte Ersatzkraft besetzt ist oder wenn die Arbeit während der Elternzeit vollständig entfällt. Verlangt ein Arbeitnehmer die Verlängerung einer ursprünglich für weniger als 2 Jahre eingegangenen Elternzeit auf 2 Jahre, setzt das die Zustimmung des Arbeitgebers voraus. Verlangt er nach 2 Jahren Elternzeit auch Elternzeit für das dritte Jahr, ist das nicht zustimmungspflichtig. Verlangt ein/e Arbeitnehmer/in Verlängerung der Elternzeit nach § 16 I 1 BEEG, muß der Arbeitgeber nach billigem Ermessen gemäß § 315 III BGB darüber entscheiden.

Entgelt - Es gibt im deutschen Recht keinen Grundsatz, daß private Arbeitgeber für gleiche Arbeit gleichen Lohn zahlen müssen. Die Staffelung des Entgelts nach Lebensaltersstufen ist wegen Verstoß gegen das AGG unwirksam. Arbeitgeber schulden auch dann Entgelt und Beschäftigung, wenn Arbeitnehmer die bisherige Arbeit aus gesundheitlichen Gründen nicht mehr verrichten können, aber die Umsetzung auf einen leidensgerechten Arbeitsplatz verlangen und mitteilen, wie sie sich eine weitere leidensgerechte Beschäftigung vorstellen.

Entgelterhöhung – Hat eine Mehrzahl von AT-Angestellten eine Gehaltserhöhung erhalten, kann der davon ausgenommene Beschäftigte Auskunft über die Regeln der Erhöhung verlangen.

Entgeltfortzahlung – Wer zum Ende der Elternzeit erkrankt, erhält ab Wiederbeginn der Beschäftigung volle 6 Wochen Entgeltfortzahlung. Wird der Arbeitnehmer arbeitsunfähig wegen eines selbst leicht fahrlässig verschuldeten Unfalls, ist Entgeltfortzahlung zu leisten. Wird ein Mitarbeiter unwiderruflich von der Arbeitsleistung freigestellt unter Fortzahlung der Bezüge, sind diese zumindest entsprechend den Grundsätzen der Entgeltfortzahlung bei Krankheit fortzuzahlen.

Fahrerlaubnis – Der Entzug einer zusätzlichen betrieblichen Fahrerlaubnis, wie sie z.B. bei großen Verkehrsunternehmen neben dem amtlichen Führerschein erteilt wird nach betrieblichen Prüfungen durch den Arbeitgeber, rechtfertigt keine Kündigung.

Fahrtenschreiber – Kraftfahrer haben einen Anspruch nach Art. 14 II EWG-VO 3821/85 auf Herausgabe von Kopien der Fahrtenscheibe, auch wenn dies der Durchsetzung von Überstundenvergütungen dient. Eine Spedition ist verpflichtet, einem bei ihr beschäftigten Lkw-Fahrer Kopien von Fahrtenschreiberaufzeichnungen zu überlassen, damit er ein Gerichtsverfahren auf Auszahlung von geleisteten Überstunden begründen kann. Die Aufbewahrungspflicht bezüglich der Aufzeichnungen beträgt 1 Jahr.

Fahrtzeit - Eine Fahrtzeit zwischen Wohnung und Arbeitsstelle von jeweils etwa 2 Stunden für Hin- und Rückfahrt zusammen ist zumutbar.

Freistellung – Oft stellen Arbeitgeber gekündigte Mitarbeiter, insbesondere angestellte Geschäftsführer, mit der Kündigung für die Zeit bis zum Ablauf des Beschäftigungsverhältnisses unter Entgeltfortzahlung von der Arbeitsleistung frei. Zum Teil werden zugleich Firmenschlüssel und Unterlagen herausverlangt, der ggf. gestellte Geschäftswagen ist abzugeben. In manchen Fällen erfolgt auch ein Hausverbot. Rechtlich besteht grundsätzlich bis zum Ende des Arbeits- bzw. Dienstverhältnisses ein Anspruch des Mitarbeiters auf Beschäftigung. Dieser kann allerdings (er ist „dispositiv“) ggf. im Arbeitsvertrag oder auch später einvernehmlich abbedungen werden. Ob das uneingeschränkt geht, ist seit der Neuregelung des Schuldrechts (also seit dem 01.01.2002) streitig. Es dürfte seitdem jedenfalls bei durchschnittlichen Anstellungsverhältnissen eines Grundes bedürfen. Je höherwertiger die Beschäftigung ist, desto eher darf der Arbeitgeber freistellen. Als Arbeitgeber sollte man die Freistellung im Regelfall unwiderruflich und unter Anrechnung auf ggf. vorhandene Ansprüche auf restlichen Urlaub sowie Ausgleich von Mehrarbeit („Überstunden“) aussprechen. Als Arbeitnehmer kann man bei unberechtigter Freistellung ggf. selbst aus wichtigem Grund fristlos kündigen, wenn diese trotz Abmahnung nicht aufgehoben wird. Eine Klage gegen die Freistellung macht oft wenig Sinn, weil die Laufzeiten bei Gericht zu lang sind. Denkbar ist ggf. eine Einstweilige Verfügung. Dort muß aber nach Meinung vieler Gerichte Eilbedürftigkeit zur Vermeidung von Nachteilen vorliegen. Dazu reicht es aber bereits aus, wenn z.B. der Arbeitgeber die Freistellung gegenüber Dritten offenbart, weil damit das Ansehen des Mitarbeiters beschädigt wird. Er sollte daher in solchen Fällen besser schweigen, sonst muß er auch einen Widerruf seiner Mitteilung bekanntgeben. Ebenfalls unzulässig ist die Freistellung, wenn wegen z.B. der Schnellebigkeit der Branche der Mitarbeiter fachlich durch eine Freistellung den Anschluß zu verlieren droht. Für Führungskräfte, Geschäftsführer und Vorstände gilt, daß hier im Regelfall die Freistellung zulässig ist, jedenfalls bei Vorliegen einer entsprechenden Vertragsklausel oder eines sachlichen Grundes. Auch eine einverständliche Freistellung bis zum Ausscheiden im Rahmen der Beendigung eines Arbeitsverhältnisses läßt die Sozialversicherungspflicht und den Sozialversicherungsschutz nicht entfallen. Bei Freistellung gelten für einen Bonus vereinbarte Ziele als erreicht, sofern die Freistellung nicht einvernehmlich geschah. Eine einseitige Freistellung ist ohne entsprechende Vertragsklausel bei Kündigungen nur möglich, wenn ein Grund für eine fristlose Kündigung bestünde. Nur eine unwiderrufliche Freistellung erfüllt zugleich den Urlaubsanspruch. Für den Ausgleich von Mehrarbeit reicht eine widerrufliche Freistellung aus.

Gemeinschaftsbetrieb - Bilden mehrere Unternehmen einen gemeinschaftlichen Betrieb, ist die Sozialauswahl auf alle Unternehmen des gemeinschaftlichen Betriebes zu erstrecken.

Gerichtsort – Das Home-Office eines Außendienstlers begründet auch dann einen arbeitsgerichtlichen Gerichtsstand, wenn dort nur Nebentätigkeiten verrichtet werden.

Geschäftsführer – Vieles ist oft unklar. Vorab ein kurzer Überblick über Bestellung, Abberufung und Beendigung des Dienstverhältnisses: (1) Die \\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\"Bestellung\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\" zum Geschäftsführer einer GmbH und die \\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\"Anstellung\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\" als Geschäftsführer stellen rechtlich zwei verschiedene Tatbestände dar. Mit der Bestellung erhält der Geschäftsführer die „Organstellung\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\" und die damit verbundenen Geschäftsführungs- und Vertretungsbefugnisse. Die Anstellung regelt ähnlich einem Arbeitsvertrag die Beziehungen des Geschäftsführers zur Gesellschaft, insbesondere den Vergütungs- und Urlaubsanspruch. Es handelt sich rechtlich um einen Dienstvertrag. Allerdings gelten einzelne arbeitsrechtliche Vorschriften, z.B. die Kündigungsfristen des § 622 BGB. Bestellung des Geschäftsführers, Abschluß und Kündigung des Anstellungsvertrages sind Sache der Gesellschafterversammlung der GmbH. Sie entscheidet mit einfacher Mehrheit, wenn im Gesellschaftsvertrag nichts anderes festgelegt ist. Er kann aber auch Vorschlagsrechte für Gesellschafter oder Dritte vorsehen oder die Zuständigkeit auf ein anderes Organ wie z.B. einen Aufsichtsrat verlagern. (2) Aus der Trennung von Organstellung und Anstellungsverhältnis folgt, daß beide selbständig nebeneinander bestehen und unabhängig voneinander nach den jeweils geltenden Vorschriften beendet werden können. Geschäftsführer werden durch Kündigung des Anstellungsvertrages nicht zugleich abberufen. Die Abberufung des Geschäftsführers als Organ führt andererseits nicht automatisch die Beendigung des Dienstverhältnisses herbei. Die Bestellung zum Geschäftsführer kann jederzeit ohne Angabe von Gründen widerrufen werden, wenn nicht der Gesellschaftsvertrag diese freie Abberufbarkeit zugunsten des Geschäftsführers einschränkt. Meist sind das Fälle der Beschränkung auf wichtige Gründe und / oder das Erfordernis eines qualifizierten Mehrheitsbeschlusses. Wird die Bestellung widerrufen, endet nicht automatisch das Anstellungsverhältnis des Geschäftsführers. Er behält seinen Vergütungsanspruch, ist aber nicht gehalten, seine bisherige Tätigkeit in der Gesellschaft unverändert fortzusetzen. Die Gesellschaft kann den Vergütungsanspruch des Geschäftsführers nur durch Kündigung des Anstellungsvertrags beenden. In Betracht kommen die ordentliche Kündigung des Anstellungsvertrags mit den Fristen des § 622 BGB oder eine außerordentliche Kündigung nach § 626 BGB. Bei befristeten Verträgen muß zudem das Recht zur ordentlichen Kündigung vereinbart sein, § 620 BGB. Sonst ist nur die außerordentliche Kündigung aus wichtigem Grund nach § 626 I BGB möglich in der Frist des § 626 BGB. Beschränkt der Gesellschaftsvertrag den Widerruf der Bestellung auf das Vorliegen eines wichtigen Grundes, rechtfertigt das nicht zugleich die außerordentliche Kündigung des Anstellungsverhältnisses. Das gilt auch, wenn der Geschäftsführer sein Amt niederlegt. Auch dann endet das Anstellungsverhältnis nicht automatisch. Erfolgte die Amtsniederlegung unberechtigt, kann dies die Gesellschaft zur fristlosen Kündigung des Anstellungsvertrags berechtigen. Umgekehrt berechtigt der Widerruf der Bestellung den Geschäftsführer zur außerordentlichen Kündigung des Anstellungsverhältnisses. (3) Will die Gesellschaft bei Abberufung nicht die Geschäftsführervergütung ohne Gegenleistung weiterzahlen müssen, ist eine Koppelungsklausel nötig, die den Fortbestand des Anstellungsvertrages an die Bestellung zum Geschäftsführer knüpft. Entweder ist im Anstellungsvertrag festzulegen, daß der Widerruf der Bestellung die Gesellschaft zur ordentlichen oder außerordentlichen Kündigung des Anstellungsvertrages berechtigt oder der Widerruf der Bestellung zugleich als ordentliche oder außerordentliche Kündigung gilt. Da für die ordentliche Kündigung die Fristen des § 622 BGB gelten und man nicht ohne weiteres bestimmte Gründe als \\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\"wichtige Gründe\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\" nach § 626 BGB vereinbaren kann, muß die Kündigung die Frist des § 622 BGB wahren. Alternativ kann das Anstellungsverhältnis unter die auflösende Bedingung der Abberufung gestellt werden. Auch hier ist die Frist des § 622 BGB zu wahren. Bei befristeten Verträgen ist zusätzlich zu beachten, daß dort im Regelfall eine Koppelungsklausel als Regelung der außerordentlichen Kündigung anzusehen ist. Fehlt dann ein wichtiger Grund nach § 626 BGB, wird der Anstellungsvertrag durch die Kündigung nicht beendet. Gesellschaften sollten also gerade bei befristeten Verträgen für den Fall der Beendigung der Bestellung ausdrücklich ein ordentliches Sonderkündigungsrecht vereinbaren. Mit dem Abschluß eines schriftlichen Geschäftsführervertrages wird ein ggf. zuvor bestehendes Arbeitsverhältnis mit der gleichen Gesellschaft einverständlich beendet. Ist in einer GmbH & Co. KG ein Arbeitnehmer zum Geschäftsführer der GmbH aufgestiegen und wird er später als Geschäftsführer abberufen, lebt das frühere Arbeitsverhältnis im Regelfall nicht wieder auf. Wird jedoch vereinbart, daß der frühere Geschäftsführer seine Tätigkeiten ohne wesentliche Änderungen als Angestellter weiterführt, entsteht ein Arbeitsverhältnis unter Anrechnung jedenfalls der Zeit der GFR-Bestellung. Ein Geschäftsführer kann von dem Insolvenzverwalter wegen Insolvenzverschleppung fristlos gekündigt werden. Mit der Abberufung als Geschäftsführer wandelt sich der Geschäftsführervertrag nicht in einen Arbeitsvertrag um. Wird mit einem Mitarbeiter einer GmbH ein Geschäftsführervertrag geschlossen, wird damit zugleich das zuvor bestehende Arbeitsverhältnis einvernehmlich beendet. Es lebt mit dem Ende der Geschäftsführerstellung auch nicht wieder auf. Mit Abschluß eines schriftlichen Geschäftsführer-Dienstvertrages wird ein zuvor mit dem gleichen Arbeitgeber bestehendes Arbeitsverhältnis wirksam aufgelöst. Sieht der Anstellungsvertrag vor, daß im Fall der Beendigung der Geschäftsführerstellung das Anstellungsverhältnis unverändert als Arbeitsverhältnis unbefristet fortgesetzt wird, ist das wegen Gesetzesumgehung nichtig. Im Anstellungsvertrag eines GmbH-Geschäftsführers kann die Geltung der inhaltlichen Regelungen des Kündigungsschutzgesetzes vereinbart werden, wobei dann viel dafür spricht, der Gesellschaft die Möglichkeit der Vertragslösung gegen Abfindung einzuräumen. Der Geschäftsführer einer GmbH hat nach seiner Abberufung keinen Anspruch auf Weiterbeschäftigung in einer seiner bisherigen Stellung vergleichbaren leitenden Position. Wird ein GmbH-Geschäftsführer zu einer Freiheitsstrafe wegen Betruges von mindestens einem Jahr rechtskräftig verurteilt, endet sein Amt von selbst. Die Beschneidung seiner Kompetenzen kann einen Geschäftsführer zur fristlosen Kündigung berechtigen. Wird ein schriftlicher Geschäftsführervertrag geschlossen, hebt dieser einen ggf. zuvor bestehenden Arbeitsvertrag zugleich auf. Gegen die Kündigung eines solchen Vertrages kann nicht vor dem Arbeitsgericht geklagt werden, sondern vor dem Zivilgericht. Weisungsgebundene Geschäftsführer einer GmbH, an denen jene keine Anteile halten, sind Arbeitnehmer. HINWEIS: Hier bahnt sich eine Änderung der derzeitigen deutschen Rechtsprechung an!

Gewerkschaft – Es besteht kein Anspruch auf bezahlte Freistellung zur Teilnahme an einer Sitzung der Gewerkschaft.

Gleichbehandlung – Arbeitgeber müssen nach dem arbeitsrechtlichen Gleichbehandlungsgrundsatz Arbeitnehmer oder Gruppen von Arbeitnehmern gleich behandeln, sofern sie selbst Regeln dazu geschaffen haben wie z.B. Verdienstordnungen o.ä..

Haftstrafe – Eine Haftstrafe des Mitarbeiters von mehr als 2 Jahren ohne Bewährung oder ohne sicheren Status als baldigen Freigänger oder sichere vorzeitige Entlassung vor Ablauf von 2 Jahren berechtigt den Arbeitgeber zur Kündigung.

Haftung – Verursacht ein Teilzeit-Mitarbeiter mit einem Monatsentgelt von EUR 300,00 grobfahrlässig einen Schaden von EUR 30.000,00 an einem Gerät des Arbeitgebers, hat er den Schaden allein zu tragen, allerdings ist die Haftung auf ein Jahresgehalt zu begrenzen.

Handelsvertreter – Die Grenze von EUR 1.000,00 des § 5 III ArbGG, wonach Handelsvertreter bei darunterliegendem Verdienst in den letzten 6 Monaten als Arbeitnehmer gelten, ist auch dann anzuwenden, wenn z.T. in diesem Zeitraum mangels Arbeit nichts verdient wurde.

Heimarbeit – Erledigt ein Beschäftigter seine Arbeitspflicht mit Zustimmung der Firma ganz oder zum Teil zu Hause, kann er wegen des häuslichen Arbeitszimmers einen Anspruch gegen die Firma auf Kostenerstattung haben.

Insolvenz – Ein Vertrag zwischen Insolvenzverwalter, Arbeitnehmer und Beschäftigungsgesellschaft ist auch dann nicht wegen Umgehung des § 613 a BGB nach § 134 nichtig, wenn er auf das endgültige Ausscheiden aus dem Betrieb gerichtet ist. Eine Kündigung durch den Insolvenzverwalter wegen beabsichtigter Betriebsstillegung ist ungerechtfertigt, wenn ein Übernahmeangebot eines Interessenten vorliegt, das nicht endgültig abgelehnt ist. Die Freistellung durch den Insolvenzverwalter unter Anzeige der Masse-Unzulänglichkeit ist nur wirksam, wenn auch zum nächstmöglichen Zeitpunkt gekündigt wird. Kündigt der Insolvenzverwalter mit der verkürzten Frist des § 113 InsO, steht dem Mitarbeiter wegen der Verkürzung der Kündigungsfrist ein sog. Verfrühungsschaden zu, den er zur Insolvenztabelle anmelden kann. Entgelt für Urlaubszeiten vor Insolvenzeröffnung stellt eine einfache Insolvenzforderung dar. Gleiches gilt für Urlaubsabgeltungsansprüche, wenn das Arbeitsverhältnis vor Insolvenzeröffnung endet. Entgelt für Urlaubszeiten nach Insolvenzeröffnung stellt eine bevorrechtigte Masseforderung dar. Gleiches gilt für Urlaubsabgeltungsansprüche, wenn das Arbeitsverhältnis nach Insolvenzeröffnung endet. Es ist nicht Aufgabe des Insolvenzverwalters, Insolvenzgeldanträge der Beschäftigten der Schuldnerin an die Agentur für Arbeit weiterzuleiten. Wird nach Anzeige der Massearmut ein Sozialplan vereinbart, der auch Abfindungen vorsieht, können diese nach § 123 III InsO nicht eingeklagt werden, weil wegen des Vollstreckungsverbotes kein Rechtsschutzbedürfnis besteht. Zahlt ein GmbH-Geschäftsführer nach Eintritt der Insolvenzreife der von ihm geführten GmbH rückständige Umsatzsteuer, Lohnsteuer und Arbeitnehmer-Sozialversicherungsanteile an die zuständigen Stellen, liegt kein Haftungsfall des § 64 GmbHG vor, sein Handeln war einwandfrei. Arbeitnehmer müssen erhaltenes Entgelt nur an den Insolvenzverwalter zurückgeben, wenn sie Kenntnis von der Zahlungsunfähigkeit der Arbeitgeberin hatten, was ohne Einblick in die Buchhaltung oder leitende Position nicht anzunehmen ist. Ein Rücktritt von einem Aufhebungsvertrag ist nicht möglich, wenn der Insolvenzverwalter die vor Insolvenz mit dem Arbeitsgeber vereinbarte Abfindung nicht zahlt.

Interessenausgleich - Bei der Zahl der Arbeitnehmer sind Leiharbeiter, die seit mehr als 3 Monaten im Unternehmen eingesetzt sind, zu berücksichtigen.

Karenz – Wird die Übergabe der (unterschriebenen) schriftlichen Urkunde über das Wettbewerbsverbot vergessen, kann sich der Arbeitnehmer dennoch darauf berufen und Karenz verlangen. Arbeitsunfähigkeit läßt den Anspruch nicht entfallen. Der Anspruch auf die Entschädigung setzt voraus, daß das Wettbewerbsverbot soweit eingehalten wird, wie es wirksam ist.

Kleidung – Arbeitgeber können das Tragen branchenüblicher und dem Stil des Betriebes entsprechender Kleidung vorschreiben. Ist eine deutlich erkennbare Betriebskleidung zu tragen, sind die Umziehzeiten Arbeitszeit.

Kleinbetrieb – Hat ein Unternehmen an mehreren Orten Betriebe, die nicht unter das Kündigungsschutzgesetz fallen, werden die dortigen Beschäftigten nicht zusammengerechnet, wenn jene Einzelbetriebe organisatorisch selbständig sind.

Krankengeld – Der Anspruch auf Krankengeld endet nach 78 Wochen gemäß § 48 I SGB V. Wer weiter krank bleibt, muß sich sofort bei dem Arbeitsamt (heute: Agentur für Arbeit) melden. Die Agentur für Arbeit gewährt dann Leistungen nach § 125 III SGB III, wenn sich der Kranke verpflichtet, im Rahmen seiner gesundheitlichen Möglichkeiten zur Vermittlung zur Verfügung zu stehen, sog. „Gleichwohlgewährung“.

Krankheit – Der Arbeitnehmer ist auch bei längerer Erkrankung nicht verpflichtet, dem Arbeitgeber seinen inländischen Aufenthaltsort mitzuteilen. Sie müssen aber auch nach Ende der Entgeltfortzahlung den Arbeitgeber über die Fortdauer der Erkrankung und deren voraussichtliches Ende unterrichten und das durch Bescheinigung nachweisen.

Krankheit (des Kindes) - Rechtsgrundlage ist § 45 SGB V. Wer Mitglied in der gesetzlichen Krankenversicherung ist, hat bei Krankheit des Kindes einen Anspruch auf Freistellung von der Arbeit, wenn keine Betreuungsperson zur Verfügung steht. Voraussetzung ist, daß das Kind das 12. Lebensjahr noch nicht vollendet hat. Lebt man mit einem (Ehe-)Partner bzw. einer (Ehe-)Partnerin zusammen, kann jeder Elternteil sein krankes Kind bis zu 10 Arbeitstagen, bei mehreren Kindern bis zu maximal 25 Arbeitstagen insgesamt, selbst betreuen. Ist man alleinerziehend, beträgt der Freistellungsanspruch 20 Arbeitstage pro Kind bzw. maximal 50 Arbeitstage bei mehreren Kindern. Man erhält für die Zeit der Freistellung Kinderkrankengeld von der Krankenkasse. Wer nicht gesetzlich krankenversichert ist, hat Anspruch auf unbezahlte Freistellung. Ebenfalls besteht ein Anspruch auf unbezahlte Freistellung, wenn man gesetzlich krankenversichert ist und der Anspruch auf bezahlte Freistellung abgelaufen ist. Ist das Kind des Mitarbeiters erkrankt, dürfen Arbeitnehmer bis zu 5 Tagen bezahlt der Arbeit fernbleiben, wenn das notwendig ist. Diese Regelung des § 616 BGB kann abbedungen werden, so daß für Eltern nur § 45 SGB V greift.

Kündigung (allgemein) - Die Kündigung des Arbeitsvertrages eines Datenschutzbeauftragten ist während und binnen eines Jahres nach Ablauf oder Widerrufs seiner Bestellung nur aus wichtigem Grund möglich. Ist ein Mitarbeiter ordnungsgemäß zum betrieblichen Abfallbeauftragten bestellt, kann er während der Zeit seiner Bestellung wegen der Vorschriften des AbfG / KrlWiG nur aus wichtigem Grund gekündigt werden. Das KSchG ist betriebsbezogen, hinsichtlich der Weiterbeschäftigung auf einem anderen freien Arbeitsplatz unternehmensbezogen, in Ausnahmefällen evtl. auch konzernbezogen. Eine Kündigung mit dem Zweck, einen Arbeitnehmer durch einen anderen zu ersetzen, ist unzulässig. Zulässig ist es jedoch, eine bisher durch Arbeitnehmer besetzte Stelle künftig mit einer ehrenamtlichen Kraft zu besetzen.

Kündigung (Änderungskündigung) - Wer nach Erhalt einer Änderungskündigung deren „Annahme unter Vorbehalt“ nicht erklärt, muß sich später ggf. den dadurch entgangenen Verdienst als theoretisches Einkommen nach §§ 615 BGB, 11 KSchG zurechnen lassen. Eine betriebsbedingte Änderungskündigung ist nicht gerechtfertigt, wenn darin auch Änderungen verlangt werden, die zur Anpassung des Arbeitsverhältnisses an die geänderten Arbeitsbedingungen nicht erforderlich sind. Besteht die Möglichkeit, Mitarbeiter auf anderen freien Arbeitsplätzen zu beschäftigen, ggf. auch zu schlechteren Bedingungen sowie nach Einarbeitung, kann keine Beendigungskündigung ausgesprochen werden. Eine Änderungskündigung zur Entgeltsenkung setzt voraus, daß anderenfalls betrieblich nicht mehr auffangbare Verluste entstehen mit der Folge einer Betriebsschließung oder Personalreduzierung, alle milderen Mittel per Sanierungsplan ausgeschöpft sind und alle Beschäftigten gleichmäßig belastet werden. Arbeitgeber müssen Arbeitnehmern vor einer betriebsbedingten Kündigung auch geringerwertige freie Arbeitsplätze anbieten. Eine Beendigungskündigung ist ausgeschlossen, wenn der Mitarbeiter auf einem anderen freien Arbeitsplatz zu geänderten Arbeitsbedingungen weiterbeschäftigt werden kann. Dann ist ihm dies anzubieten, wenn der freie Arbeitsplatz nicht z.B. völlig unterwertig ist, wobei der Arbeitgeber für das Angebot beweispflichtig ist. Wird das Angebot abgelehnt, ist im Regelfall dennoch keine Beendigungskündigung, sondern eine entsprechende Änderungskündigung auszusprechen. Teilt ein Arbeitgeber aus nicht objektiv willkürlichen Gründen Vollzeit-Arbeitsplätze in Teilzeit-Positionen auf, rechtfertigt dies entsprechende Änderungskündigungen. Ändert das Unternehmen seine Organisation und ändern sich dadurch die Anforderungen an die Arbeitsplätze, kann das eine Änderungskündigung rechtfertigen, die als unternehmerische Entscheidung nur auf Nachvollziehbarkeit und Willkürfreiheit geprüft werden kann.

Kündigung (betriebsbedingt) – Die Stillegung eines Betriebes ist stets ein Kündigungsgrund. Der Unternehmer muß dabei fest entschlossen sein, die bisherige wirtschaftliche Betätigung ernsthaft und auf zumindest eine erhebliche Zeit einstellen. Er muß allen Mitarbeitern kündigen, die Mietverhältnisse kündigen, die Betriebsmittel veräußern und die Betriebstätigkeit einstellen. Veräußern darf er den Betrieb nicht. Bei Personalreduzierungen in größeren Betrieben wird meist ein Sozialplan erstellt. Teil solcher Sozialpläne sind oft Namenslisten betroffener Arbeitnehmer. Der Auswahl jener zu kündigenden Mitarbeiter liegt in aller Regel ein Punkteschema zugrunde, bei dem es sog. Sozialpunkte u.a. für das Lebensalter und die Beschäftigungsdauer gibt. Damit nicht ausschließlich jüngere Beschäftigte zu kündigen sind und der Betrieb dadurch überaltert, werden meist Altersgruppen gebildet. Allerdings läßt das BAG auch eine rein lineare Berücksichtigung des Lebensalters zu. Das stößt auf Bedenken. Denn das Recht der EU verbietet in der Richtlinie 2000/78/EG eine Diskriminierung wegen des Alters. Faktisch geschieht jene aber, wenn keine Altersgruppen gebildet werden. Denn jüngere Beschäftigte können die nötigen Punkte für jedes Lebensjahr nicht in gleicher Weise vorweisen wie ältere. Statistisch ist auch erwiesen, daß ältere Beschäftigte nicht häufiger oder länger arbeitslos werden bzw. bleiben als jüngere. Da zudem jüngere Beschäftigte oft eine auch altersbedingt geringere Beschäftigungsdauer im Betrieb aufweisen, besteht die Gefahr einer doppelten Benachteiligung. Darüber denkt die Wissenschaft bereits nach, die Rechtsprechung hat das Problem bisher verneint. Das scheint aber statistisch nicht haltbar. Wer hier betroffen ist, sollte sich wehren. Kündigt ein Arbeitgeber wegen der beabsichtigten Stillegung des Betriebes oder einer Betriebsabteilung, muß der entsprechende Entschluß bei Ausspruch der Kündigung bereits unbedingt und endgültig getroffen sein. Das ist nicht der Fall, wenn sich der Arbeitgeber noch um eine Veräußerung des Betriebes oder Aufträge bemüht, z.B. sich an Ausschreibungen beteiligt (BAG NJW 2008, 3161). Will ein Unternehmer bestimmte Arbeiten künftig unter Verzicht auf sein Direktionsrecht durch echte freie Mitarbeiter ausführen lassen, rechtfertigt das eine betriebsbedingte Kündigung (BAG NJW 2008, 2872). Eine Kündigung wegen Betriebsaufgabe setzt voraus, daß der Stillegungsbeschluß endgültig gefaßt ist und nicht noch Gespräche / Verhandlungen mit Interessenten o.ä. laufen (BAG NZA 2008, 821). Ist Kündigungsgrund der Wegfall des Arbeitsplatzes wegen Streichung einer Hierarchieebene, muß der Arbeitgeber darlegen, wie die bisher dort geleistete Arbeit künftig von anderem Personal ohne Überstunden erledigt werden soll (BAG NZA 2008, 819). Greift ein Arbeitnehmer eine Unternehmerentscheidung an, muß er darlegen und beweisen, daß diese offensichtlich unsachlich, unvernünftig oder willkürlich ist (BAG NZA 2008, 939). Der Unternehmer darf frei entscheiden, ob er Tätigkeiten in seinem Betrieb durch angestelltes Personal oder durch Subunternehmer ausführen lassen will, solange das nicht unsachlich oder willkürlich ist (BAG NJW-SP 2008, 498). Läßt ein Arbeitgeber eine Arbeit künftig durch ehrenamtliche Kräfte erledigen, ist das ein betriebsbedingter Kündigungsgrund (BAG PM 73/08). Ändert ein Arbeitgeber das Anforderungsprofil einer Stelle mit der Folge, daß deren Inhaber es nicht mehr erfüllt, muß er für eine betriebsbedingte Kündigung nachweisen, daß die Änderung aus objektiven betrieblichen Gründen nötig ist (BAG NZA 2009, 312). Bildet ein Arbeitgeber bei der Kündigung von Mitarbeitern Altersgruppen, muß er nachweisen, welches berechtigte betriebliche Interesse er an der Beibehaltung der bisherigen Altersstruktur hat und welche konkreten Nachteile sich sonst ergäben. Von diesem Nachweis ist er nur bei Massenentlassungen nach § 17 KSchG befreit (BAG NZA 2010, 1059; 2009, 361; 2008, 405 und 2005, 877). Eine Kündigung wegen Betriebsstillegung setzt voraus, daß der Arbeitgeber den Stillegungsbeschluß endgültig gefaßt hat und sich nicht um eine Veräußerung oder neue Aufträge bemüht (BAG NJW 2010, 3051; 2002, 3795; 1997, 1389). Ist Grundlage der Kündigung der Abbau einer Hierarchie-Ebene, muß der Arbeitgeber darlegen, wie die künftig anfallenden Arbeiten von dem restlichen Personal ohne Mehrarbeit erledigt werden können (BAG NZA 2011,505).

Kündigung (Betriebsratsanhörung) – Kündigungen sind nur dann wegen Verstoß gegen § 102 BetrVG unwirksam, wenn der Fehler nicht im Verantwortungsbereich des Betriebsrats liegt (BAG NZA 2004, 1330). Will ein Arbeitgeber erneut kündigen aus demselben Grund, weil er Bedenken gegen die Wirksamkeit einer Kündigung hat, muß er den Betriebsrat erneut anhören (BAG NZA 2008, 807).

Kündigung (Betriebsübergang) – Ein Insolvenzverwalter darf aufgrund eines Erwerberkonzeptes die nach jenem nicht benötigten Mitarbeiter betriebsbedingt kündigen, wenn anders der insolvente Betrieb nicht „übernahmefähig“ gemacht werden kann (BAG NZA 2003, 1027). Außerhalb der Insolvenz gilt dies nicht (LAG Köln ZIP 2003, 2049). Auch wer einem Betriebsübergang widerspricht, deshalb im abgebenden Betrieb bleibt und dann dort wegen Entfall des Arbeitsplatzes gekündigt wird, kann sich auf mangelhafte Sozialauswahl berufen, wobei allerdings die Gründe für den Widerspruch zu berücksichtigen sind (BAG NZA 2004, 1389).

Kündigung (vor Dienstantritt) - Grundsätzlich kann ein Arbeitsvertrag auch vor Arbeitsbeginn fristgemäß oder ggf. fristlos gekündigt werden, wobei die Frist ab dem Zugang der Kündigung läuft (BAG NZA 2004, 1089).

Kündigung (Eigenkündigung) - Spricht der Mitarbeiter selbst eine schriftliche außerordentliche Kündigung aus, kann er sich später nicht auf deren eventuelle Unwirksamkeit berufen (BAG PM 26/09).

Kündigung (Form) - Eine per Telefax erklärte Kündigung genügt nicht dem Schriftformerfordernis nach § 623 BGB und ist daher unwirksam. Darauf kann sich auch der Kündigende berufen (LAG Rheinland-Pfalz, Urteil vom 31.01.08 zum AZ 9 Sa 416/07). Wegen der Schriftform der Kündigung müssen bei einer BGB-Gesellschaft jedenfalls alle im Briefkopf angeführten Gesellschafter unterschreiben (BAG PM 22/05). Ist der Arbeitgeber eine BGB-Gesellschaft, müssen alle in der Unterschriftszeile des Kündigungsschreibens angegebenen Gesellschafter auch unterschreiben (BAG NZA 2005, 865). Nach § 623 BGB bedarf die Beendigung von Arbeitsverhältnissen durch Auflösungsvertrag oder durch Kündigung der Schriftform. Ein mündlich geschlossener Auflösungsvertrag ist ebenso unwirksam wie eine mündlich erklärte Kündigung. Es verstößt in aller Regel nicht gegen Treu und Glauben (§ 242 BGB), wenn sich derjenige, der in einem kontrovers geführten Gespräch eine Kündigung ausgesprochen oder sich mit der Auflösung des Arbeitsverhältnisses einverstanden erklärt hat, nachträglich darauf beruft, die Schriftform sei nicht eingehalten. Der gesetzliche Formzwang soll die Parteien des Arbeitsvertrages vor Übereilung bei Beendigungserklärungen bewahren (Warnfunktion) und dient außerdem der Rechtssicherheit (Klarstellungs- und Beweisfunktion). Von ihm kann deshalb nur in seltenen Ausnahmefällen abgewichen werden (BAG PM 64/04). Eine E-Mail ohne digitale Signatur wahrt die Schriftform nicht (OVG Lüneburg NJW 2005,1452). Bei einer Änderungskündigung muß auch das Änderungsangebot schriftlich erfolgen (BAG NZA 2005, 635). Bei einer BGB-Gesellschaft muß die Kündigung von allen Gesellschaftern unterschrieben sein oder es müssen entsprechende Vollmachten im Original beiliegen, sonst kann der Empfänger sie zurückweisen (LAG Hessen NZA-RR 2011,519).

Kündigung (Frist) - Vereinbaren die Parteien entgegen § 622 VI BGB für den Arbeitnehmer eine längere Kündigungsfrist als für den Arbeitgeber, muß auch dieser diese längere Frist einhalten (BAG NZA 2005, 1176). § 622 V 1 Nr.2 BGB läßt nur die Verkürzung der Mindestkündigungsfrist zu, nicht die Verkürzung der verlängerten Kündigungsfristen des § 622 BGB (LAG Hessen NZA-RR 2010, 465). Wird gegen eine Kündigung mit zu kurzer Frist keine Klage erhoben, wird jene wirksam (BAG NZA 2010, 1409). § 622 II 2 BGB, wonach Zeiten vor dem 25. Lebensjahr nicht zu berücksichtigen sind, ist mit EU-Recht unvereinbar und für Kündigungen nach dem 02.12.2006 nicht mehr anzuwenden (BAG NZA 2011,343).

Kündigung (fristlos) - Die 2-Wochen-Frist des § 626 II BGB für den Ausspruch einer fristlosen Kündigung beginnt zu laufen, wenn der zur Kündigung Berechtigte eine zuverlässige und ausreichend vollständige Kenntnis von den zugrundeliegenden Tatsache erlangt hat. Dabei darf er den Ausgang eines Ermittlungs- oder Strafverfahrens abwarten (BAG NZA 2006, 101). Arbeitgeber dürfen ihre Entscheidung über eine fristlose Kündigung vom Ausgang des Strafverfahrens abhängig machen, ohne daß damit die 2-Wochen-Frist des § 626 II BGB verstrichen ist (BAG NZA-RR 2009, 69). Wer Mindesthaltbarkeitsdaten im Lebensmittelhandel manipuliert, kann fristlos gekündigt werden (LAG Köln NZA-RR 2009, 368). Die strafbare Manipulation von Tachoscheiben rechtfertigt die fristlose Kündigung (LAG Rheinland-Pfalz NZA-RR 2004, 473). Eine leichtfertig gegen den Geschäftsführer von einem Betriebsratsmitglied erstattete falsche Strafanzeige rechtfertigt die fristlose Kündigung (LAG Hamm NZA-RR 2004, 475). Eine fristlose Kündigung enthält im Regelfall zugleich eine hilfsweise fristgemäße Kündigung (BAG NZA 2010, 1348). Die absichtlich nicht korrekte Dokumentierung der Arbeitszeit kann eine fristlose Kündigung rechtfertigen (BAG NZA 2011,1027). Wer bei der Erfassung der Arbeitszeit zu seinen Gunsten betrügt, kann fristlos gekündigt werden (BAG NJW 2011,2905).

Kündigung (Internetnutzung) – Legt ein Arbeitgeber keine konkreten Regeln für die Internet-Nutzung im Betrieb fest, kann er ohne vorherige Abmahnung nicht kündigen (LAG Rheinland-Pfalz NZA-RR 2005, 303). Wer während der täglichen Arbeitszeit für 2 Stunden unerlaubt im Internet surft, kann fristlos gekündigt werden (BAG NZA 2006, 98). Verbotene private Internet-Nutzung am Arbeitsplatz in nicht nur unerheblichem Umfang kann auch ohne Abmahnung die fristlose Kündigung rechtfertigen (LAG Rheinland-Pfalz NZA-RR 2005, 634). Wer ohne Genehmigung während der Arbeitszeit zeitintensiv privat im Internet surft und dabei auch pornographische Seiten aufsucht, verletzt seine Pflichten erheblich und kann u.U. fristlos gekündigt werden (BAG PM 43/05). Exzessive Mail-Nutzung von mehreren Stunden je Tag über mehrere Wochen hinweg rechtfertigt auch ohne Abmahnung eine außerordentliche Kündigung (LAG Niedersachsen NZA-RR 2010, 406).

Kündigung (Klagfrist) – Will ein Arbeitnehmer die Rechtswirksamkeit einer Kündigung angreifen, muß er binnen der 3-Wochen-Frist Klage bei dem Arbeitsgericht erheben. Will er sich nur gegen das Beendigungsdatum wenden, gilt die 3-Wochen-Frist nicht (BAG PM 81/05). Die Klagfrist von 3 Wochen gegen eine Kündigung gilt nicht, wenn diese von einem Vertreter ohne Vollmacht oder einem Nichtberechtigten ausgesprochen wurde, sofern das Fehlen der Vollmacht unverzüglich gerügt bzw. die Genehmigung nicht erteilt wurde (BAG NZA 2009, 1146). Ist eine Kündigung nicht „schriftlich“ erfolgt, was auch bei einer nicht unterschriebenen Kündigung gilt, muß die 3-Wochen-Frist für die Klage nicht eingehalten werden (BAG NZA 2007, 972; 2008, 521).

Kündigung (Krankheit) – Der wegen langzeitiger Krankheit gekündigte Mitarbeiter muß im Prozeß nicht nur die Namen seiner Ärzte benennen und jene von der Schweigepflicht befreien, sondern auch erläutern, wann und aufgrund welcher Tatsachen in den 2 auf die Kündigung folgenden Jahren mit der Wiederherstellung seiner Arbeitsfähigkeit zu rechnen ist (LAG Kiel NZA-RR 2008, 518). Wird ein Mitarbeiter wegen häufiger Kurzerkrankungen gekündigt, muß er konkret vortragen, daß und welcher behandelnde Arzt die künftige Entwicklung positiv beurteilt. Allein die Angabe der Diagnosen und die Entbindung von der Schweigepflicht reichen nicht (LAG Kiel NZA-RR 2006, 129). Wegen Alkoholsucht kann gekündigt werden, wenn mehrere Therapien erfolglos waren und daher die Zukunftsprognose negativ ist (LAG Köln NZA-RR 2010, 518).

Kündigung (Leiharbeitnehmer) – Solange ein Betrieb Leiharbeitnehmer beschäftigt, kann er für deren Arbeitsplätze geeignete eigene Mitarbeiter nicht betriebsbedingt kündigen (LAG Berlin, Urteil vom 03.03.09 zu 12 Sa 2468/08).

Kündigung (Massenentlassung) – Bei einer Massenentlassung müssen die nach §§ 17,18 KSchG nötigen Konsultations- und Anzeigepflichten erfüllt sein, bevor die Kündigung ausgesprochen wird (EuGH NZA 2005, 213; ArbG Bochum NZA 2005, 587). Die Massenentlassungsanzeige an die Agentur für Arbeit muß vor dem Ausspruch der Kündigungen erfolgen (LAG Berlin NZA-RR 2005, 412). Wurde die Massenentlassungsanzeige unterlassen, ist die Kündigung unwirksam (BAG NZA 2005, 1109). Arbeitgeber dürfen bei Massenentlassungen neben den Leistungen des Sozialplans per Betriebsvereinbarung zusätzlich eine „Turbo-Prämie“ versprechen für diejenigen Mitarbeiter, welche keine Kündigungsschutzklage erheben (BAG NZA 2005,997).

Kündigung (Minderleistung) – Die Kündigung sog. „low performer“ setzt voraus, daß jene ihre persönliche Leistungsfähigkeit längerfristig aufgrund nicht angemessener Ausschöpfung ihrer Arbeitskraft erheblich unterschreiten im Verhältnis zum Durchschnitt aller vergleichbarer Kollegen (LAG Kiel NZA-RR 2008, 573). Mitarbeiter müssen das leisten, was sie bei Ausschöpfung ihrer individuellen Leistungsfähigkeit können. Eine deutlich schlechtere Leistung als die der Kollegenschaft kann aber ein Anhalt dafür sein, daß die individuelle Leistungsfähigkeit nicht ausgeschöpft wird. Zeigt der Arbeitgeber das auf, muß der Mitarbeiter eine Erklärung dafür liefern (BAG NZA 2008, 693). Arbeitnehmer müssen unter angemessener Ausschöpfung ihrer persönlichen Leistungsfähigkeit arbeiten. Beruhen Minderleistungen auf einer Verletzung dieser Pflicht, kann dies eine Kündigung rechtfertigen (BAG NZA 2004, 784). Der Kündigungsgrund der Minderleistung / Schlechtleistung kann vorliegen, wenn ein Mitarbeiter den Durchschnitt längerfristig deutlich unterschreitet und für die Zukunft keine Besserung zu erwarten ist. Der Arbeitgeber muß die Minderleistung belegen, der Mitarbeiter deren Gründe erläutern und erklären, ob in Zukunft Besserung zu erwarten ist. Ist ein Mitarbeiter im Verkauf völlig erfolglos, kann eine Kündigung gerechtfertigt sein (BAG NZA 2004, 1380). Soll einer Kassenkraft gekündigt werden wegen Kassendifferenzen, ist zuerst darzulegen, daß längerfristig die Fehlerhäufigkeit der anderen Kassenkräfte erheblich überschritten ist (LAG Kiel NZA-RR 2010, 466).

Kündigung (Outsourcing) - Es liegt eine unzulässige 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vor, wenn die fremdvergebene Tätigkeit dem Dritten nicht zur selbständigen Erledigung übertragen wird, sondern die betriebliche Funktion weiterbesteht und der Dritte weisungsabhängig ist (BAG NZA 2005, 761).

Kündigung (Religion) – Verweigert ein Mitarbeiter aus Glaubensgründen geschuldete Arbeit und kann das vom Arbeitgeber nicht sinnvoll umorganisiert werden, kann der Mitarbeiter gekündigt werden (BAG NZA 2011,1087).

Kündigung (Schwerbehinderung) – Die krankheitsbedingte Kündigung eines Schwerbehinderten ist unwirksam, wenn im Betrieb ein leidensgerechter Arbeitsplatz vorhanden ist, der über das Direktionsrecht freigemacht werden kann oder im Wege der Versetzung, wobei bei Verweigerung der Zustimmung des Betriebsrats zur Versetzung der Arbeitgeber auch das Ersetzungsverfahren durchführen muß, sofern das nicht unzumutbar ist (LAG Hamm, Urteil vom 30.09.2010 zu 15 Sa 416/10).

(Kündigung) Sozialauswahl – Verwendet der Arbeitgeber bei betriebsbedingten Kündigungen für die Sozialauswahl ein Punkteschema, hat das BAG u.a. folgende Berechnung abgesegnet: Betriebszugehörigkeit je Jahr bis maximal 40 = 1 Punkt; Lebensalter je Jahr bis maximal 55 = 2 Punkte; Unterhaltsberechtigte Kinder je Kind = 4 Punkte; bestehende Ehe mit Unterhaltspflicht = 8 Punkte; Schwerbehinderung bis 50 % = 5 Punkte; Schwerbehinderung je 10 % über 50 % = 1 Punkt. Das BAG hat anläßlich eines Personalabbaus bei der Automobilfirma Karmann nachfolgende Punktetabelle für die Sozialauswahl gebilligt: Betriebszugehörigkeit je Jahr = 1,5 Punkte; Lebensalter je Jahr ab 18 = 1 Punkt; Unterhaltsberechtigte Kinder je Kind = 7 Punkte; bestehende Ehe mit Unterhaltspflicht = 5 Punkte; Schwerbehinderung bis 50 % = 9 Punkte; Schwerbehinderung ab 50 % = 11 Punkte. Zusätzlich hat es gebilligt die Bildung von Altersgruppen wie folgt: bis 25 Jahre, bis 35 Jahre, bis 45 Jahre, bis 55 Jahre und ab 55 Jahre (BAG NZA 2009, 361). Zuvor hatte es in einem anderen Verfahren auch folgende Regelungen als zulässig erachtet: Altersgruppen im 10-Jahres-Turnus, für jedes Lebensjahr 1 Punkt, für jedes Jahr im Betrieb 1 Punkt, ab dem 11. Jahr im Betrieb je Jahr 2 Punkte, je Kind 5 Punkte, für Ehepartner/Lebenspartner 4 Punkte, bei Schwerbehinderung 1 Punkt je 10% Behinderung über 50 % (BAG NZA 2008, 103 und 405). Das BAG hat auch folgende Punktetabelle für wirksam erachtet: 1 Punkt je Lebensjahr ab dem 18. Lebensjahr; 1,5 Punkte je Jahr der Betriebszugehörigkeit; 5 Punkte für Ehe/Lebenspartnerschaft; 7 Punkte je Kind; 11 Punkte bei Schwerbehinderung und 9 Punkte bei Gleichstellung (BAG NZA 2009, 361). Vor einer betriebsbedingten Kündigung ist eine auf den gesamten Betrieb bezogene Sozialauswahl durchzuführen. (BAG NZA 2005, 285). Die Erhaltung einer ausgewogenen Altersstruktur im Betrieb kann ein berechtigtes betriebliches Interesse sein, welches im Streitfall der Arbeitgeber darlegen muß. Altersgruppen muß er sachgerecht bilden, wobei allein 5-Jahres-Schritte nicht sozial ungerechtfertigt sind (BAG NZA 2005, 877). Auch wenn sich der Arbeitgeber ein betriebsübergreifendes Versetzungsrecht vorbehalten hat, hat die Sozialauswahl grundsätzlich betriebsbezogen zu erfolgen (BAG NZA 2005, 1173). Sie ist ausnahmsweise unternehmensbezogen durchzuführen, wenn der Arbeitsvertrag unternehmensweite Versetzbarkeit vorsieht und mit der Unternehmensführung geschlossen wurde (LAG Rheinland-Pfalz NZA-RR 2005, 588). Grobe Fehlerhaftigkeit in einem Interessenausgleich mit Namensliste ist nicht gegeben, wenn Mitarbeiter zurückgesetzt werden, die den Zeitraum bis zum Renteneintritt mit Arbeitslosengeld überbrücken können (LAG Niedersachsen NZA-RR 2005, 584). Wer nicht einseitig kraft Direktionsrecht auf andere Arbeitsplätze versetzbar ist, ist mit Beschäftigten auf diesen anderen Arbeitsplätzen nicht vergleichbar (BAG NZA 2006, 31). Die Berücksichtigung des Lebensalters bei der Sozialauswahl und die Bildung von Altersgruppen verletzen nicht das Verbot der Altersdiskriminierung (BAG PM 87/08). Die soziale Auswahl bei betriebsbedingten Kündigungen ist durchzuführen zwischen denjenigen Arbeitnehmern, die eine gleichwertige Tätigkeit ausüben oder nach kürzerer Einarbeitungszeit ausüben können. Hinzukommen muß, daß der Arbeitgeber die Mitarbeiter einseitig versetzen oder umsetzen können muß (BAG NZA 2008, 1120). Ist ein Mitarbeiter betriebsübergreifend versetzbar, ist die Sozialauswahl auf alle Arbeitnehmer mit vergleichbarer Tätigkeit im gesamten Unternehmen zu erstrecken (LAG Köln NZA-RR 2005, 26). Altersgruppen in einer Sozialauswahl begegnen Bedenken aus dem EU-Recht (LAG Hamm NZA-RR 2010, 410)

Kündigung (Sprachkenntnisse) – Kann ein Mitarbeiter trotz Angebots von Deutschkursen während der Arbeitszeit und auf Kosten des Arbeitgebers deutsche Anweisungen an von ihm zu bedienenden Maschinen nicht lesen und lehnt er weitere Deutschkurse ab, kann er fristgemäß gekündigt werden (BAG PM 10/2010).

Kündigung (Straftat) – Auch der Diebstahl eines Lippenstiftes rechtfertigt die fristlose Kündigung nach 8 Jahren Betriebszugehörigkeit (BAG NZA 2008, 2732). Wer trotz gegenteiliger Anweisung private Telefonate vom Firmenhandy als dienstlich deklariert, kann fristlos gekündigt werden (LAG Hamm NZA 2009, 476). Bei einer Kassiererin ist der Grund für die fristlose Kündigung bei dem Diebstahl geringwertiger Sachen der Verlust des Vertrauens in ihre Ehrlichkeit (LAG Berlin-Brandenburg NZA-RR 2009, 188). Auch der Diebstahl geringwertiger Sachen rechtfertigt die fristlose Kündigung, weil das Vertrauen des Arbeitgebers verletzt wird (BAG NZA-RR 2009, 303).

Kündigung (Straftat-Verdacht) – Eine Verdachtskündigung ist zulässig, wenn objektive Tatsachen den starken Verdacht begründen, der Arbeitnehmer habe die Tat begangen, dadurch das für die Fortsetzung des Arbeitsverhältnisses nötige Vertrauen zerstört ist und der Arbeitgeber alles ihm Mögliche getan hat, um den Fall aufzuklären. Dabei muß vor der Kündigung der Mitarbeiter angehört und ihm Gelegenheit gegeben werden, zu konkreten Tatsachen / Verdachtsmomenten Stellung zu nehmen (BAG NZA 2008, 809). Der Arbeitgeber muß vor einer Verdachtskündigung den Mitarbeiter anhören und ihm Gelegenheit zu Aufklärung und Entlastung geben (BAG NZA 2008, 344). Wird wegen des dringenden Verdachtes einer Straftat oder einer schweren Vertragsverletzung gekündigt, muß dieser Verdacht auf objektive Tatsachen gestützt sein, durch die das erforderliche Vertrauen zerstört ist. Der Arbeitgeber muß vorher alle zumutbaren Bemühungen unternehmen zur Aufklärung des Verdachtes und den Arbeitnehmer anhören (LAG Niedersachsen NZA-RR 2005, 24). Arbeitgeber dürfen verdachtsverstärkende Tatsachen, z.B. eine Anklageerhebung, auch zum Anlaß für eine weitere Verdachtskündigung wegen des gleichen Sachverhaltes nehmen (BAG NZA 2011,798).

Kündigung (verhaltensbedingt) – Soll ein Mitarbeiter wegen „Bummeln auf der Arbeit“ in Form überlanger Toilettenzeiten oder kurzer Schlafpausen gekündigt werden, bedarf das vorheriger Abmahnung (LAG Baden-Württemberg NZA-RR 2010, 637). Die Drohung eines Mitarbeiters gegenüber dem Arbeitgeber, diesen oder Vorgesetzte anzuzeigen, kann eine fristlose Kündigung rechtfertigen, wenn eine Abmahnung nicht als ausreichend erscheint (LAG Sachsen NZA-RR 2011,290).

Kündigung (Vollmacht) – Kündigt eine gesetzlich (Vorstand, Geschäftsführer, Prokurist) nicht bevollmächtigte Person, muß jene entweder mit der Kündigung eine Original-Vollmacht vorlegen oder der Arbeitgeber muß dem Gekündigten ermöglicht haben, die Bevollmächtigung zur Kenntnis zu nehmen, z.B. durch Aushang, Intranet oder Hinweis auf Nachfragemöglichkeit bei leicht erreichbaren Vorgesetzten (BAG NZA 2011,683).

Kündigung (Zugang) – Auch wenn der Mitarbeiter in Urlaub und ortsabwesend ist, geht ein an die Heimatanschrift gerichtetes Schreiben dort zu (BAG NZA 2004, 1330). Auch wenn der Arbeitgeber das Kündigungsschreiben an die Heimatanschrift des Mitarbeiters richtet, obwohl er weiß, daß dieser urlaubsbedingt abwesend ist, geht die Kündigung dort mit z.B. Einwurf in den Briefkasten zu (BAG NJW 2005, 239). Wird eine Kündigung um 16:00 Uhr in den Briefkasten des Empfängers eingeworfen, geht sie jedenfalls dann am gleichen Tag zu, wenn jener mit ihr rechnen mußte (LAG Berlin NZA-RR 2004, 528). Es reicht aus, dem Mitarbeiter die schriftliche Kündigung im Original zum Durchlesen auszuhändigen. Er muß sie nicht behalten, damit sie ihm zugeht (LAG München NZA-RR 2009, 527). Soll ein geschäftsunfähiger Mitarbeiter gekündigt werden, muß die Kündigung zumindest für den gesetzlichen Vertreter bestimmt, besser an jenen gerichtet sein und ihm zugehen (BAG NZA 2011,340). Wird eine Kündigung nach 16:00 Uhr in den Briefkasten eingelegt, geht sie erst am Folgetag zu, wenn der Empfänger nicht mehr in den Briefkasten sieht (LAG Köln NZA-RR 2011,180). Wird die Kündigung dem Ehegatten des Gekündigten an dessen Arbeitsplatz übergeben, geht sie dem Gekündigten erst dann zu, wenn mit der Weitergabe durch den Ehegatten an den Gekündigten zu rechnen ist (BAG PM 48/11). Vereitelt der Arbeitnehmer den Zugang z.B. einer Kündigung durch Angabe einer unrichtigen Wohnanschrift, kann er sich darauf nicht berufen, wenn der Arbeitgeber alle ihm zumutbaren Maßnahmen (z.B. Absendung) rechtzeitig getroffen hatte (BAG PM 57/05).

Kündigungsschutzklage – Eine Vereinbarung über die Zahlung einer freiwilligen Abfindung gegen Verzicht auf gerichtliches Vorgehen gegen eine Kündigung ist zulässig (BAG NJW 2005, 3310). Arbeitnehmer können den Kündigungsschutzantrag mit einem allgemeinen Feststellungsantrag auf Fortbestand verbinden (BAG NZA 2005, 1259). Eine Klage allein gegen eine unrichtige Kündigungsfrist unterliegt nicht der 3-Wochen-Frist des § 4 KSchG (LAG Hamm NZA-RR 2005, 580 und 583).

Kurzarbeit – Gegen einen KAG-Bescheid des Arbeitsamtes können nur der Arbeitgeber und ggf. der Betriebsrat Rechtsmittel einlegen, nicht aber der einzelne Arbeitnehmer (BSGE 38,94 und 98). Vereinbart der Arbeitgeber mit dem Betriebsrat Kurzarbeit, ist das auch wirksam, wenn die Anzeige bei der Agentur für Arbeit unterbleibt (BAG NZA 2009, 689). Fällt in die Zeit, für die Urlaub gewährt wird, Kurzarbeit „Null“, muß der Arbeitgeber den betroffenen Beschäftigten Ersatzurlaub anbieten (BAG NZA 2009, 689). Eine Klausel, wonach ein Arbeitgeber einseitig und ohne Ankündigungsfrist unbeschränkt Kurzarbeit anordnen kann, ist unwirksam (LAG Berlin-Brandenburg NZA-RR 2011, 65).

Lohnsteuer – Ist ein Brutto-Entgelt vereinbart, trägt der Arbeitnehmer die Lohnsteuer. Der Arbeitgeber zieht sie vom Lohn ab und führt sie für den Mitarbeiter an das Finanzamt ab. Das gilt auch bei geringfügigen Beschäftigungsverhältnissen, sofern nicht ausdrücklich ein Netto-Entgelt vereinbart ist (BAG PM 6/06).

Lohnwucher – Liegt der gezahlte Lohn unter 2/3 des örtlich üblichen Tariflohns, ist er sittenwidrig niedrig (BAG PM 38/09). Ein Lohn ist sittenwidrig niedrig, wenn er nicht 2/3 der üblichen Vergütung erreicht. Das ist in der Regel der Tariflohn (BAG NZA 2009,837). Zu vergleichen sind die Bruttobeträge, sofern nicht ein Nettolohn vereinbart ist (LAG Bremen AuR 2008,455).

Mails – Belassen Mitarbeiter Mails am Arbeitsplatz-PC im Posteingang- oder Postausgang-Ordner oder auf anderen Laufwerken von zentralen Rechnern, unterliegen diese nicht dem Fernmeldegeheimnis (LAG Berlin NZA-RR 2011,342; LAG Niedersachsen NZA-RR 2010,406).

Mehrarbeit – Mehrarbeitszuschläge erhält nur, wer über die Vollzeit-Stundenzahl hinaus tätig wird, auch wenn dadurch Teilzeitkräfte das faktisch nicht erreichen (BAG NZA 2005, 222). Auch nach den Grenzen des ArbZG unzulässige Mehrarbeit ist stets zu vergüten, auch wenn Mehrarbeit nach dem Arbeitsvertrag mit dem Gehalt abgegolten ist (BAG NZA 2006, 149). Auch wenn ein Mitarbeiter über viele Jahre hinweg Überstunden leistet aufgrund Anweisung, eine Zusatzaufgabe zu erledigen, ändert sich der Arbeitsvertrag dadurch nicht und es besteht kein Anspruch auf künftige Überstunden, wenn diese Zusatzarbeit entzogen wird und die Überstunden entfallen (BAG NJW-SP 2009, 516). Wann Überstunden abzubummeln sind, darf der Arbeitgeber bestimmen (BAG NZA 2006, 1008 und 2009, 1211). Verlangt ein Mitarbeiter Bezahlung von Überstunden, muß er vortragen, an welchem Tagen er von wann bis wann insgesamt gearbeitet haben will. Der Arbeitgeber muß sich dazu konkret erklären. Der Mitarbeiter muß ggf. streitige Stunden beweisen (BAG NZA 1994, 1034). Gibt es im Betrieb ein Zeiterfassungssystem und besitzt der Mitarbeiter keine Ausdrucke, empfiehlt sich eine sog. Stufenklage auf Auskunft über die Zeiten und Zahlung der sich daraus ergebenden Ansprüche (BGH NJW 2000, 1642). Eine Klausel in einem Arbeitsvertrag, daß erforderliche Überstunden mit dem Monatsgehalt abgegolten sind, ist wegen Unbestimmtheit des Umfangs nach §§ 306, 307 BGB unwirksam (BAG NZA 2011,575)

Meister – Eine Vereinbarung, mit welcher ein Handwerksmeister einem Handwerksbetrieb nur seinen Meistertitel zur Verfügung stellt, ohne selbst als Betriebsleiter tätig zu werden, ist wegen Umgehung von § 7 HwO nach § 134 BGB nichtig (BAG NJW 2009, 2554).

Mobbing – Wer Mobbing behauptet, muß im Detail angeben, wann sowie von wem und auf welche Weise dies über einen längeren Zeitraum sowie mehrfach geschehen ist (LAG Kiel NZA-RR 2008, 518). Erleidet ein Mitarbeiter einen Gesundheitsschaden, weil er nachweislich von einem Vorgesetzten „gemobbt“ wird und bewiesenermaßen dadurch erheblich erkrankt, kann er zwar nicht dessen Kündigung, aber von dem gemeinsamen Arbeitgeber Schmerzensgeld verlangen. (BAG VersR 2008, 1654).

Pausenzeit – Ruhepausen nach § 4 ArbZG müssen im Voraus festgelegt sein, das gilt auch für Kurzpausen nach § 7 ArbZG. Bei vorheriger Festlegung erfüllen auch Lenkzeitunterbrechungen diese Voraussetzungen (BAG NZA-RR 2010, 623).

Personalakte – Auch nach Beendigung der Beschäftigung hat man ein Recht auf Einsicht in die Personalakte bei dem alten Arbeitgeber. Einen Grund muß man nicht angeben (BAG NJW-SP 2011,210). Arbeitnehmer haben auch nach Ausscheiden ein Recht auf Einsicht in ihre Personalakte, wenn diese von dem Arbeitgeber fortgeführt wird (BAG PM 84/10).

Personalgespräch – Arbeitnehmer sind nicht verpflichtet, an Personalgesprächen teilzunehmen, in denen es ausschließlich um vom Arbeitgeber gewünschte Änderungen des Arbeitsvertrages gehen soll, die vom Arbeitnehmer bereits abgelehnt waren (BAG PM 62/09). Wird ein Arbeitnehmer unter einem falschen Vorwand zu einem Gespräch gelockt, um ihn in Wahrheit zu einer beabsichtigten Verdachtskündigung anzuhören, stellt das keine hinreichende Anhörung dar. Zudem kann der Arbeitnehmer auf vorheriger Beratung mit einer Person seines Vertrauens bestehen sowie auf deren Teilnahme (LAG Düsseldorf NZA-RR 2010, 184).

Personalrabatt - Ein Personalrabatt entfällt, wenn der Arbeitgeber die Herstellung der Ware einstellt oder der Arbeitsplatz auf ein anderes Unternehmen übergeht (BAG NZA 2005, 941).

Pfändung – Pflichtbeiträge zur VBL sind bei der Berechnung des pfändbaren Einkommens nicht zu berücksichtigen (BGH NZA-RR 2010, 86).

Pflegedienst – Der Vertrag zwischen einem Pflegebedürftigen und einem Pflegedienst ist ein solcher über Dienste höherer Art nach §§ 621, 627 BGB. Er kann bei ambulanter Pflege nach § 120 II 2 SGB XI gekündigt werden (BGH VersR 2011,1271).

Pflegezeit – Pflegezeit kann nur einmal in Anspruch genommen werden, auch wenn die Höchstdauer nicht ausgenutzt wird (BAG PM 87/2011). HINWEIS: Das bedeutet, daß man evtl. beabsichtigte verschiedene Zeiträume von Anfang an im Antrag angeben muß.

Prämienmeilen – Der Arbeitgeber kann verlangen, daß der Mitarbeiter auf Dienstreisen gesammelte Prämienmeilen nur dienstlich verwendet (LAG Hamm NZA-RR 2005, 622).

Praktikum - Eine Praktikantenvergütung von EUR 375,00 für eine Diplomingenieurin (FH) ist sittenwidrig, wenn der Ausbildungszweck bei einem Praktikum von 6 Monaten Dauer nicht deutlich im Vordergrund steht. Das ist nur der Fall, wenn der Ausbildungszweck die für den Betrieb erbrachten Leistungen und Arbeitsergebnisse deutlich überwiegt. Wer eingesetzt wird wie sonst normale Arbeitskräfte, hat Anspruch auf angemessene Vergütung (LAG Baden-Württemberg NZA 2008, 768). Eine Praktikantenvergütung von EUR 375,00 monatlich kann sittenwidrig sein, wenn der Ausbildungszweck nicht im Vordergrund steht. Das ist der Fall, wenn der Ausbildungszweck die für den Betrieb erbrachten Leistungen und Arbeitsergebnisse nicht deutlich überwiegt. Dies kommt insbesondere bei längeren Praktika in Betracht, bei denen Praktikanten nur einer Abteilung des Betriebs eingesetzt werden wie sonst normale Arbeitskräfte. Sie haben dann Anspruch auf angemessene Vergütung (LAG Brandenburg, Urteil vom 08.02.08 zum AZ 5 Sa 45/07).

Probezeit – Auch wenn vor der Eingehung eines Ausbildungsverhältnisses ein Arbeitsverhältnis bestand, dürfen die Parteien im Ausbildungsvertrag eine Probezeit nach dem BbiG vereinbaren (BAG NZA 2005, Heft 1, Seite VI). Die Probezeit darf auch bei einfachen Tätigkeiten 6 Monate betragen (BAG NJW 2008, 2521).

Prozeßbeschäftigung – Setzen Parteien nach Ausspruch einer Kündigung das Arbeitsverhältnis z.B. während eines Kündigungsschutzprozesses fort, muß die Befristung z.B. auf den rechtskräftigen Abschluß des Verfahrens schriftlich vereinbart werden, sonst ist sie wegen § 14 IV TzBfG unwirksam (LAG Nürnberg NZA-RR 2005, 18).

Prozeßkostenhilfe - Eine Abfindung ist bei der Gewährung von Prozeßkostenhilfe jedenfalls in der Form als Vermögen zu berücksichtigen, daß der Einsatz von bis zu 10 % der Abfindung angemessen ist zur Tragung der Kosten des Verfahrens (LAG Schleswig-Holstein NZA 2005, 1430; LAG Köln NZA-RR 2005, 217).

Rauchen – Arbeitnehmer haben einen Anspruch auf einen rauchfreien Arbeitsplatz nach §§ 618 BGB, 5 ArbStättVO (BAG PM 47/09).

Rufbereitschaft - Bei der Rufbereitschaft kann der Arbeitnehmer seinen Aufenthalt frei wählen. Er muß seinem Arbeitgeber jedoch im voraus mitteilen, wo er sich befindet. Er muß zudem in der Lage sein, die Arbeit unverzüglich aufzunehmen. Eine stundenlange Anfahrt zum Arbeitsort ist also nicht von der Rufbereitschaft gedeckt. Beispiel: Narkosearzt, der nachts Bereitschaft hat, aber zu Hause sich aufhalten und schlafen darf. Die Zeit der Rufbereitschaft zählt nicht zur Arbeitszeit und ist deshalb ohne bestimmte Zeitgrenzen zulässig. Bei der Rufbereitschaft besteht ebenfalls eine Vergütungspflicht. Die Vergütung darf niedriger oder auch pauschalisiert sein. Fährt der im Rahmen der Rufbereitschaft zur Arbeit gerufenen Mitarbeiter mit seinem privaten KFZ dorthin und wird das KFZ dabei beschädigt, haftet der Arbeitgeber wie bei einer Dienstfahrt (BAG NJW-SP 2011,658).

Scheinselbständigkeit – Wird festgestellt, daß ein freier Mitarbeiter in Wirklichkeit Arbeitnehmer war und ist, kann der Arbeitgeber die gezahlten Honorare, soweit nicht verjährt, zurückverlangen, falls diese höher waren als das übliche Anstellungsentgelt. Der Ausschluß nach § 814 BGB erfordert, daß der Arbeitgeber die unrichtige rechtliche Einordnung des Beschäftigungsverhältnisses kennen mußte. § 818 III BGB findet Anwendung, wenn der Mitarbeiter die Honorare für seine Lebensführung verbraucht hat (BAG NZA 2005, 814).

Schriftform - Eine einfache Schriftformklausel in Arbeitsverträgen kann das Entstehen einer gegenteiligen betrieblichen Übung nicht verhindern. Eine doppelte Schriftformklausel, nach der jene nur schriftlich aufgehoben werden kann, kann dies. Ist sie allerdings zu weit gefaßt, kann sie unwirksam sein (BAG NZA 2008, 1233).

Schwarzarbeit – Bei Vereinbarung einer Beschäftigung ohne Abführung von Steuern und Sozialversicherungsabgaben stellt der vereinbarte Lohnbetrag den Bruttolohn dar (BAG NZA 2010, 881).

Schwerbehinderung – Die außerordentliche Kündigung von Schwerbehinderten kann bereits erklärt werden, wenn die Zustimmungserklärung des Integrationsamtes (früher: Hauptfürsorgestelle) nach § 91 III SGB IX getroffen und dem Arbeitgeber mitgeteilt ist. Anders als bei der ordentlichen Kündigung ist das Vorliegen der schriftlichen Entscheidung nicht nötig (BAG NJW 2005, 3514; BAG NZA 1991, 553; 1994, 1030; 1998, 33; 1099, 1267). Für die ordentliche Kündigung verlangt § 88 II SGB IX zwar eine „Zustellung“, diese hat aber nur Bedeutung für den Beginn der verwaltungsrechtlichen Widerspruchsfrist (BAG NJW 2005, 3514; BAG NZA 1991, 553; 1905, 991). Nachdem durch Änderung des Kündigungsschutzgesetzes zum 01.01.2004 die Schwerbehinderung (auch in Form der Gleichstellung) nach § 1 III KSchG als Kriterium der sozialen Auswahl ausdrücklich zu berücksichtigen ist, hat sich seit dem 01.05.2004 die Frage der Berücksichtigung von Schwerbehinderungen im Kündigungsschutz erneut geändert. Diesmal geht es um den Zeitpunkt, ab dem diese Eigenschaft anzunehmen ist. Das alte SchwBG sah vor, daß bereits die Antragstellung reichte. Das hatte dazu geführt, daß oft Beschäftigte, die eine Kündigung befürchteten, als Schutzmaßnahme einen Antrag auf Anerkennung als Schwerbehinderte stellten. Das ist nunmehr wegen einer Änderung der §§ 85 ff. SGB IX nicht mehr möglich. Nach § 90 SGB IX finden die Schutzvorschriften (wonach der Arbeitgeber nur vor Ausspruch einer Kündigung die Zustimmung der Behörde einholen muß) nur noch Anwendung, wenn die Schwerbehinderung offensichtlich ist bzw. anerkannt bei Ausspruch oder wenn der Antragsteller an einem laufenden Verfahren auf Anerkennung zügig mitwirkt. Damit kann seitdem die Kündigung zwar noch hinausgeschoben werden, aber nicht mehr über lange Zeiträume, weil in § 69 SGB IX recht kurze Fristen festgelegt sind. Der Sonderkündigungsschutz setzt ein, wenn der Antrag gestellt war, bevor die Kündigung zugegangen ist (BAG NJW 2005, 2796). Der gesetzliche Zusatzurlaub für Schwerbehinderte ist auch dann bei Ende eines Arbeitsverhältnisses abzugelten, wenn der Mitarbeiter ausnahmslos krank war und der Zeitraum zur Übertragung auf das Folgejahr abgelaufen ist (BAG PM 25/10). Der Arbeitnehmer muß dem Arbeitgeber die Schwerbehinderung spätestens binnen 3 Wochen ab Zugang einer Kündigung mitteilen, sonst gilt der Sonderkündigungsschutz des § 85 SGB IX nicht (BAG NZA 2009, 556). Der gesetzliche Zusatzurlaub für Schwerbehinderte nach § 125 SGB IX ist bei Ende eines Arbeitsverhältnisses stets abzugelten, soweit er wegen Krankheit nicht gewährt werden konnte (BAG NZA 2010, 810). Auf einen behindertengerechten Arbeitsplatz und ggf. dessen Anpassung besteht ein Rechtsanspruch (BAG NZA 2007, 91). Das betriebliche Eingliederungsmanagement dient diesem Anspruch. Unterläßt der Arbeitgeber dieses BEM, kann er nicht einwenden, er könne den Schwerbehinderten nicht angemessen beschäftigen (BAG NZA 2006, 442). Die Durchführung eines Eingliederungsmanagement (BEM) ist keine Voraussetzung für eine Kündigung. Arbeitgeber dürfen aus dem Unterlassen des BEM aber keine Vorteile ziehen (BAG NZA 2008, 173). Behaupten Arbeitgeber in einem solchen Fall, eine behindertengerechte Beschäftigung sei nicht möglich, müssen sie das beweisen. Sie müssen belegen, daß auf dem bisherigen Arbeitsplatz keine Beschäftigung mehr möglich ist, daß eine Anpassung nicht möglich ist und daß kein geänderter Arbeitsplatz zur Verfügung steht (BAG NZA 2006, 442). Will sich ein Schwerbehinderter auf den besonderen Kündigungsschutz berufen, muß der Arbeitgeber diesen spätestens binnen 3 Wochen ab Zugang der Kündigung zur Kenntnis erhalten (BAG NZA 2011,411). Schwerbehinderte können den besonderen Schutz bei Kündigungen nur in Anspruch nehmen, wenn dem Arbeitgeber die Behinderung binnen der 3-Wochen-Frist des § 4 KSchG mitgeteilt wird. Dabei reicht die Mitteilung in der Kündigungsschutzklage aus, auch wenn diese erst nach Ablauf jener Frist zugestellt wird. (BAG NJW 2011,413). Wird bei einer Einstellung die Frage nach einer Schwerbehinderung falsch beantwortet, kann der Arbeitgeber den Arbeitsvertrag anfechten, wenn die Täuschung für den Vertragsschluß ursächlich war. Wirkt sie sich weiter aus, kann er auch kündigen (BAG PM 58/11). Wer zwar behindert, aber nicht schwerbehindert und auch nicht gleichgestellt ist, kann sich auf Verstöße des Arbeitgebers gegen die §§ 81 ff. SGB IX nicht berufen, sondern nur auf solche gegen das AGG (BAG NZA 2011,737). Öffentliche Arbeitgeber müssen schwerbehinderte Bewerber zum Vorstellungsgespräch einladen, wenn sie nicht nach dem Inhalt der Ausschreibung offensichtlich fachlich ungeeignet sind, andernfalls liegt eine Benachteiligung nach §§ 7 AGG iVm 82 SGB IX vor (BVerwG NZA 2011,977). Wer den besonderen Schutz für Schwerbehinderte bei einer Kündigung geltend machen will, muß den Arbeitgeber binnen 3 Wochen ab Erhalt der Kündigung darauf hinweisen (LAG Köln NZA 2011,459; BAG NZA 2011,411). Alle Arbeitgeber müssen prüfen, ob freie Arbeitsplätze mit Schwerbehinderten besetzt werden können und dazu nach § 81 I SGB IX die Agentur für Arbeit kontaktieren. Ein Unterlassen begründet die Vermutung einer Benachteiligung (BAG PM 77/11). Will sich ein Arbeitnehmer gegenüber einer Kündigung auf den besonderen Schutz für Schwerbehinderte berufen, muß dem Arbeitgeber die Schwerbehinderung oder die Antragstellung dafür, sofern nicht zuvor bereits geschehen oder offenkundig, binnen 3 Wochen nach Erhalt der Kündigung mitgeteilt sein (BAG NZA-RR 2011,516).

Sonderzahlung – Zahlt ein Arbeitgeber seit über 10 Jahren zum jeweiligen 10-jährigen Betriebsjubiläum allen Beschäftigten eine einheitliche Prämie, begründet dies einen Anspruch aus betrieblicher Übung (BAG NZA 2008, 941). Der Arbeitgeber kann eine entstandene betriebliche Übung nicht ohne Änderungskündigung beseitigen, weil dem § 308 Nr. 5 BGB entgegensteht (BAG NZA 2009, 601). Eine betriebliche Übung kann für Sonderzahlungen nicht entstehen, wenn im Arbeitsvertrag ein entsprechender Freiwilligkeitsvorbehalt enthalten ist (BAG, Urteil vom 21.01.2009 zu 10 AZR 219/08). Ansprüche, die durch betriebliche Übungen wie z.B. eine dreimalige vorbehaltlose Gewährung entstanden sind, können nur durch Kündigung oder einverständliche Vertragsänderung beseitigt werden (BAG NJW 2010, 1692). Ist im Arbeitsvertrag vereinbart, daß Sonderzahlungen freiwillig sind und auch bei wiederholter vorbehaltloser Zahlung kein Rechtsanspruch entsteht, kann keine betriebliche Übung eintreten (BAG NZA 2009, 310). Widerruft ein Arbeitgeber zulässig eine freiwillige Jubiläumszuwendung für eine bestimmte Zahl von Jahren an Betriebszugehörigkeit (z.B. 25-Jahr-Prämie), haben Mitarbeiter, die diese Jahreszahl erst nach dem Widerruf erreichen, keinen Anspruch aus dem Gleichbehandlungsgrundsatz, weil andere vor dem Widerruf die Prämie erhalten hatten (BAG NZA 2004, 1152). Bereits ein Freiwilligkeitsvorbehalt im Arbeitsvertrag reicht aus, um einen Anspruch aus z.B. betrieblicher Übung zu verhindern (BAG NZA 2008, 1173). Arbeitgeber können den Rechtsanspruch der Beschäftigten auch im Arbeitsvertrag ausschließen, wobei der Freiwilligkeitsvorbehalt keine Widerrufsklausel zuläßt (BAG PM 50/08). Ein klar und eindeutig formulierter Vorbehalt verhindert das Entstehen einer betrieblichen Übung und hält auch einer AGB-Kontrolle stand (BAG NZA 2009, 535). Wird dreimal hintereinander vorbehaltlos ein Weihnachtsgeld gewährt, entsteht eine betriebliche Übung mit der Folge, daß für künftige Jahre eine Verpflichtung besteht. Diese kann nicht durch dreimalige unwidersprochene Zahlung mit Vorbehalt beseitigt werden, was früher anders gesehen wurde (BAG PM 12/2010). Wird aufgrund betrieblicher Übung eine Sonderleistung gewährt, kann diese nicht einseitig gekürzt oder gestrichen werden wegen wirtschaftlicher Notlage des Arbeitgebers (LAG Hamm NZA-RR 2005, 237). Liegt eine Gratifikation unter einem Monatsentgelt, ist ein Rückzahlungsvorbehalt nur wirksam, wenn sie eine Betriebsbindung von nur bis zu 3 Monaten ab Fälligkeit verlangt (LAG Schleswig-Holstein NZA-RR 2005, 290). Hat ein Arbeitgeber in der Vergangenheit vorbehaltlos Gratifikationen gewährt und dadurch eine betriebliche Übung geschaffen, kann der diese nicht einseitig aufkündigen (BAG NJW 2009, 2475) Ein klarer und deutlicher Freiwilligkeitsvorbehalt ist auch aus AGB-Sicht wirksam und verhindert bei Sonderzahlungen das Entstehen einer betrieblichen Übung (BAG NJW 2009, 2619). Enthält ein Arbeitsvertrag eine Klausel, wonach Sonderzahlungen stets freiwillig sind, kann kein Gewohnheitsrecht entstehen (BAG NZA 2009, 310 und 535). Eine Bestimmung in einem Tarifvertrag, wonach bei Mitgliedschaft in der tarifschließenden Gewerkschaft eine jährliche Sonderzahlung erfolgt, ist zulässig (BAG NZA 2009, 1028). Gewährt ein Arbeitgeber eine freiwillige Weihnachtsgratifikation, muß er den Gleichbehandlungsgrundsatz beachten. Das gilt sowohl hinsichtlich einzelner Mitarbeiter als auch hinsichtlich Beschäftigungsgruppen (BAG PM 65,05). Ein anteiliger Anspruch auf Weihnachtsgeld besteht nur bei Bestehen einer entsprechenden Regelung, weil andernfalls Weihnachtsgeld nur an Mitarbeiter mit zum Zeitpunkt der Zahlung bestehendem Arbeitsverhältnis zu zahlen ist (BAG NZA 2009, 322). Eine Verknüpfung von Freiwilligkeitsvorbehalt und Widerrufsvorbehalt ist im Regelfall als intransparent unwirksam mit der Folge, daß dennoch eine betriebliche Übung entstehen kann (BAG NZA 2011,628).

Sonntagsarbeit – Der Arbeitgeber kann Sonntagsarbeit anordnen, wenn diese behördlich genehmigt und vertraglich oder durch Betriebsvereinbarung / Tarifvertrag nicht ausgeschlossen ist (BAG NJW-SP 2009, 738). Ist Arbeit an Sonn- und Feiertagen nach dem Gesetz gestattet, kann der Arbeitgeber dies aufgrund seines Direktionsrechts anordnen, wenn keine tariflichen Regeln, Betriebsvereinbarungen oder arbeitsvertraglichen Bestimmungen entgegenstehen (BAG NZA 2009, 1333).

Sozialplan – Arbeitgeber dürfen Sozialplan-Leistungen nicht davon abhängig machen, daß keine Kündigungsschutzklage erhoben wird. Sie dürfen aber mit einer Betriebsvereinbarung zusätzlich anbieten, daß ein Klagverzicht mit einer gesonderten Prämie belohnt wird. Dabei darf die Prämie im Verhältnis zum Sozialplan nicht unangemessen hoch sein, damit dieser nicht faktisch umgangen wird. Die Entscheidungsfrist darf nicht zu kurz bemessen sein. Ob die Prämie auch beansprucht werden kann, wenn kein Verzicht erklärt, aber die Klagfrist verstreichen gelassen wird, ist noch unentschieden (BAG NZA 2005, 997). Ein individueller Verzicht auf Sozialplanansprüche ist nur wirksam unter Beachtung des Günstigkeitsprinzips (BAG NZA 2004, 667). Ein individualvertraglicher Verzicht eines Arbeitnehmers auf Ansprüche aus einem Sozialplan ist am Günstigkeitsprinzip zu messen und nur zulässig, wenn die Abweichung zweifelsfrei für den Arbeitnehmer eine Besserstellung bedeutet (BAG RdA 05,45). Es ist zulässig, für Arbeitnehmer keine Abfindung vorzusehen, die durch Vermittlung des Arbeitgebers einen neuen Arbeitsplatz finden (BAG NZA 2005, 831). Sozialplan-Leistungen dürfen nicht davon abhängig gemacht werden, daß keine Kündigungsschutzklage erhoben wird. Es ist aber zulässig, per Betriebsvereinbarung denjenigen Mitarbeitern, die keine Klage erheben, eine zusätzliche Prämie über die Sozialplanleistungen hinaus zu versprechen (BAG NZA 2005, 997). Es ist zulässig, Abfindungsansprüche von Arbeitnehmern, die in Kürze in Rente gehen, finanziell zu begrenzen und ggf. auch auszuschließen (BAG NZA 1989, 25; 1991, 111; 1997, 165). Auch im übrigen sind Höchstgrenzen in Sozialplänen zulässig (BAG NZA 2000, 732; 2008, 848). Es ist nicht zu beanstanden, wenn Mitarbeiter, die Anspruch auf vorgezogene Altersrente gegen Abschlag haben, geringere Abfindungen erhalten. (BAG PM 88/08). Sozialpläne können für Beschäftigte, die im Anschluß an ihr Ausscheiden in vorzeitige Altersrente gehen könnten, geringere Abfindungen vorsehen (BAG NZA 2009, 210). Es ist zulässig, auch für kurz vor der vorgezogenen Altersrente stehende Mitarbeiter geringere Abfindungen festzulegen (BAG NZA 2009, 386). Die Bildung von Altersgruppen verstößt nicht gegen das Diskriminierungsverbot (BAG NZA 2009, 361). In Sozialplänen dürfen Abfindungen nach Lebensalter und Betriebszugehörigkeit gestaffelt werden. Für rentennahe Beschäftigte dürfen geringere Abfindungen vorgesehen werden, für rentenberechtigte Beschäftigte können Abfindungen ausgeschlossen werden (BAG PM 50/09). Enthält ein Sozialplan Altersgruppen in 10-Jahres-Schritten, ist das nicht zu beanstanden (BAG PM 28/11). Es ist zulässig, daß ein Sozialplan nur für Mitarbeiter gilt, die bei seinem Inkrafttreten bei dem Arbeitgeber beschäftigt sind (BAG NZA-RR 2011,182). Es ist zulässig, in einem Sozialplan festzulegen, daß Beschäftigte, die wegen einer befristeten vollen EM-Rente nicht tätig sind und bei denen abzusehen ist, daß die volle EM auf Dauer fortbesteht, keine Abfindung erhalten (BAG PM 46/11). Sozialplanabfindungen dürfen nach Altersgruppen differenzieren (BAG NZA 2011,985 und 988).

Sperrzeit – Ein Aufhebungs- / Abwicklungsvertrag vor Kündigung oder innerhalb der Frist für eine Kündigungsschutzklage führt im Regelfall zur einer Sperrzeit durch das Arbeitsamt. Anderes gilt nur, wenn die Kündigung objektiv rechtmäßig war (BSG NZA 2004, 661). Kündigt der Arbeitgeber mit der Begründung, der Mitarbeiter sei aufgrund der Verhängung eines Fahrverbots nicht im Besitz eines gültigen Führerscheins ist, ist das Arbeitsamt nicht berechtigt, das Arbeitslosengeld für eine 12-wöchige Sperrzeit zu verweigern mit der Begründung, er habe die Arbeitslosigkeit durch fahrlässiges Verhalten selbstverschuldet (LSG Essen Vrundsch 2005, Heft 44, 70). Die Lösung eines unbefristeten und der Wechsel in ein befristetes Arbeitsverhältnis stellen grundsätzlich einen Sperrzeitfall dar. Das gilt nicht, wenn für den Wechsel ein wichtiger Grund bestand. Ein solcher liegt vor, wenn es sich um eine besser bezahlte Stelle handelt und eine Umwandlung in ein unbefristetes Arbeitsverhältnis nach Bestehen der Probezeit in Aussicht gestellt war (BSG NJW 2005, 381). Ein Widerspruch gegen einen Betriebsübergang kann keine Sperre auslösen (BSG BeckRS 2009, 75025). Der Widerspruch gegen einen Betriebsübergang rechtfertigt keine Sperrzeit. Ein Aufhebungsvertrag führt nur dann nicht zu einer Sperrzeit, wenn andernfalls zum gleichen Zeitpunkt rechtmäßig gekündigt worden wäre und ein Abwarten der Kündigung unzumutbar gewesen wäre (BSG NJW 2010, 2459 und 2006, 3514).

Strafhaft – Die Verurteilung zu einer zweijährigen Freiheitsstrafe rechtfertigt die ordentliche Kündigung (BAG PM 24/11).

Straftat – Gibt ein Mitarbeiter zu, im Betrieb gestohlen oder unterschlagen zu haben und unterschreibt ein notarielles Schuldanerkenntnis, kann er später nicht einwenden, mit unzulässigen Mitteln überführt worden zu sein (BAG, Urteil vom 22.07.2010 zu 8 AZR 144/09).

Strafverfahren – Arbeitnehmer müssen ihren Arbeitgebern keine Einsicht in Akten von Ermittlungsverfahren gegen sie gestatten (BAG NZA-RR 2009, 362).

Studentische Hilfskraft – Eine Exmatrikulation ist ein Grund für die Kündigung einer studentischen Hilfskraft (BAG PM 74/08).

Tarifeinheit - Über Jahrzehnte galt im Arbeitsleben in Deutschland der Grundsatz der sog. „Tarifeinheit“: ein Betrieb – ein Tarifvertrag. Das hieß, daß in einem Betrieb stets nur ein Tarifvertrag zu gelten hatte. Faktisch war das allerdings schon seit etlichen Jahren anders. Bei der Bahn hatten die Lokführer/innen einen eigenen Tarifvertrag, bei der Lufthansa das Cockpit- und das Kabinenpersonal, in den Krankenhäusern die Ärzte/innen. Jetzt hat das Bundesarbeitsgericht einheitlich entschieden (ein Teil des Gerichts hatte diese Auffassung schon vorher vertreten), daß für verschiedene Arbeitsverhältnisse in einem Betrieb auch verschiedene Tarifverträge gelten können. Allerdings kann für jeden Beschäftigten nur „sein“ Tarifvertrag gelten, nicht mehrere (BAG PM 09/10 und 46/10). Damit erkennt das Gericht eine bereits gängige Praxis der Arbeitswelt an. Für Arbeitgeber bedeutet das, daß jene in ihrem Betrieb mit ggf. auch mehreren Tarifverträgen umgehen müssen.

Tarifvertrag – Eine Formularklausel, wonach der Arbeitgeber sich den jederzeitigen unbeschränkten Widerruf übertariflicher Leistungen vorbehält, ist nach §§ 307 I 2, 308 Nr.4 BGB unwirksam (LAG Hamm NZA-RR 2004, 515). Änderungen von Arbeitszeit und Arbeitsentgelt durch einen Tarifvertrag zur Beschäftigungssicherung, der dafür betriebsbedingte Kündigungen ausschließt, sind nur unwirksam, wenn sie gegen elementare Gerechtigkeitsgrundsätze verstoßen, was in aller Regel nicht der Fall ist (BAG, Urteil vom 28.05.09 zu 6 AZR 144/08). Verweist ein Arbeitsvertrag bei beidseitig fehlender Tarifbindung auf einen nicht allgemeinverbindlichen Tarifvertrag, was zulässig ist, ist durch Auslegung zu ermitteln, ob eine statische Verweisung auf die bei Abschluß des Arbeitsvertrages geltende Fassung des Tarifes gemeint ist oder eine dynamische Verweisung auf die jeweils aktuell geltende Fassung. Handelt es sich um einen Formulararbeitsvertrag, gehen Zweifel zu Lasten des Arbeitgebers (BAG PM 67/05). Auch für Arbeitnehmer nachteilige Änderungen der Tarifparteien von tarifliche Regelungen über Unkündbarkeitsregeln sind zulässig und begründen keine unzulässige Rückwirkung (BAG PM 7/06). Verweist ein Arbeitsvertrag formularmäßig auf einen Tarif, handelt es sich im Zweifel um eine für den Arbeitnehmer günstigere dynamische Verweisung auf den jeweils geltenden Tarif (BAG NJW 2006, 718). Nimmt ein Arbeitsvertrag auf den Tarif in der jeweils geltenden Fassung Bezug, meint dies auch den Tarifvertrag des bei einer Umwandlung entstehenden Folgeunternehmens, nicht aber eventuelle Tarifverträge von Tochterfirmen des Folgeunternehmens (BAG PM 56/11). Tritt ein Mitarbeiter während der Zeit, in welcher ein Tarifvertrag in seinem Unternehmen nachwirkt, in die Gewerkschaft ein, gilt jener Tarifvertrag auch für sein Arbeitsverhältnis (BAG PM 55/11).

Teilzeit – Daß andere Mitarbeiter an bestimmten Wochentagen regelmäßig Urlaub nehmen, steht einem Teilzeitwunsch hinsichtlich der Verteilung der verringerten Arbeitszeit nicht entgegen (LAG Rheinland-Pfalz NZA-RR 2004, 341). Der Arbeitgeber muß zum Ausgleich der bei einem Teilzeitverlangen freiwerdenden Arbeitszeit nicht eine Vollzeitkraft einstellen bei gleichzeitigem Abbau von Überstunden anderer Beschäftigter. Er muß auch nicht von anderen Beschäftigten Überstunden auf Dauer verlangen. Auf Leiharbeiter muß er sich nur verweisen lassen, wenn er auch sonst solche beschäftigt (BAG NZA 2004, 921). Beschäftigte können nach den Vorschriften über Teilzeitarbeit auch Beschäftigung während der Elternzeit verlangen (BAG NZA 2004, 1039). Ein zu kurzfristig gestelltes Teilzeitverlangen ist nicht unwirksam, sondern gilt als zum nächstmöglichen Zeitpunkt gestellt. Läßt sich der Arbeitgeber auf das Verlangen dennoch inhaltlich ein, werden trotzdem die gesetzlichen Zustimmungsfiktionen mangels Fristwahrung nicht ausgelöst (BAG NZA 2004, 1091). Wird ein Teilzeitverlangen entgegen § 8 II TzBfG zu kurzfristig gestellt, wirkt es zum nächstmöglichen fristgemäßen Zeitpunkt. Auch wenn der Arbeitgeber sich inhaltlich dazu einläßt, folgt daraus keine Zustimmungsfiktion nach § 8 V 2,3 TzBfG (BAG NJW 2005, 1144). Arbeitnehmer können durch einseitige Erklärung ein Teilzeitbeschäftigungsverhältnis bis zu 30 Wochenstunden auch während einer Elternzeit fortsetzen, wobei für das Verlangen die gleichen Grundsätze gelten wie bei Inanspruchnahme der Elternzeit (BAG RdA 2005, 51). Der Teilzeitantrag kann mündlich erfolgen. Die gewünschte Verteilung der verringerten Arbeitszeit muß erst im Erörterungstermin erfolgen. Der Arbeitnehmer kann die Verringerung davon abhängig machen, daß der gewünschten Verteilung zugestimmt wird (BAG NZA 2005, 769). Ein Antrag auf befristete Verringerung der Arbeitszeit ist unzulässig (LAG Schleswig-Holstein NZA-RR 2006, 12). Wer sich im Rahmen der Elternzeit einmal von der Arbeit befreien läßt, hat seinen Anspruch auf Teilzeit verwirkt. Arbeitnehmer müssen nach der Geburt eines Kindes festlegen, ob sie in Teilzeit weiterarbeiten oder sich vollständig von der Arbeit befreien lassen wollten. Danach ist das Wahlrecht erloschen (LAG Baden-Württemberg, Urteil vom 06.05.2004 zum AZ 3 Sa 44/03).Teilzeitkräfte haben dann nach § 9 TzBfG einen Anspruch auf Verlängerung der Arbeitszeit bis zur Vollzeit, wenn ein freier Arbeitsplatz vorhanden ist, der der bisher ausgeübten Stelle gleichwertig ist. Ein Anspruch auf einen höherwertigen bzw. besser bezahlten freien Arbeitsplatz besteht nur in Ausnahmefällen (BAG PM 70/08). Auch Tarifverträge dürfen Teilzeitkräfte nicht diskriminieren. Ansprüche, welche bestimmte Arbeitszeiten voraussetzen, sind daher bei Teilzeitkräften zeitanteilig zu berechnen (BAG PM 28/09). Verlangt ein in Teilzeit tätiger Beschäftigter Aufstockung auf Vollzeit, kann der Arbeitgeber dies nicht mit der Begründung ablehnen, er beschäftige nur Teilzeitkräfte, wenn es dafür keinen sachlichen Grund gibt (LAG Köln NZA-RR 2010, 515).

Telefonat – Wird zielgerichtet ein fremdes Telefonat ohne Kenntnis der Gegenseite mitgehört, darf das nicht verwertet werden (BAG, Urteil vom 23.04.2009 zu 6 AZR 189/09). Konnte ein Dritter ein Telefonat zufällig mithören, weil der Telefonierende sein Handy auf volle Lautstärke gestellt hatte, darf die Kenntnis des Dritten als Beweis verwertet werden. Anderes gilt bei zielgerichtetem Mithören auf Aufforderung, zu dem der Mithörer nicht als Beweismittel verwertet werden darf (BAG NZA 2009, 974).

Überzahlung - Arbeitnehmer müssen Entgeltabrechnungen nicht überprüfen. Kleinere Fehler der Berechnung unterliegen daher bei der Rückforderung durch den Arbeitgeber auch kurzen (tarif-)vertraglichen Ausschlußfristen. Bei größeren und auch ohne Überprüfung merkbaren / erkennbaren Fehlern besteht eine Hinweispflicht des Arbeitnehmers, die bei Nichterfüllung nach § 242 BGB die Frist hemmt (BAG NZA 2005, 812). Entdeckt ein Beschäftigter, daß sein Arbeitgeber ihm irrtümlich zuviel Lohn gezahlt hat, ist er verpflichtet, jenem dies unaufgefordert mitzuteilen (BAG NZA 2011, 219).

Urlaub - Auch arbeitnehmerähnliche Personen haben Anspruch auf Urlaub (BAG PM 69/05). Die Erfüllung des Urlaubsanspruchs erfordert eine unwiderrufliche Befreiung von der Arbeitspflicht. Der einmal erteilte Urlaub ist unwiderruflich. Hat sich der Arbeitgeber den Widerruf vorbehalten, erfüllt die Gewährung den Urlaubsanspruch nicht (BAG PM 17/06). Konnte der Urlaub ganz oder teilweise im Kalenderjahr aus dringenden betrieblichen oder aus persönlichen Gründen nicht gewährt/genommen werden, wird er dem Urlaub des Folgejahres automatisch hinzugerechnet (BAG NZA-RR 2006, 123). Mit Ende eines Arbeitsverhältnisses wandelt sich ein ggf. noch nicht erfüllter Anspruch auf Urlaub in einen solchen auf Abgeltung („Auszahlung“) um (BAG NZA 2000, 590; 2002, 895). Der Arbeitnehmer muß aber bei Möglichkeit den Resturlaub so rechtzeitig verlangen, daß der Arbeitgeber ihn noch gewähren kann. Die Erhebung allein einer Kündigungsschutzklage reicht dazu nicht, der Urlaub muß gesondert verlangt werden. Beschäftigte verlieren ihren Anspruch auf den gesetzlichen Mindest-Jahresurlaub auch dann nicht, wenn sie das gesamte Jahr krankgeschrieben waren, gleiches gilt für den Anspruch auf Urlaubsabgeltung (LAG Düsseldorf, Urteil vom 02.02.09 zum AZ 12 Sa 486/06; EuGH NZA 2009, 135). Auch eigentlich verfallener Urlaub ist bei Ausscheiden auszuzahlen, wenn er wegen langer Krankheit nicht genommen werden konnte, wobei auch Arbeitsunfähigkeit auf Dauer nicht entgegensteht (BAG PM 31/09 sowie LAG Düsseldorf NZA 2009, 242). Urlaubsabgeltungsansprüche werden von Ausschlußfristen nicht erfaßt (BAG, Urteil vom 20.01.09 zum AZ 9 AZR 650/07). Der Anspruch auf Urlaubsabgeltung erlischt nicht wegen andauernder Krankheit des Arbeitnehmers, was hinsichtlich des gesetzlichen Mindesturlaubs auch nicht vertraglich ausgeschlossen werden kann. Im übrigen ist ein Ausschluß durch klare und verständliche Regelung möglich (BAG NZA 2009, 538). Der gesetzliche Mindesturlaub ist auch dann bei Ende eines Arbeitsverhältnisses abzugelten, wenn der Mitarbeiter ausnahmslos krank war und der Zeitraum zur Übertragung auf das Folgejahr abgelaufen ist (BAG PM 25/10). Wird ein Urlaubsanspruch ganz oder teilweise in das Folgejahr übertragen, kann der Arbeitgeber einem für jene übertragenen Urlaubstage im Folgejahr gestellten Urlaubsantrag weder ganz noch teilweise ablehnen, auch nicht aus dringenden betrieblichen Gründen (LAG Baden-Württemberg NZA-RR 2010, 178; BAG NZA 2004, 986). Der gesetzliche Mindesturlaub verfällt nicht (BAG NZA 2009, 538). Die Festlegung von Freischichttagen durch den Arbeitgeber erfüllt keinen Urlaubsanspruch, sondern nur den auf Freizeitausgleich (BAG NZA-RR 2010, 473). Der Anspruch besteht als reiner Geldanspruch auch, wenn eine Arbeitsunfähigkeit über den 31.03. des Folgejahres andauert (BAG NZA 2010, 1011). Der Jahresurlaub, der mit dem Beginn des Jahres in voller Höhe entsteht, ist für jeden vollen Monat der Elternzeit um 1/12 zu kürzen. Das gilt auch für den Zusatzurlaub von Schwerbehinderten (BAG PM 36/11).

Urlaub (Abgeltung) – Der Anspruch umfaßt nicht nur den gesetzlichen Mindesturlaub, sondern den gesamten Urlaubsanspruch (BAG NZA-RR 2010, 565). Er unterfällt geltenden Ausschlußfristen (LAG Düsseldorf NZA-RR 2010, 568). Er entsteht als Geldanspruch erst mit dem Ende des Arbeitsverhältnisses (BAG NJW 2010, 3469). Der Anspruch auf Abgeltung von Urlaub, der wegen Beendigung eines Arbeitsverhältnisses nicht mehr genommen werden konnte, ist bei Tod des Beschäftigten vererblich (LAG Hamm NZA 2011, 106). Erhält man wegen Beendigung des Arbeitsverhältnisses Urlaub ausgezahlt, ruht der Anspruch auf Arbeitslosengeld für jene Zeit ab dem Ende des Arbeitsverhältnisses. Erhält man wegen Erkrankung zu jener Zeit Krankengeld, verschiebt sich deshalb die sog. Ruhenszeit nicht nach hinten, sondern läuft parallel (BAG NZA 2011,288). Urlaub (Abgeltung) – Ansprüche auf Abgeltung von Urlaub unterfallen eventuellen Verfallfristen und Ausschlußfristen (BAG PM 63/11). Mit dem Tod des Arbeitnehmers erlischt der Urlaubsanspruch. Er wandelt sich nicht nach § 7 Abs. 4 BUrlG in einen Abgeltungsanspruch um (BAG PM 72/11).

Urlaub (Verfall) – Übertragen sich Urlaubsansprüche wegen Erkrankung in Folgejahre, verfallen sie, wenn sie nicht zügig nach Gesundung genommen werden (BAG PM 64/11). Die EU-Richtlinie, daß Urlaub bei Krankheit nicht verfällt, betrifft nur den gesetzlichen Urlaub, nicht den tariflichen weiteren Urlaub, wenn der Tarif eine andere Regelung enthält (BAG NZA 2011,1050).

Versetzung – Der Begriff „Versetzung“ meint die Zuweisung eines anderen Arbeitsbereichs, die voraussichtlich die Dauer von einem Monat überschreitet oder die mit einer erheblichen Änderung der Umstände verbunden ist, unter denen die Arbeit zu leisten ist, § 95 III BetrVG. Unter „Arbeitsbereich“ ist der konkrete Arbeitsplatz einschließlich seiner Beziehungen zur betrieblichen Umgebung in räumlicher, technischer und organisatorischer Hinsicht zu verstehen (BAG, Urteil vom 07.11.2002 zum Aktenzeichen 2 AZR 650/00). Dabei kann die sich aus der Versetzung ergebende Tätigkeit gleichwertig (horizontale Versetzung), geringwertiger oder hochwertiger (vertikale Versetzung) im Vergleich zur bisherigen Beschäftigung sein. Der Arbeitgeber kann aufgrund seines sog. „Direktionsrechtes“ berechtigt sein, den Arbeitnehmer zu versetzen, wenn er dabei die Grenzen des billigen Ermessens (§ 315 BGB) nicht überschreitet. Kein einseitiges Versetzungsrecht besteht, wenn Bestimmungen des Arbeitsvertrags, einer Betriebsvereinbarung, eines anwendbaren Tarifvertrags oder eines Gesetzes entgegenstehen (vgl. § 106 GewO). Ist etwa ein konkretes Merkmal der Tätigkeit (Ort, Umfang, Art) Bestandteil des Arbeitsvertrages, darf sich die Versetzung nur in diesen festgelegten Grenzen bewegen. Ist z.B. mit der Versetzung ein Wechsel des Arbeitsortes verbunden, so kann diese nicht gegen den Willen des Arbeitnehmers erfolgen, wenn der Arbeitsort Bestandteil des Arbeitsvertrages ist (LAG Rheinland-Pfalz, Urteil vom 17.06.2004 zum Aktenzeichen 6 Sa 871/03). Ist der Arbeitgeber nicht kraft seines Direktionsrechtes zu einer Versetzung berechtigt, bedarf es für die Versetzung einer Änderungsvereinbarung oder einer Änderungskündigung. Darüber hinaus ist in jedem Versetzungsfall der Betriebsrat, sofern vorhanden, anzuhören und seine Zustimmung einzuholen. Ohne die Zustimmung des Betriebsrates oder deren Ersetzung durch das Arbeitsgericht auf Antrag des Arbeitgebers ist die Versetzung unwirksam. Ausnahmen gelten für sog. Tendenzbetriebe. Ein Anspruch auf Beschäftigung mit bestimmten Tätigkeiten besteht nur, wenn dies vertraglich geregelt ist. Sonst gilt das Direktionsrecht (LAG Hamm NZA 2005, 462). In einem mitbestimmten Betrieb ist eine Änderungskündigung zur Versetzung eines Mitarbeiters unwirksam, wenn der Betriebsrat die Zustimmung verweigert hat und dies gerichtlich endgültig bestätigt ist (LAG Düsseldorf, Beschluß vom 21.01.09 zu 12 Sa 1590/08). Eine Versetzungsklausel umfaßt auch die Beschäftigung an einem anderen Arbeitsort (BAG NJW-SP 2011,338). Enthält der Arbeitsvertrag einen Arbeitsort, aber auch die Möglichkeit zu anderweitigem Einsatz, kann versetzt werden (BAG NZA 2011,64 und 631).

Vertragsstrafe – Ist in einem Formular-Arbeitsvertrag eine unangemessen hohe Vertragsstrafe vereinbart, ist jene unwirksam. Sie kann nicht auf einen angemessenen Betrag reduziert werden (LAG Niedersachsen NZA-RR 2005, 65).Eine Vertragsstrafe von einem Monatsentgelt ist bei einer Kündigungsfrist von einem Monat angemessen für den Fall derer Nichteinhaltung (LAG Schleswig-Holstein NZA-RR 2005, 350). Ist in einem Arbeitsvertrag für den Fall des vertragswidrigen Nichtantritts der Arbeit oder deren vertragswidrige Beendigung eine Vertragsstrafe vereinbart, darf diese nicht höher sein als das Entgelt, das im Fall einer vertragsgemäßen Beendigung anfallen würde (BAG NZA-RR 2009, 519). Eine pauschale Vertragsstrafe wegen nicht fristgemäßer Beendigung eines Arbeitsverhältnisses darf nicht höher sein als das während der ordnungsgemäßen Kündigungsfrist anfallende Bruttoentgelt (BAG NZA 2011, 89).

Vier-Augen-Gespräch – Kommt es auf den Inhalt eines Vier-Augen-Gespräches an, das zwischen einer Partei und einem Zeugen geführt wurde, ist die Partei nach dem Grundsatz der Waffengleichheit als solche zu vernehmen (LAG Hamburg NZA-RR 2008, 579).

Vollmacht – Wer kündigen will, ohne gesetzlich zur Vertretung der Arbeitgeberseite berechtigt zu sein, bedarf einer Vollmacht dazu. Dabei gelten Prokuristen, Generalbevollmächtigte und Personalleiter/innen üblicherweise als bevollmächtigt. Für Handlungsbevollmächtigte gilt das nicht. Die Erteilung oder Mitteilung von Vollmachten z.B. per Aushang am schwarzen Brett ist nicht ausreichend, um den Beschäftigten davon Kenntnis zu geben (LAG Niedersachsen NZA-RR 2011, 22).

Vorstand – Sieht der Anstellungsvertrag vor, daß im Fall der Beendigung der Stellung als Vorstand das Anstellungsverhältnis unverändert als Arbeitsverhältnis unbefristet fortgesetzt wird, ist das wegen Gesetzesumgehung nichtig (BAG NZA 2009, 1205). Wird ein Arbeitnehmer ohne eine schriftliche Vereinbarung zum Vorstand bestellt, bleibt das Arbeitsverhältnis bestehen (LAG Potsdam, Beschluß vom 21.01.2010 zu 7 Ta 2656/09).

Weiterbeschäftigung - Wird ein Arbeitnehmer nach Ablauf der Kündigungsfrist (z.B. während eines Kündigungsschutzprozesses) ohne schriftliche Vereinbarung einer auflösenden Bedingung weiterbeschäftigt, besteht das Arbeitsverhältnis auf unbestimmte Zeit fort (LAG Niedersachsen NZA-RR 2004, 472).

Wettbewerbsverbot – Die bloße Gründung eines Konkurrenzunternehmens stellt eine zulässige Vorbereitungshandlung dar, solange dieses keine werbende Tätigkeit nach außen aufnimmt (LAG Köln NZA-RR 2005, 595). Beschäftigte unterliegen nach § 60 HGB einem allgemeinen Wettbewerbsverbot. Ihnen ist jede Konkurrenztätigkeit zum Nachteil des Arbeitgebers untersagt (BAG NJW 2009, 106). Allerdings dürfen sie schon vor Beschäftigungsende für die Zeit nach dem Ausscheiden die Gründung eines eigenen Unternehmens vorbereiten (BAG NJW 1979, 335). Ist ein Wettbewerbsverbot zu weit gefaßt mit der Folge, daß es zum Teil unverbindlich ist und hält der frühere Mitarbeiter es hinsichtlich des verbindlichen Teils ein, steht ihm die Karenzentschädigung zu (BAG PM 30/10). Die Pflicht, bei einem vereinbarten nachvertraglichen wettbewerbsverbot Karenzentschädigung zu zahlen, besteht auch dann, wenn der Mitarbeiter z.B. wegen Krankheit keine Konkurrenztätigkeit ausüben kann (LAG Köln NZA-RR 2011,513).

Widerruf – Eine Formularklausel, wonach übertarifliche Entgeltbestandteile jederzeit frei widerrufen werden können, ist unwirksam nach § 308 Nr. 4 BGB (BAG NZA 2005, 466). Eine Klausel im Arbeitsvertrag über den unbeschränkten Widerruf übertariflicher Leistungen ist unwirksam (LAG Hamm NZA 2004, 1047 entgegen LAG Berlin NZA 2004, 1047). Ein Widerrufsvorbehalt in einem Arbeitsvertrag muß seit dem 01.01.2002 den Anforderungen des § 308 Nr.4 BGB genügen und angeben, welche Gründe zum Widerruf berechtigen (BAG NZA 2011, 796).

Wiedereinstellung - Gekündigte Arbeitnehmer können einen Anspruch auf Wiedereinstellung haben, wenn nach dem Ablauf ihrer Kündigungsfrist ein Betriebsübergang eine Weiterbeschäftigungsmöglichkeit eröffnet. Sie müssen diesen Anspruch binnen eines Monats ab Kenntnis gegenüber dem Erwerber geltend machen (BAG NZA 2009, 29). Kommt es nach Ablauf der Kündigungsfrist wegen eines Betriebsüberganges zu einer Weiterbeschäftigungsmöglichkeit, muß der Arbeitnehmer diese binnen eines Monats ab Kenntnis von dem bisherigen Arbeitgeber verlangen bzw. bei erfolgtem Betriebsübergang von dem Erwerber (BAG NJW 2009, 391).

Zeitarbeit – Die Gewerkschaft CGZP kann keine Tarifverträge schließen (BAG PM 93/10). Das hat zur Folge, daß für Zeitarbeiter/innen, die nach einem solchen Tarifvertrag arbeiten, Nachforderungen nach dem Grundsatz des „Equal Pay“ gestellt werden können.

Zeugnis - Hat der Arbeitgeber dem Arbeitnehmer im Zeugnis eine gut durchschnittliche Gesamtleistung bescheinigt (\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\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muß der Arbeitnehmer, wenn er damit nicht zufrieden ist, die Tatsachen vortragen und ggf. beweisen, die eine bessere Beurteilung rechtfertigen sollen (BAG NZA 2004, 843 und 2770). Der Anspruch auf ein Zeugnis folgt bei Arbeitnehmern aus § 109 GewO. Der Anspruch richtet sich gegen den Arbeitgeber (BAGE 19,146). Das gilt auch in der Insolvenz. Der Insolvenzverwalter ist nur zuständig, wenn er den Betrieb weiterführt und den Arbeitnehmer nach Insolvenzeröffnung weiter beschäftigt (BAG NZA 1991, 559). Mitarbeiter haben einen Anspruch darauf, daß Zeugnisse von ranghöheren Vorgesetzten unterschrieben sind (BAG PM 63/05). Erziehungsurlaub ist im Zeugnis nur anzugeben, wenn dessen Zeitdauer im Verhältnis zur Arbeitszeitdauer erheblich ist (BAG NZA 2005, 1237). Das Zeugnis muß von einem gegenüber dem Mitarbeiter weisungsbefugten Vorgesetzten unterschrieben sein. Es ist auf gutem Geschäftspapier zu erstellen und hat sauber und fehlerfrei zu sein. Nach Hamburger Rechtsprechung darf es nicht gefaltet sein. Nicht erwähnt werden dürfen: Abmahnungen, Alkohol, Betriebsratstätigkeit, Verlust der Fahrerlaubnis, Entgelthöhe, Gewerkschaftszugehörigkeit, Mutterschutz, Nebentätigkeiten, Pünktlichkeit, Privatangelegenheiten, außerdienstliche Straftaten, Wettbewerbsverbote. Elternzeit darf genannt werden, wenn die Unterbrechung erheblich war, im konkreten Fall waren von 4 Jahren Beschäftigungsdauer 3 Jahre in Elternzeit verbracht worden (BAG NJW 2005, 3659). Die sog. „kurze“ Notenskala (von 1-5) ist folgende:

- Stets zu unserer vollsten Zufriedenheit
- Stets zu unserer vollen Zufriedenheit
- Stets zu unserer Zufriedenheit / zu unserer vollen Zufriedenheit
- Zu unserer Zufriedenheit
- Im Großen und Ganzen zu unserer Zufriedenheit

Daneben gibt es noch eine „lange“ Notenskala (von 1-7). Manche Gerichte akzeptieren das Wort „vollste“ nicht, weil es „voller als voll“ nicht geben könne. Die Unterschrift unter einem Zeugnis darf durch ihre Gestaltung nicht den Verdacht erwecken, der Unterschreibende wolle sich damit vom Zeugnisinhalt distanzieren (LAG Nürnberg NZA-RR 2006, 13). Verlangt ein Arbeitnehmer die Berichtigung des ihm erteilten Zeugnisses, darf der Arbeitgeber dies nicht zu einer Verschlechterung nutzen, sofern sich nicht nachträglich neue Umstände ergeben haben (BAG NZA 2006, 104). Für den Zeugnisanspruch ist der Insolvenzverwalter nur passivlegitimiert, wenn er den Mitarbeiter über die Insolvenzeröffnung hinaus weiterbeschäftigt hat (BAG NZA 2004, 1392; 1991, 599; LAG Köln NZA-RR 2002, 181; LAG Nürnberg NZA-RR 2003, 336). Wird ein Arbeitsverhältnis vor Insolvenzeröffnung beendet, richtet sich der Anspruch auf ein Zeugnis gegen den Arbeitgeber. Wird es nach Insolvenzeröffnung beendet, schuldet der Insolvenzverwalter es. Zur Erteilung muß er ggf. von seinem Auskunftsrecht gegenüber der Gemeinschuldnerin aus § 97 InsO Gebrauch machen (BAG NJW 2005, 460). Steht dem Mitarbeiter nur ein durchschnittliches Zeugnis zu, braucht dieses keine Dankes- und Wunschformel am Schluß zu enthalten (BAG NZA-RR 2009, 177). Im Normalfall hat der Arbeitnehmer in einem Zeugnis einen Anspruch auf Dank für die geleistete Arbeit und gute Wünsche für den weiteren Berufsweg (LAG Düsseldorf NZA-RR 2011, 123). Endet ein Arbeitsverhältnis, in dem der Mitarbeiter gut gearbeitet und sich gut geführt hat, schuldet der Arbeitgeber im Zeugnis Dank für die geleistete Arbeit und gute Wünsche für den weiteren Berufsweg (LAG Düsseldorf NZA 2011,523).

Zielvereinbarung - Kommt eine im Arbeitsvertrag festgelegte Zielvereinbarung nicht zustande, schuldet der Arbeitgeber Schadensersatz, wenn er die Initiative zum Gespräch über die Zielvereinbarung nicht ergriffen hat. Dabei müssen die vorgeschlagenen Ziele auch erreichbar sein (BAG NZA 2009, 256; BSG NZA-RR 2007, 101; BAG NZA 2008, 409). Die Ziele sind so rechtzeitig festzulegen, daß sich der Mitarbeiter darauf einstellen kann. Werden sie einseitig vom Arbeitgeber festgelegt und unterläßt dieser jenes, gelten die Ziele als erreicht (LAG Düsseldorf DB 2006, 2635). Unterbleibt die Zielfestlegung oder Zielvereinbarung durch die Arbeitgeberin, steht dem Mitarbeiter Schadensersatz wegen des entgangenen Bonus zu (BAG NZA 2008, 409). Ob die Ziele erreicht sind, ist auch bei sog. weichen Zielen wie z.B. Teamgeist und Kundenzufriedenheit im Streitfall vollständig gerichtlich prüfbar, allerdings vom Arbeitnehmer zu beweisen (NZA 2003, 364 ff.). Auch wenn eine Jahres-Zielvereinbarung bis zum Abschluß einer Folgevereinbarung weiter gelten soll, ändert das nichts an der Pflicht des Arbeitgebers, für das Folgejahr rechtzeitig über eine neue Zielvereinbarung zu verhandeln. Dabei müssen die Ziele erreichbar sein. Der Schadensersatzanspruch des Mitarbeiters besteht in der Regel auf der Grundlage der Annahme voller Zielerreichung, sofern es nicht gegenteilige Anhaltspunkte aus den Vorjahren gibt (BAG NZA 2010, 1009). Erfolgsbezogene Entgeltbestandteile können nicht davon abhängig gemacht werden, daß das Arbeitsverhältnis zu einem Zeitpunkt noch besteht, der nach dem für die Leistung maßgeblichen Zeitraum liegt (BAG NZA 2011,989).