An employee can only be terminated after repeated warnings: Is that correct?
Find out here when the employer can terminate you.
If an employee violates the law or the employment contract, the employer can terminate the contract in the worst case. Reasons would be, for example, if the employee steals from the company or stays away from the company without excuse.
Wacker maintains the assumption that a notice of termination must be preceded by warnings in order
for it to be valid. However, this is not the case. Sometimes an employer doesn't even need a warning at all to dismiss an employee, as Stiftung Warentest, a state-sponsored consumer organization, informs.
For example, the employer can
immediately terminate the contract
if the employee has stolen company property - even if it is inexpensive office supplies.
Alcohol abuse and corruption are also among the reasons for dismissal, which can result in extraordinary dismissal.
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Termination due to behavior is usually only permitted after a warning
In most cases, however, termination is preceded by a warning - in the form of a warning.
This is a complaint that the superior can also express more often.
Normally, according to Stiftung Warentest,
a behavior-related termination is only permissible if the supervisor has previously warned the employee about this behavior
.
This emerges, among other things, from a Federal Labor Court ruling of January 12, 2006.
The behavior-related termination is a so-called "ordinary" termination.
It is based on misconduct, such as
insulting the supervisor or colleagues, being unpunctual and refusing to work
.
(jg)
Source: https://www.test.de/Arbeitsrecht-Irrtuemer-rund-um-den-Job-5737231-0/
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