{"id":691,"date":"2020-11-10T17:13:17","date_gmt":"2020-11-10T16:13:17","guid":{"rendered":"http:\/\/kanzlei-kruse.weimannmedia.de\/?post_type=encyclopedia&#038;p=691"},"modified":"2020-11-30T15:56:15","modified_gmt":"2020-11-30T14:56:15","slug":"verhaltensbedingte-kuendigung","status":"publish","type":"encyclopedia","link":"https:\/\/kanzleikruse.com\/en\/encyclopedia\/verhaltensbedingte-kuendigung\/","title":{"rendered":"Dismissal for behavioral reasons"},"content":{"rendered":"<h2>Termination for conduct-related reasons<\/h2>\n<p class=\"p2\">Your employer can dismiss you for reasons of conduct. 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> is, provided that the <a href=\"https:\/\/kanzleikruse.com\/en\/encyclopedia\/kuendigungsschutzgesetz\/\" target=\"_self\" title=\"If the Dismissal Protection Act (KSchG) is applicable, even an ordinary dismissal, which can normally be pronounced largely without cause, is only effective if it is not socially unjustified...\" class=\"encyclopedia\">Dismissal Protection Act<\/a> is applicable, must be measured against this. First of all, you must have culpably breached a contractual obligation. This must have led to a certain destruction of the relationship of trust and there must be a negative prognosis for the future. This means that the misconduct must be expected to continue in the future. This future prognosis is unlikely to be made if your employer has not previously warned you about your behavior, which is why the <a href=\"https:\/\/kanzleikruse.com\/en\/encyclopedia\/abmahnung\/\" target=\"_self\" title=\"A warning does not have to be issued in writing. However, the employer must prove that the warning was received. An effective warning requires that the breach of conduct is named, that the employee is called upon to act in accordance with their duties and that they are threatened with consequences under employment law in the event of a further breach...\" class=\"encyclopedia\">Warning<\/a> In the case of these issues, the validity of the contract is usually also a prerequisite for 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>is. After all, a <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> to be made. Your employer's interest in terminating the employment relationship must outweigh your interest in continuing your employment. If you decide against a dismissal for conduct-related <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> want to defend yourself, you must <a href=\"https:\/\/kanzleikruse.com\/en\/encyclopedia\/kuendigungsschutzklage\/\" target=\"_self\" title=\"An action for protection against dismissal must be filed with the labor court within three weeks of receipt of the written notice of dismissal if it is to be asserted that the dismissal is socially unjustified or invalid for other reasons. If the deadline is missed, the dismissal is deemed to be effective. In principle, only the following can be asserted after this...\" class=\"encyclopedia\">Action for unfair dismissal<\/a> within three weeks of receipt of 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> raise. If you miss this deadline, 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> as effective.<\/p>","protected":false},"excerpt":{"rendered":"<p>Your employer can terminate your employment for behavioral reasons. The termination is to be measured against the Dismissal Protection Act if it is applicable. You must first have culpably breached a contractual obligation. This must have led to a certain destruction of the relationship of trust and there must be a negative prognosis for the future. This means...<\/p>","protected":false},"author":2,"template":"","encyclopedia-tag":[],"class_list":["post-691","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>Verhaltensbedingte K\u00fcndigung - 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=\"Verhaltensbedingte K\u00fcndigung - Kanzlei Kruse\" \/>\n<meta property=\"og:description\" content=\"Ihr Arbeitgeber kann Ihnen aus verhaltensbedingten Gr\u00fcnden k\u00fcndigen. Die K\u00fcndigung ist, sofern das K\u00fcndigungsschutzgesetz anwendbar ist, an diesem zu messen. Sie m\u00fcssen zun\u00e4chst schuldhaft eine Vertragspflicht verletzt haben. 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