Labour Law for Employers

I. Job advertisement

II. Job interview

III. Rejection / avoidance of violations of the AGG

I. Who is an employee, temporary worker, freelancer or work contract partner?

II. Typical necessary and useful employment contract clauses (e.g. on the right to issue instructions, probationary period, secondary employment, company car, non-competition or exclusion clauses)

III. control of general terms and conditions of employment contracts

I. Overview of the various forms of remuneration

II.Effective revocation and voluntary withdrawal clauses

III. Repayment clauses

IV. Reduction options for periods of incapacity for work

V. Significance of the principle of equal treatment

VI. Effects of the new Pay Transparency Act

I. Legally secure fixed-term employment relationships without and with a material reason

II. Requirements for an entitlement to part-time work

III. On what grounds may the employer refuse part-time work?

IV. Parental leave

1. Eligibility and duration

2. Extension and reduction

3. Division between the parents

4. Entitlement to part-time work during parental leave

I. Requirements for entitlement to continued payment of remuneration

II. Length of the entitlement to continued payment of remuneration

III. Notification and proof obligations

IV. Amount of the entitlement to continued remuneration / special features in the case of benefit payments

V. Shaking the evidential value of an AU certificate

I. Length of leave and leave principles

II. Requirements for the accrual of full leave entitlement / partial leave

III. Vacation and inability to work

IV. Vacation compensation claims

V. Waiver of vacation entitlements

I. Length and distribution of working time

II. Claims arising from employment contract, works agreement or collective agreement

III. Different concepts of working time (in relation to the Working Hours Act, remuneration and co-determination)

IV. Maximum working hours, rest periods and breaks

V. Permissible deviations from the Working Hours Act

VI. Obligation to record working time

I. Warning as a prerequisite for termination

II. Formal requirements for an effective warning letter

III. Entitlement to removal of the warning from the personnel file

I. Termination for conduct-related reasons

II. Dismissal for personal reasons

III. Dismissal for operational reasons

IV. Extraordinary dismissal and dismissal on suspicion

I. Necessary and sensible provisions

II. Contestability