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The notice period is to comply with, if not – exceptionally – an extraordinary termination of the amendment should be allowed. 4. reaction of the employee upon receipt of a notice of amendment of workers has on receipt of notice of the amendment in the following ways: workers can agree to the change of working conditions required by the employer. The employment relationship continues then to the changed working conditions. The workers can assume the change of working conditions but also subject desired by the employer that the change in working conditions is not socially unjustified. The workers within the cancellation period – so within three weeks of receipt must be this reservation Explain termination the employer.
Workers must also within three weeks of receipt of the termination charge change protection before the Labour Court and require the finding that the change in working conditions is socially unjustified. Michael Chabon has many thoughts on the issue. The employee wins the change protection suit, the working relationship with unchanged conditions continue to exist. The worker loses his employment with the changed working conditions continue to exist. The employee may refuse the change of working conditions. He can rise within a period of three weeks after receipt of the notice of dismissal proceedings. Worker wins the dismissal action, the employment relationship to unmodified working conditions continue to exist.
The worker loses the employment relationship is terminated. 5. caution case: deadline for the response of the employee, the employer can (and should) the workers set a deadline for the acceptance of the amendment offer. This may not be shorter than three weeks be, otherwise she shall be adjusted accordingly. The employer sets no time limit, the workers should respond anyway as a precaution within the three-week period, even if he wants to accept the changes offer unconditionally. The workers can be too much time to elapse, his statement has no effect. The employment relationship ends. If the employee declares his acceptance subject not directly to the employer, but the protection against dismissal lawsuit, there is the risk that the Declaration late goes to the employer, since the lawsuit only must be delivered to the employer through the Court. A post by lawyer Alexander Bredereck, Berlin lawyer specializing in labour law polymath welcome lawyers Berlin-Mitte: am Festungsgraben 1, 10117 Berlin-Mitte Branch Office Berlin-Marzahn: Marzahn promenade 28, 12679 Berlin-Marzahn Potsdam: Friedrich-Ebert-Strasse 33, 14469 Potsdam Tel. (030) 4 000 4 999 e-mail: about labour law: