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  1. Apologies for starting a new thread. All the ones on here I could find are many years old (though this one was a useful read).   A bunch of us in my company have been let go. Just want to be sure I'm tying up any loose ends before I sign any documents (and avoid any confusion with my bad german), and to check what my options are (if any). We don't have a Betriebsrat, and foolishly I don't have any legal insurance.   For arbeitsamt purposes, I want to make sure i'm made redundant rather than signing some kind of mutual agreement (aufhebunsvertrag)   The document I've been handed is titled 'Abwicklungsvertrag' but it states quite early on 'Die Parteien sind sich einig, dass das zwischen ihnen bestehende Arbeitsverhaltnis durch die von der Gesellschaft am xx.xx.xxxx ausgesprochene ordentliche Kundigung aus dringenden betriebsbedingten Grunden fristgemass mit Ablauf des xx.xx.xxxx endet'   Does the 'betriebsbedingten Grunden' confirm that this is a unilaterla redundancy for operational reasons?   With this type of redundancy do I have any options at all? i.e. what happens if I don't sign? I'm guessing it's a challenge to go to a lawyer and argue this is an 'unjust dismissal' if the company is deleting some roles?   I had quite a large number of annual leave left over (busy Q2 & Q3). Do I have any right for that to be added on top of any severance that is negotiated? (I've been at the company just over 1 year)