After the pandemic has kept us in suspense for a long time, we have more than earned our summer vacation as a break. But be careful: If you are in quarantine while on vacation, you are not automatically considered unfit for work! This has consequences...
With the end of the home office obligations, not only the roads fill up again in rush hour traffic, but also the offices. The medical face mask is always on hand as a fashionably disliked accessory. But what measures can employers take against mask refusers who try to convince employers to exempt them from masks with generalized certificates?
Yesterday, the Pay Transparency Act (“Entgelttransparenzgesetz”) turned four years old. So far, it has not played a major role in the everyday work of German companies. This could now change, because on 4 March 2021, the European Commission presented a proposal for a new Directive within the scope of the Pay Transparency Act, which contains stricter provisions than the German law in many places.
Fishing in domestic waters was yesterday. Many companies have moved to fish in international waters as well and have therefore expanded their recruiting radius to include nationals of other countries. Whether these employees work remote from abroad or work in Germany, their employment presents some legal challenges.
As recently as April, the Federal Ministry of Labor and Social Affairs (BMAS) presented a draft bill to implement the changes agreed in the coalition agreement with regard to fixed-term employment contracts. Shortly before the end of the legislative period, it is now clear that these plans will no longer be implemented. Nevertheless, it is important to act cautiously when it comes to fixed-term contracts.
In the shadow of the pandemic, the German government has devoted itself to the (supposed) modernization of works constitution law. We reported on this here. However, the law is sobering with regard to virtual reconciliation committee meetings.