{"id":8983,"date":"2025-10-28T22:30:56","date_gmt":"2025-10-28T21:30:56","guid":{"rendered":"http:\/\/leipzig-recht.de\/?p=8983"},"modified":"2025-10-28T22:30:56","modified_gmt":"2025-10-28T21:30:56","slug":"konflikt-am-arbeitsplatz","status":"publish","type":"post","link":"https:\/\/leipzig-recht.de\/en\/konflikt-am-arbeitsplatz\/","title":{"rendered":"Conflict at work"},"content":{"rendered":"<p style=\"text-align: justify;\">Conflict at the workplace? \u2026 When can you transfer employees?<\/p>\n<p style=\"text-align: justify;\">The Regional Labor Court of Cologne made clear statements in its ruling of February 25, 2025, Az. 7 SLa 456\/24:<\/p>\n<ul>\n<li>A transfer is part of the employer's right to direct, provided it is in accordance with reasonable discretion, meaning it is not arbitrary and falls within the scope of what was agreed upon in the employment contract.<\/li>\n<li>If there is sufficient reason to resolve a conflict, the transfer is justified to ensure workplace peace. It does not constitute a punishment.<\/li>\n<\/ul>\n<h5>Important!<\/h5>\n<p style=\"text-align: justify;\">Separate prevention and sanction, i.e., a transfer for pacification is not a punishment.<\/p>\n<p style=\"text-align: justify;\">Communicate sensitively and clearly, i.e., your decision should be factual, solution-oriented, and understandable.<\/p>\n<p>&zwnj;<\/p>\n<p style=\"text-align: justify; line-height: 100%\"><small>You're in need of professional advice on the topic of 'transfer'?<br \/>Contact us!<br \/>For a free initial assessment of your concern, please call us at 0341-23 08 4988 or send a message to office@leipzig-recht.de.<\/small><\/p>","protected":false},"excerpt":{"rendered":"<p>Konflikt am Arbeitsplatz? \u2026 wann d\u00fcrfen Sie Mitarbeitende versetzen? Das Landesarbeitsgericht K\u00f6ln traf im Urteil vom 25.02.2025, Az. 7 SLa 456\/24 hierzu klare Aussagen: Eine Versetzung ist ein Teil des Direktionsrechts des Arbeitgebers, sofern diese dem billigen Ermessen entspricht, also nicht willk\u00fcrlich erfolgt und im Rahmen dessen ist, was im Arbeitsvertrag vereinbart wurde. Wenn ein [&hellip;]<\/p>","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[95],"tags":[98,282],"class_list":["post-8983","post","type-post","status-publish","format-standard","hentry","category-arbeitsrecht","tag-arbeitsrecht","tag-versetzung"],"_links":{"self":[{"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/posts\/8983","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/comments?post=8983"}],"version-history":[{"count":3,"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/posts\/8983\/revisions"}],"predecessor-version":[{"id":8986,"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/posts\/8983\/revisions\/8986"}],"wp:attachment":[{"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/media?parent=8983"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/categories?post=8983"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/tags?post=8983"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}