the unknown nature of the labor law, the Representative for the Disabled. Yet unknown, that the employer ask the Representative for the Disabled and their need to listen too. In the worst case, there are offenses under § 156 SGB IX, which can be really expensive and the suspension of decisions pursuant to § 95 II Sentence 2 SGB IX.
The suspension can also result in the supposedly nothing, right? My Besispiel
concrete. The employer cited without hearing the SHE representatives. Is this now the way of suspending the measure would have the employer collect his warning again, but could hand out after seven days, the same pamphlet again. The winner is not necessarily much, it is always embarrassing. And the friendly staff will be reading for the future just in an unknown law.
Is that possible? I would claim clearly yes. Otherwise, the suspension would not make sense. More exciting is the case with the 14-day period or extraordinary.
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