http://www.grprainer.com/Arbeitsrecht.html Fundaments ; tzlich a warning is entered in the personnel file. Between employers and employees, but there is always differences of opinion whether this warning is justified or not. In the latter case, it should not be entered in the personnel file. Thus, an employee for example, that a warning will be removed from the personnel file if it contains rather than a specifically designated only general allegations of misconduct.
GRP Rainer Legal Accountants, Cologne, Berlin, Bonn, Dusseldorf, Hamburg, Munich www.grprainer.com explain: The requirements for the specification of the information contained in a warning notice must be based on what the employer can know. In the quantitative under-performance are the results and their significant Lag behind the comparable employee benefits, coupled with the complaint of the employer that in his view, the employee's performance is not contrary to duty exploits. In figures can
measured success in work on the question of whether the employee exhausts his personal capacity to testify, then something if they are obtained under approximately the same conditions. have any worker who is to be measured on average, have about the same chance to get average results.
Note: For a dismissal may not be in an invalid Dissuasion fails, the employer must present facts in a reprimand from which it is apparent that the performance of the employee which remain well below comparable workers, ie below the average performance significantly. It can be expected when measured against the average performance of comparable employees, the relationship between performance and consideration is greatly impaired. That is, for example in a long-term below the average performance by significantly more than 1 / 3 of the case.
http://www.grprainer.com/Arbeitsrecht.html
0 comments:
Post a Comment