The new employment contract actually only has disadvantages and obligations, but not rights for you - but what should you do, you want to secure the job and have to accept all the consequences after signing the contract...or not? No, employment contracts are examined as so-called general terms and conditions and must not be unilaterally disadvantageous. Let us advise you if you feel disadvantaged or unreasonably restricted.
Getting a lawyer involved - that's trouble at work! Or? We do not see it as our task to disrupt your employment relationship, but to bring you to your right. We master the entire keyboard, from the friendly to the energetic tones. We want you to feel well and fairly treated in your employment relationship - or even during its termination.
But there are rights of the employer which cannot be shaken! Yes, the right to issue instructions (also called the right to direct) is incumbent on the employer, correctly. But does this mean that the employer can determine that a certificate of incapacity for work must be presented by the employee on the first day of illness? How does such an instruction behave in relation to the Continued Remuneration Act, which requires a submission from the third day of an illness? In labour law there is - unlike e.g. the BGB in civil law - no "labour law". Rather, labour law is composed of many labour laws...pro rata actually from the Civil Code, the Federal Leave Act, the Protection against Dismissal Act, the Working Hours Act, the Minimum Wage Act, the Continued Remuneration Act, the General Equal Treatment Act, the Maternity Protection Act, the Part-Time and Fixed-Term Employment Act and many other laws and ordinances. In addition, there are employment contracts, collective agreements and, to a large extent, judicial practice as a formative element of labour law. This diversity of standardization results in points of friction, uncertainties and often mistakes - avoid them and seek advice.
We are there for you.
