Test yourself Question 1 of 7 Question 1 of 7
An employee receives notice on the last day of the sixth month of employment, and the notice period runs for four more weeks. Must the dismissal be socially justified?
yes, because the employment only ends after six months no, what matters is the date the notice is received only if a probationary period was agreed
Question 2 of 7 Question 2 of 7
A business has seven full-time staff and six employees working 25 hours a week each, all hired after 2004. Does general dismissal protection apply?
no, there are only seven full-time staff yes, weighted there are 11.5 employees yes, there are 13 people
Question 3 of 7 Question 3 of 7
Does the three-week deadline to sue also apply in a business with four employees?
no, the Act does not apply there at all yes, section 23 expressly keeps sections 4 to 7 only for summary dismissal
Question 4 of 7 Question 4 of 7
What do the courts generally require before a dismissal for conduct?
the consent of the Federal Employment Agency a prior formal warning a medical certificate
Question 5 of 7 Question 5 of 7
Which of these is not one of the four social criteria of section 1(3) KSchG?
maintenance obligations performance severe disability
Question 6 of 7 Question 6 of 7
The works council says nothing for a week about an ordinary dismissal. What follows?
its consent is deemed given the dismissal is invalid the deadline is extended by three days
Question 7 of 7 Question 7 of 7
Whose consent does the employer need before dismissing a severely disabled person after more than six months?
the Integration Office's the health insurer's nobody's, the works council is enough
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