Cannabis is being legalized, contraceptives are available free of charge and, of course, the focus in the current legislative period is on climate protection and digital development. At the same time, there is still a pandemic to deal with. But does the alliance for freedom, justice and sustainability also dare to make more progress in labor law?
Who hasn't thought about leaving, quitting their job, resigning and leaving for new shores right now? If this thought is not just a passing whim, but a concrete plan, then its implementation must be very well thought out.
A correct mass dismissal notification is regularly an important cornerstone of a successful staff reduction measure. Two recent State Labor Court (LAG) rulings show that this can also turn out to be a stumbling block.
The 2021 federal election is history and the next election is already looming on the horizon, namely the 2022 works council elections. Next year, the regular works council elections will again take place in the period from March 1 to May 31. The preparations for the election and the election campaign have already begun, so from the employer's point of view it is worth familiarizing yourself with the requirements and regulations for the election in good time.
The so-called Whistleblowing Directive (EU) 2019/1937 must be transposed into German law by December 17, 2021 at the latest. Whether this is still possible after the failure of negotiations on the first draft of a whistleblower protection law seems questionable. Employers should nevertheless not wait to introduce appropriate whistleblower systems. The following article explains why.
After 4 years of #MeToo, the relevance of the topic of "sexual harassment in the workplace" continues unabated. While some companies pursue a "zero tolerance" policy in this context and consistently issue dismissals, others act more cautiously. Both approaches entail certain risks that employers should be aware of and take into account.