Was versteht man unter einer Prozessbeschäftigung?

Bei erfolgreicher Kündigungsschutzklage hat der Arbeitnehmer einen Anspruch auf Gehaltsnachzahlung des zwischenzeitlich nicht gezahlten Lohns. Der Arbeitgeber bietet dann eine Prozessbeschäftigung für die Dauer des Verfahrens an, um für seinen Anspruch auf Arbeitsleistung nicht in den Annahmezug zu geraten.

Erhalte ich weiter Arbeitslohn während des Kündigungsprozesses?

Wird geurteilt, dass die Kündigung unwirksam war, hat der Arbeitnehmer einen Anspruch auf Nachzahlung des Arbeitslohns für die Dauer des Verfahrens. Dieser kann jedoch verloren gehen, wenn der Arbeitnehmer ungerechtfertigt das Angebot einer Prozessbeschäftigung abgelehnt hat.

Was ist der Unterschied zwischen einer ordentlichen und außerordentlichen Kündigung?

Während eine außerordentliche Kündigung das Arbeitsverhältnis sofort beendet, muss bei einer ordentlichen noch die Kündigungsfrist ablaufen. Sie muss nicht begründet werden, jedoch muss der Arbeitgeber eine Sozialauswahl treffen. Außerordentlich kann nur aus bestimmten Gründen gekündigt werden.

Wie lange dauert die Kündigungsfrist?

Die Kündigungsfrist einer ordentlichen Kündigung durch den Arbeitgeber richtet sich nach dem Bürgerlichen Gesetzbuch (BGB). Dies ist abhängig von der Dauer Betriebszugehörigkeit und reicht von 1-7 Monaten. Der Arbeitnehmer kann binnen 1 Monat kündigen. Abweichungen können (tarif-)vertraglich geregelt werden.

Kann eine Kündigung auch mündlich erteilt werden?

Nach dem Bürgerlichen Gesetzbuch (BGB) unterliegt die Kündigung der Schriftform. Das heißt, das Kündigungsschreiben muss auf Papier vorliegen und händisch unterschrieben sein. Die elektronische Form (wie SMS, E-Mail, PDF, elektronische Signaturen) sind ausgeschlossen.

Welches Gericht ist für die Kündigungsschutzklage zuständig?

Das Arbeitsgericht ist für alle zivilrechtliche Streitigkeiten zwischen Arbeitnehmer und Arbeitgeber (also Arbeitssachen wie der Kündigungsschutzklage) sachlich zuständig. Örtlich ist das Arbeitsgericht des Bezirks zuständig, in dem der Arbeitnehmer üblicherweise seine Arbeit verrichtet oder die Betriebsstätte.

Ersetzt ein Aufhebungsvertrag eine Kündigung?

Ein Aufhebungsvertrag ersetzt die Kündigung des Arbeitsverhältnisses. Dabei müssen nicht die Kündigungsfristen oder eine Sozialauswahl beachtet werden. Wird jedoch ein Aufhebungsvertrag geschlossen, verordnet das Arbeitsamt eine Sperrfrist für den Bezug von Arbeitslosengeld I.

Was ist ein Aufhebungsvertrag?

Das Arbeitsverhältnis kann auch durch einen Aufhebungsvertrag (auch Auflösungsvertrag genannt) beendet werden. In diesem können die Vertragsparteien etwa eine Abfindung oder Wettbewerbsverbote festlegen. Allerdings muss die Schriftform wie bei einem Kündigungsschreiben eingehalten werden.

Habe ich einen Anspruch auf Abfindung?

Ein Arbeitnehmer hat grundsätzlich keinen Anspruch auf Abfindung nach einer Kündigung. Eine Abfindungsvereinbarung kann jedoch in einem Aufhebungsvertrag vereinbart werden.

Läuft das Arbeitsverhältnis nach einem Kündigungsschutzprozess weiter?

Ziel der Kündigungsschutzklage ist die Feststellung der Unwirksamkeit der Kündigung. War die Kündigung unwirksam, läuft das Arbeitsverhältnis weiter. Meist enden Kündigungsschutzprozesse aber mit einem Vergleich, der auch die Beendigung des Beschäftigungsverhältnisses beinhaltet.

TURGERLEGAL - Labor Law

Lawyer for unfair dismissal claims in Berlin

Your competent lawyer in employment law

Dismissal protection lawsuit - your remedy against unfair dismissal

Are you facing dismissal, or have you already been fired? Were you dismissed under false pretenses, or are the reasons cited by your employer incorrect? If you are dismissed, you rightly feel unfairly treated: dismissals are often clearly invalid. Therefore, the chances of success for an employee to defend themselves against dismissal are high.

I know how stressful this topic can be; after all, your livelihood depends on your employment. When a termination letter lands in your mailbox, it can quickly lead to not only financial but also social problems. Therefore, it's all the more important to seek professional advice. As an employment lawyer, I know how employees can defend themselves against termination. It's important that you act promptly, because employment law stipulates a short notice period of two weeks.

How to defend yourself successfully

In order for us to successfully defend you in a wrongful termination lawsuit, the following points must be taken into account:

Deadline for filing a lawsuit

File the lawsuit within 3 weeks.
If the action is not filed within the deadline, the termination is deemed to be effective.

employment agency

Regardless of whether you file a complaint or not, register as a job seeker with the employment office immediately.
If you miss the deadline, you will lose your entitlement to unemployment benefit I.

Proof of disability or pregnancy

Submit your disability or pregnancy certificate, if available and not already submitted during your employment.
You still have to sue against a termination that has already been issued.

Works council (if applicable)

Consult the works council.
Before any termination, the employer must have the reasons for termination available and hear the employee.
If the works council has objected to your dismissal, this increases your chances.
Note your working conditions as accurately as possible

Be careful when making agreements with your employer:

Pay attention to termination agreements, commitments to withdraw notice of termination, and employment contracts during the process.

On the one hand, termination agreements can include a severance payment, but on the other hand, they can block unemployment benefit I for a certain period of time.
Promises to withdraw notice of termination are only valid in writing; with verbal promises, employers try to keep employees informed until the notice period expires.
Your right to back pay if you win a wrongful termination suit will be lost if you unjustifiably refuse an offer of employment during the trial.

Labor Court

The aim is to resume the employment relationship, but often processes end in a severance payment
Consists of one full-time judge
If no agreement is reached, then a chamber hearing with: judge and 2 lay judges (employer and employee representatives)

How we help you

If you are dismissed, we are at your side to help you get the best out of your dismissal. With our many years of practical experience, we advise and represent you in unfair dismissal proceedings: from the termination letter to the labor court. Clarifying the circumstances of the dismissal is crucial. Depending on the prospects of success, it may be important to insist on continued employment or negotiate a severance payment. Our goal is a fair solution that meets your rights and expectations.

If you are our client, we will handle all correspondence with your employer, the works council, the labor court, and the relevant authorities to relieve you of as much stress as possible during this difficult period. We are happy to discuss legal and court fees, as well as your potential claims against your employer, in advance, so you know what to expect.

Frequently Asked Questions (FAQ)

What is meant by process employment?

If the unfair dismissal claim is successful, the employee is entitled to back pay for the wages not yet paid. The employer then offers employment pending litigation to avoid being forced into the acceptance process for the employee's claim to work.

Will I continue to receive wages during the termination process?

If the dismissal is found to be invalid, the employee is entitled to back pay for the duration of the proceedings. However, this right may be lost if the employee unreasonably refused the offer of employment during the proceedings.

What is the difference between ordinary and extraordinary termination?

While an extraordinary dismissal terminates the employment relationship immediately, a regular dismissal requires the expiration of the notice period. There is no need to provide a reason for the dismissal, but the employer must make a social selection. Extraordinary dismissal can only be granted for specific reasons.

How long is the notice period?

The notice period for ordinary termination by the employer is governed by the German Civil Code (BGB). This depends on the length of service and ranges from 1 to 7 months. The employee can terminate within 1 month. Exceptions can be regulated by collective bargaining agreement.

Can a termination also be given verbally?

According to the German Civil Code (BGB), terminations must be in writing. This means the termination letter must be in paper form and signed by hand. Electronic forms (such as text messages, emails, PDFs, or electronic signatures) are not permitted.

Which court is responsible for the unfair dismissal claim?

The labor court has jurisdiction over all civil disputes between employees and employers (i.e., labor matters such as unfair dismissal claims). Local jurisdiction lies with the labor court of the district in which the employee usually performs their work or the place of business.

Does a termination agreement replace a termination?

A termination agreement replaces the termination of the employment relationship. Notice periods or social selection criteria do not need to be observed. However, if a termination agreement is concluded, the employment office will impose a waiting period for receiving unemployment benefit I.

What is a termination agreement?

The employment relationship can also be terminated through a termination agreement (also called a dissolution agreement). In this agreement, the parties can stipulate, for example, severance pay or non-competition clauses. However, the written form must be observed, as with a letter of termination.

Am I entitled to severance pay?

An employee is generally not entitled to severance pay after termination. However, a severance agreement can be agreed upon in a termination agreement.

Does the employment relationship continue after a dismissal protection process?

The goal of a wrongful termination lawsuit is to establish the invalidity of the termination. If the termination was invalid, the employment relationship continues. However, wrongful termination lawsuits usually end with a settlement, which also includes the termination of the employment relationship.