First legal decisions regarding the 40 Euros delay charge have been taken by the Higher Labor Court Cologne and the Higher Labor Court Baden-Wurttemberg. According to their opinion, the delay charge of 40 Euros is also applicable for employments.<\/p>\n
After a change in legislation, the party liable of a continued remuneration is legally obligated to pay an additional 40 Euros in case of a delayed payment. Lawyers are still discussing whether this delay charge is also applicable to employment relationships<\/strong><\/a>. While the Labor Court D\u00fcsseldorf holds that an application does not come into question, the Labor Court Cologne took a different position and came to the decision that the new law also applies to employments. This goes in line with a recent decsion of the Higher Labour Court Baden-Wurttemberg only one month earlier.<\/p>\n Both, the Labour Court Cologne as well as the Labour Court Baden-Wurttemberg have allowed revision to the Federal Labour Court (BAG). Until the BAG is taking a decision, all employers, including nonprofit organizations, are advised to ensure that salaries are being paid punctually to prevent the mentioned 40 Euro fine. Companies need to keep in mind that even a minor exceedance of term payment can lead to a claim of the delay charge from employees.<\/p>\n Our specialised lawyers<\/strong><\/a> are pleased to give you detailed advise in the field of labour law. Please do not hesitate to contact us.<\/p>\n Continue reading: First legal decisions regarding the 40 Euros delay charge have been taken by the Higher Labor Court Cologne and the Higher Labor Court Baden-Wurttemberg. According to their opinion, the delay charge of 40 Euros is also applicable for employments. Delay charge […]<\/p>\n","protected":false},"author":3,"featured_media":7809,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[783],"tags":[],"class_list":["post-5979","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment-law"],"acf":[],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/winheller.com\/blog\/en\/wp-json\/wp\/v2\/posts\/5979","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/winheller.com\/blog\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/winheller.com\/blog\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/winheller.com\/blog\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/winheller.com\/blog\/en\/wp-json\/wp\/v2\/comments?post=5979"}],"version-history":[{"count":6,"href":"https:\/\/winheller.com\/blog\/en\/wp-json\/wp\/v2\/posts\/5979\/revisions"}],"predecessor-version":[{"id":7757,"href":"https:\/\/winheller.com\/blog\/en\/wp-json\/wp\/v2\/posts\/5979\/revisions\/7757"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/winheller.com\/blog\/en\/wp-json\/wp\/v2\/media\/7809"}],"wp:attachment":[{"href":"https:\/\/winheller.com\/blog\/en\/wp-json\/wp\/v2\/media?parent=5979"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/winheller.com\/blog\/en\/wp-json\/wp\/v2\/categories?post=5979"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/winheller.com\/blog\/en\/wp-json\/wp\/v2\/tags?post=5979"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}Prevention of delay charges<\/h3>\n
\nNo need to specify amount of bonus payments in German employment agreements<\/strong><\/a>
\nIndividual legal consulting in all employment law matters<\/strong><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"