{"id":591,"date":"2020-10-12T15:53:52","date_gmt":"2020-10-12T13:53:52","guid":{"rendered":"http:\/\/kanzlei-kruse.weimannmedia.de\/?post_type=encyclopedia&#038;p=591"},"modified":"2020-11-30T15:52:55","modified_gmt":"2020-11-30T14:52:55","slug":"direktionsrecht","status":"publish","type":"encyclopedia","link":"https:\/\/kanzleikruse.com\/en\/encyclopedia\/direktionsrecht\/","title":{"rendered":"Right of direction"},"content":{"rendered":"<h2>Right of direction<\/h2>\n<p class=\"p1\">The right to give instructions, also known as the RIGHT TO DIRECT, allows the employer to determine the content, place and time of the work performance at his reasonable discretion. However, this only applies if your working conditions are not governed by your employment contract, a <a href=\"https:\/\/kanzleikruse.com\/en\/encyclopedia\/betriebsvereinbarung\/\" target=\"_self\" title=\"A works agreement is an agreement between the works council and the employer. It primarily regulates the working conditions of the company&#039;s employees. The regulations contained therein apply directly and are binding. It may not be deviated from to your disadvantage, but it may be deviated from to your advantage in individual contracts. Your employer must...\" class=\"encyclopedia\">Works agreement<\/a>an applicable collective agreement or statutory provisions (Section 106 GewO). For you, this means that the more precisely the content, place and time of your work performance are regulated in your contract, the more difficult it is for your employer to deviate from them. However, we strongly advise against simply refusing to follow an instruction if you are of the opinion that your employer has no right to issue instructions, for example because there is already a precise regulation. In this case, it cannot be ruled out that your employer will dismiss you. If it is then established in court proceedings that the instruction was lawful, the <a href=\"https:\/\/kanzleikruse.com\/en\/encyclopedia\/kuendigung\/\" target=\"_self\" title=\"A termination is a unilateral declaration of intent that must be received. This means that the terminating party must express the unequivocal intention to terminate the contractual relationship and send the declaration to you. It can be issued by your employer or by yourself...\" class=\"encyclopedia\">Termination<\/a> unless there are other grounds for invalidity. You therefore run a high risk if you misjudge the situation. If it is not an obviously unreasonable instruction, you should follow the instruction for the time being. You can still inform your boss of your opinion promptly and, if necessary, review it in court. The review then takes place in two steps: The first step is to check whether the instruction was covered by the right of management or the right to issue instructions in the first place. If this is the case, the second step is to check whether the instruction was also in line with what is known as reasonable discretion. In doing so, your employer must <a href=\"https:\/\/kanzleikruse.com\/en\/encyclopedia\/interessenabwaegung\/\" target=\"_self\" title=\"As part of the review of an extraordinary termination for good cause, interests are weighed up. The employer&#039;s interest in premature termination of the employment relationship is weighed against the employee&#039;s interest in observing the notice period, taking into account all the circumstances of the individual case. What counts is...\" class=\"encyclopedia\">Weighing of interests<\/a> between his interests and yours. For example, he cannot transfer you from Berlin to Munich if you live with your family in Berlin without any particular interest of his own. However, this is not impossible. If a <a href=\"https:\/\/kanzleikruse.com\/en\/encyclopedia\/betriebsrat\/\" target=\"_self\" title=\"In principle, every company with at least five employees entitled to vote has the option of setting up a works council. The works council generally represents the interests of the workforce vis-\u00e0-vis the employer. The interests of the workforce are often set out in company agreements. Among other things, it monitors the...\" class=\"encyclopedia\">Works council<\/a> is present, the employer may have a right of co-determination. It therefore always depends on the individual case, which is why you should always seek legal advice if you do not want to follow an instruction from your employer.<\/p>","protected":false},"excerpt":{"rendered":"<p>The right of direction, also known as the RIGHT TO GIVE INSTRUCTIONS, allows the employer to determine the content, location and time of work at his or her own discretion. However, this only applies if your working conditions are not already specified in your employment contract, a works agreement, an applicable collective agreement or statutory provisions (Section 106 of the German Trade Code). For you, this means...<\/p>","protected":false},"author":2,"template":"","encyclopedia-tag":[],"class_list":["post-591","encyclopedia","type-encyclopedia","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Direktionsrecht - Kanzlei Kruse<\/title>\n<meta name=\"robots\" content=\"noindex, follow\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Direktionsrecht - Kanzlei Kruse\" \/>\n<meta property=\"og:description\" content=\"Das Direktionsrecht, auch WEISUNGSRECHT genannt, erlaubt es dem Arbeitgeber, Inhalt, Ort und Zeit der Arbeitsleistung nach billigem Ermessen n\u00e4her zu bestimmen. Dies gilt allerdings nur, wenn Ihre Arbeitsbedingungen nicht durch Ihren Arbeitsvertrag, eine Betriebsvereinbarung, einen anwendbaren Tarifvertrag oder gesetzliche Vorschriften bereits festgelegt sind (\u00a7 106 GewO). 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Dies gilt allerdings nur, wenn Ihre Arbeitsbedingungen nicht durch Ihren Arbeitsvertrag, eine Betriebsvereinbarung, einen anwendbaren Tarifvertrag oder gesetzliche Vorschriften bereits festgelegt sind (\u00a7 106 GewO). 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