En opsigelse fremsendt pr. mail til en økonomidirektør under dennes ferie og efter sædvanlig arbejdstid havde virkning fra det tidspunkt, mailen blev modtaget, og ikke fra det tidspunkt, mailen blev læst.
Nyt år, nyt job
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Status på EU-medlemslandenes implementering af direktivet om gennemsigtige ansættelsesvilkår
I Danmark er udkastet til et lovforslag, der skal implementere direktivet om gennemsigtige ansættelsesvilkår, netop sendt i høring. Men hvordan står det egentlig til med implementeringen i EU’s øvrige medlemslande?
Sygemelding indtil ny chef?
Det var berettiget at opsige en sygemeldt medarbejder, der var aktivt jobsøgende, og hvis raskmelding forudsatte omplacering under ny ledelse.
Nye regler om gennemsigtige ansættelsesvilkår sendt i høring
Udkast til et lovforslag, som skal implementere direktivet om gennemsigtige ansættelsesvilkår, er nu sendt i høring. Reglerne forventes at træde i kraft den 1. januar 2023.
Ny faktabaseret visningsordning er vedtaget
Folketinget har vedtaget et lovforslag om en ændring af arbejdsmiljøloven. Lovændringen indebærer, at der etableres en ny faktabaseret visningsordning på Arbejdstilsynets hjemmeside.
Modregning eller for syg til e-Boks?
Det var berettiget at modregne manglende sygedagpengerefusion i en stressramt medarbejders løn, som følge af medarbejderens manglende medvirken i refusionssagen.
Orlovsfordelingen ved den nye barselsmodel
Systematisk modarbejdelse
Det var berettiget at give en tillidsrepræsentant en skriftlig advarsel for at modarbejde ledelsen og udvise mangel på respekt for ledelsesretten.
Hvilken kasket har du på?
Arbejdsgiver var afskåret fra at bortvise filialdirektør, der havde hjulpet sin søn i en sag mod banken, fordi han allerede var opsagt for samme forhold.
Nej tak til overarbejde?
Det var ikke berettiget at bortvise en lagermedarbejder, som nægtede at udføre overarbejde. Dette blev fastslået af en faglig voldgift.
”No, thanks” to sickness absence interview
The Supreme Court recently upheld a high court judgment, establishing that it was okay to summarily dismiss an employee who refused to participate in a sickness absence interview.
Justifiable ban on headscarfs?
The ECJ has recently ruled in two new cases on the framework for banning the wearing of religious signs at the workplace.
Both summary dismissal and compensation?
Justified summary dismissal of a salaried employee did not deprive him of the right to compensation for unfair dismissal.
Equal pay in different establishments
In a recent judgment, the ECJ held that employers are obligated to provide equal pay for work of equal value across establishments.
No discrimination of reduced hours employees
It was not indirect discrimination to dismiss four reduced hours employees (“fleksjobbere”) as part of cost-saving measures because they lacked essential core skills.
Same owner but no identity in terms of labour law
A company was entitled to renounce a collective agreement in connection with a merger. That was the decision by the presiding Labour Court judge in this case.
One misstep
Employees’ protection against dismissal during illness arising from an injury suffered at the workplace is not conditional on the employer knowing at the time of dismissal that it was the employee’s injury that led to the illness.
Whistleblower schemes – bill adopted
The act implementing the whistleblower Directive into Danish law has been finally passed, and the Parliament has decided that Danish groups of companies can establish a joint whistleblower scheme (at least for the time being).
Must the Data Protection Agency be notified in case of an “internal” personal data breach?
The Data Protection Agency has expressed criticism of a municipality, inter alia, because the municipality had failed to notify a personal data breach to the Agency or communicate the breach to the affected employee.
Norrbom Vinding receives top ranking in Chambers Europe 2021
Chambers Europe recently released its 2021 rankings and, also this year, Norrbom Vinding – still being described as ”Employment Powerhouse” – is recognised as the leading firm in Denmark within labour and employment law.