Service technician gets less salary back after termination of the contract!

Service technician gets less salary back after termination of the contract!

A service technician from the Freistadt district in Upper Austria recently agreed to have a mutually acceptable termination of contract with his employer. However, this decision led to unexpected consequences: after the dissolution, the technician received 188 euros less salary than he would be entitled to. In order to check the correctness of his billing, the employee turned to the Chamber of Labor (AK), which ultimately classified the billing as incorrect. Thanks to the intervention of the AK, the technician was finally able to receive an additional payment of 536 euros, which was legally condition. According to [5min.at] (https://www.5min.at/5202505292043/Servicetechniker-loest- contract-bekmt-ploomt-weniger-gelde/) this was a gratifying end of a initially frustrating process.

The mutually agreed termination of an employment relationship means that both the employer and the employee agree on the termination of the employment relationship at an agreed time. Neither deadlines nor appointments must be observed, which makes this type of termination quite flexible. It is important that the approval of both parties is voluntarily granted; Nobody can be forced to consent. The legislator recommends that the agreement to be recorded in writing in order to avoid later misunderstandings. A written agreement can turn out to be particularly valuable if there are any discrepancies, according to the Council of the Chamber of Labor.

Important information on the termination of the contract

In the case of mutually agreed resolution, the will of both parties are crucial to terminate the employment relationship. The wko explains that advice can be obtained in particular in companies. In such cases, a period of two working days from the consultation request must also be observed. The validity of the resolution presupposes that the agreement does not become ineffective within this period.

In addition, there are certain protective regulations for particularly well -worthy groups, such as pregnant women or apprentices. For these groups, the mutually agreed dissolution must be made in writing and a legal instruction about dismissal protection must be distributed. In the event of improper implementation, the resolution could be considered ineffective.

The regulations related to the handling are also important. In the event of a mutual resolution, employees can have claims for handling, depending on the type of termination. In the event of termination by the employer or a mutual termination, employees receive a right to clearance, while it does not exist if the employee is terminated, unless there are exceptions.

Regardless of the complexity, the mutually acceptable termination of contract remains a frequently elected possibility of ending the employment relationship for many employees. The case of the service technician shows how important it is to check the final accounting in detail in order to avoid financial losses and that support from the Chamber of Labor can make a significant difference.