Extraordinary termination

An extraordinary termination is usually also referred to as Termination is labeled. This is also correct, unless the Termination is equipped with a OUTLOOK PERIOD provided. Otherwise, the employment relationship is terminated upon receipt of the Termination terminated immediately.

For an extraordinary termination there must first be good cause. For good cause to exist, there must be facts which (taking into account all the circumstances of the individual case and weighing up the interests of both parties to the contract) justify the continuation of the employment relationship until the end of the botice period or until the agreed termination of the employment relationship). This is the case, for example, if a cashier steals money from his employer's till. The Termination must also be proportionate. This means in particular that no milder means, such as a Warning or a ordinary termination come into consideration. In addition, the extraordinary termination within two weeks after the terminating party has become aware of the relevant circumstances. Otherwise, the extraordinary termination excluded. Finally, the OPERATING COUNCIL be heard, if one exists.

As you can see, an extraordinary termination high requirements. You should therefore have them checked by a lawyer. Keep in mind in particular that a Action for unfair dismissal within three weeks of receipt of the Termination must be raised.