{"id":753,"date":"2020-11-10T17:46:42","date_gmt":"2020-11-10T16:46:42","guid":{"rendered":"http:\/\/kanzlei-kruse.weimannmedia.de\/?post_type=encyclopedia&#038;p=753"},"modified":"2020-11-30T16:58:13","modified_gmt":"2020-11-30T15:58:13","slug":"kuendigung","status":"publish","type":"encyclopedia","link":"https:\/\/kanzleikruse.com\/en\/encyclopedia\/kuendigung\/","title":{"rendered":"Termination"},"content":{"rendered":"<h2>Termination<\/h2>\n<p class=\"p1\">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.<\/p>\n<p class=\"p1\">A termination is legally binding. This means that once notice of termination has been given and received, the contractual relationship can be terminated either without notice or after expiry of the notice period. <a href=\"https:\/\/kanzleikruse.com\/en\/encyclopedia\/kuendigungsfrist\/\" target=\"_self\" title=\"The notice period is the period of time between receipt of the notice of termination and the termination date of the contractual relationship. As an employee, you can generally give four weeks&#039; notice to the 15th of the month or to the end of the month. For an employer, the statutory notice periods depend on the duration of employment. For example, he can...\" class=\"encyclopedia\">botice period<\/a> is terminated. Of course, this presupposes that the termination is also effective. Whether this is the case must always be determined in the context of a <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> be clarified. It is therefore not possible to simply withdraw the termination without further ado.<\/p>\n<p class=\"p1\">The notice of termination can be <a href=\"https:\/\/kanzleikruse.com\/en\/encyclopedia\/ordentliche-kuendigung\/\" target=\"_self\" title=\"You yourself can give notice of termination without cause at any time in compliance with the periods stipulated in the employment contract, collective agreement or by law. Your employer, on the other hand, must either observe a minimum level of social consideration or can only terminate your employment for personal, behavioral or operational reasons within the limits of the Dismissal Protection Act...\" class=\"encyclopedia\">ordinary termination<\/a> or <a href=\"https:\/\/kanzleikruse.com\/en\/encyclopedia\/ausserordentliche-kuendigung\/\" target=\"_self\" title=\"n extraordinary termination is usually also referred to as termination without notice. This is also correct, unless the notice of termination is subject to an EXPIRATION PERIOD. Otherwise, the employment relationship is terminated immediately upon receipt of the notice of termination...\" class=\"encyclopedia\">extraordinary termination<\/a> be pronounced. You can make a <a href=\"https:\/\/kanzleikruse.com\/en\/encyclopedia\/ordentliche-kuendigung\/\" target=\"_self\" title=\"You yourself can give notice of termination without cause at any time in compliance with the periods stipulated in the employment contract, collective agreement or by law. Your employer, on the other hand, must either observe a minimum level of social consideration or can only terminate your employment for personal, behavioral or operational reasons within the limits of the Dismissal Protection Act...\" class=\"encyclopedia\">ordinary termination<\/a> without cause at any time in compliance with the periods stipulated in the employment contract, collective agreement or by law. Your employer, on the other hand, must either observe a minimum level of social consideration when dismissing you, or he can only dismiss you within the limits of the law. <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>terminate it for personal, behavioral or operational reasons. A <a href=\"https:\/\/kanzleikruse.com\/en\/encyclopedia\/ausserordentliche-kuendigung\/\" target=\"_self\" title=\"n extraordinary termination is usually also referred to as termination without notice. This is also correct, unless the notice of termination is subject to an EXPIRATION PERIOD. Otherwise, the employment relationship is terminated immediately upon receipt of the notice of termination...\" class=\"encyclopedia\">extraordinary termination<\/a> is always possible. However, an important reason is required for this.<\/p>\n<p class=\"p1\">In employment relationships, notice of termination must be given in writing. This means that the recipient of the notice of termination must always receive an original signed declaration. The notice of termination is deemed to have been received if it has been handed to you personally or if it has come into your sphere of influence in such a way that you can be expected to take note of it under normal circumstances. This is the case, for example, when the notice of termination is placed in the letterbox at the moment when the next emptying can be expected. The burden of presentation and proof for the receipt of the notice of termination lies with the party issuing the notice of termination.<\/p>","protected":false},"excerpt":{"rendered":"<p>A termination is a unilateral declaration of intent that requires receipt. This means that the person giving notice must clearly express their intention to end the contractual relationship and that the declaration must be sent to you. It can be made by your employer or by you yourself...<\/p>","protected":false},"author":2,"template":"","encyclopedia-tag":[],"class_list":["post-753","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>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=\"K\u00fcndigung - Kanzlei Kruse\" \/>\n<meta property=\"og:description\" content=\"Eine K\u00fcndigung ist eine einseitig empfangsbed\u00fcrftige Willenserkl\u00e4rung. Das bedeutet, dass vom K\u00fcndigenden der unmissverst\u00e4ndliche Wille zum Ausdruck gebracht werden muss, dass er das Vertragsverh\u00e4ltnis beenden will und Ihnen die Erkl\u00e4rung zugeht. 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Das bedeutet, dass vom K\u00fcndigenden der unmissverst\u00e4ndliche Wille zum Ausdruck gebracht werden muss, dass er das Vertragsverh\u00e4ltnis beenden will und Ihnen die Erkl\u00e4rung zugeht. 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