Hallo Frau Demirel, hallo Susannewe

Hallo Frau Demirel, hallo Susanne

wenn Khun Ratchanee von selbst kündigt, ist dies sicherlich die beste Variante. Dann müssen wir auch keine gesonderte Abfindung zahlen.

Eventuell könnte man ihr aber jetzt schon mal eine Abmahnung aussprechen, damit eine Kündigung durch GW besser abgesichert ist. Folgende Punkte sollten in der Abmahnung berücksichtigt werden:

• details of the performance or conduct that are issue of concern
• what has been discussed with the employee about the issue
• what the employer will do to assist
• an action plan of what steps the employee needs to take
• a reasonable timeframe in which the changes or improvements need to occur.

Gerne können wir auch hierzu ein Schreiben vorbereiten, wobei dieses gesetzlich nicht vorgeschrieben ist, jedoch in einem Rechtsstreit ein wichtiges Beweismittel wäre. Das Arbeitsgericht überprüft bei der Abmahnung insbesondere, ob dem Arbeitnehmer ausreichend Gelegenheit gegeben wurde, sein Fehlverhalten zu korrigieren.

Um unter Einhaltung der regulären Frist zum 31. Juli zu kündigen müssten wir die Kündigung ansonsten auf jeden Fall vor dem 30. Juni aussprechen. Andernfalls wäre der eigentliche reguläre nächste Kündigungstermin dann erst wieder zum 31. August, mit den entsprechenden Gehaltsansprüchen. Dann müsste Khun Ratchanee für Ihr Gehalt bis dahin noch arbeiten.

Im Gegensatz ist die sofortige Kündigung ohne Einhaltung der Frist unter der Bedingung möglich, dass als Ersatz für die nichteingehaltene Frist noch ein Monatsgehalt gezahlt werden muss, ohne dass hierfür eine Gegenleistung des Arbeitnehmers nötig ist.

Danke und schöne Grüße!

Georg Schäfke

ผลลัพธ์ (อังกฤษ) 1:

Hello Mrs Dalby, Hi SusanneWhen Khun Ratchanee announces itself, this is certainly the best option. Then we have to pay also no separate compensation.May be you could pronounce but now ever a warning you, so that a termination by GW is more secure. The following points should be included in the warning:• details of the performance or conduct that are issue of concern• what has been discussed with the employee about the issue• what the employer wants to do to assist • action plan of what steps the employee needs to take • a reasonable timeframe in which the changes or improvements need to occur.Like we can prepare a letter also, where this is not mandatory, but in a dispute would be important evidence. The Labour Court checked the warning in particular whether employee were given sufficient opportunity to correct his wrongdoing.To cancel the regular period to July 31 we should pronounce otherwise the termination definitely before June 30. Otherwise, the actual regular next termination date would then again until August 31, with the corresponding salary claims. Then, Khun Ratchanee should still work for your salary until then.In contrast, immediate termination without notice under the condition is possible as a replacement for the not any deadline, even a monthly salary must be paid without the need for a return of the employee. Thank you and best regards!Georg Schäfke

ผลลัพธ์ (อังกฤษ) 2:

Hello Mrs. Demirel, hello Susanne if announces Khun Ratchanee of itself, this is certainly the best option. Then we also have to pay any special severance. Maybe you could you but already now issue a warning, so that a termination by GW is more secure. The following points should be considered in the warning: • details of the performance or conduct did are issue of concern • what has been Discussed with the employee about the issue • what the employer wants to do to assist • on action plan of what steps the employee needs to take • a reasonable time frame in which the changes or improvements need to occur. we are happy to also prepare a letter in which this is not required by law, but in a lawsuit would be an important evidence. The Labour Court checked with the warning in particular, whether the employee given an adequate opportunity to correct its wrongdoing. In order to terminate in accordance with the regular period ended July 31, we would have to terminate otherwise definitely before June 30 issue. Otherwise, the actual regular next call date would then not again until August 31, with the corresponding content claims. Then Khun Ratchanee would have to work for your content until then. Unlike the immediate termination without compliance with the deadline is possible under the condition that even a monthly salary has to be paid as compensation for failure to meet deadline without the need for a consideration of the employee is required . Thanks and best regards! Georg Schäfke