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.
Our client letter is sent out monthly via our newsletter and contains upcoming tax dates as well as all kinds of tax tips and news. For our interested readers, we offer this information here for free download. Topics in April 2024 include: For all taxpayers: Judges must not sleep even during a court video conference! For all taxpayers:
Following a ruling by the Federal Court of Justice (BGH, judgment of 10.01.2023, Ref.: 6 StR 133/22), the Volkswagen Group felt compelled to reduce the salary of a works council member who had been released from his duties by two pay grades. Is VW allowed to do this? No, ruled the Lower Saxony Higher Labor Court (LAG) (judgment of 8 February 2024, Ref.: 6 Sa 559/23) and thus agreed with the Braunschweig Labor Court (ArbG).
The European Court of Justice (ECJ) has made an important decision with regard to the equal treatment of fixed-term and permanent employment contracts (judgment of 20.02.2024, C-715/20). According to a ruling by the judges in Luxembourg, it is necessary for reasons for dismissal to be stated even in the case of fixed-term employment contracts. The case was brought by an employee from Poland who saw a violation of the principle of non-discrimination. The ECJ
