If an employee refuses to wear the work clothing prescribed by the employer, in the worst case scenario, the employee must expect to be dismissed. This is shown by a recent ruling by the Solingen Labor Court (judgment of 15.03.2024, Ref.: 1 Ca 1749/23). Even rules that are perceived as petty can have massive consequences for employees. A dress code in companies can be perceived as annoying by employees.
If a professor is found guilty of plagiarism, dismissal for conduct-related reasons is permissible even without a prior warning and hearing. This was recently decided by the Bonn Labor Court, which had to rule on the dismissal of a professor for conduct-related reasons due to plagiarism in her publications (judgment of 24.04.24, ref.: 2 Ca 345/23). The court based its decision on a significant violation of labor law
The use of artificial intelligence in the workplace is currently a hotly debated topic in many companies. The European Parliament's AI Act, which was passed on April 13, 2024, has now been added to this debate and has far-reaching implications for the use of such systems in companies. But what do employers now have to consider as a result of the AI Act?
Many employees and employers are familiar with the problem: the handwritten signature of the boss or employee is missing on official documents, rendering the document virtually useless. But this is now set to end, at least in part. On March 13, 2024, the German Bundestag passed the 4th Bureaucracy Reduction Act, which also affects large parts of employment law. Thus
Since 2020, there has been a statutory minimum wage for trainees in Germany. This minimum remuneration applies to all training companies that are not subject to collective bargaining. The minimum remuneration for trainees is redefined every year and applies to all new training contracts concluded in that year. For those starting their training in 2024, the minimum remuneration is: 1.
