Fixse driver after free of charge: 23,000 euros repayment!

Fixse driver after free of charge: 23,000 euros repayment!

Melk, Österreich - A forklift driver from Lower Austria was removed from his employment without notice due to the allegation of infidelity. The employee is said to have given a customer of additional goods without prior approval. These allegations meant that the company ended the cooperation after eight years of employment.

According to the first information, which [5min.at] (https://www.5min.at/5202506031230/staplerfreuer-unreue-fireweuer- damt-e-er-er-er-000-euro/), the forklift driver noted the additional amount on the loading certificate and collected the associated additional costs. Despite the severe allegations that should justify the dismissal without notice, it turned out afterwards that no damage to the company had occurred.

decision of the court

The forklift driver turned to the district office in Melk, which finally brought the case to court. The court decided that the employee's dismissal was not justified. In the case law, layoffs are defined as a termination of the employment relationship without notice, which must be based on an important reason, which makes the continuation of the employment relationship unreasonable, as can be seen from Cavar.legal.

The court converted the dismissal without notice into an amicable resolution. The forklift driver received over 23,000 euros net of open claims. In this way, he was able to compensate for his financial losses, which would have arisen from the sudden termination of the employment relationship.

legal aspects of discharge

As the Chamber of Labor, a discharge must be pronounced immediately after the discharge ground became known. In addition, there are no specific formal regulations; Discharge can take place verbally, in writing or through conclusive action. Alternatively, layoffs can also be challenged, for example if there is no clear reason for dismissal.

It is important for workers to know that legitimate layoffs can often bring financial disadvantages. In the present case, however, it has been shown that the forklift driver was compensated for his illegal release. In the event of an unjustified dismissal, the employee is entitled to all rights that he would have had in the event of a regular termination, including the termination compensation.

The dismissal regulations are usually clearly defined, but practice shows that they can often lead to controversy. The decision of the court in this case could serve as a precedent for similar situations in which employers act prematurely without considering the full situation.