Post by account_disabled on Nov 22, 2023 10:16:30 GMT
Sample court judgments Court judgments issued, quite often by the Supreme Court, contain very different decisions; we will describe some of them below. Court judgment number Resolution Sign. act II PK of October , In its judgment, the Supreme Court reinstated the employee. The case in question concerned the disclosure to an unauthorized person of information that the employee had become familiar with in connection with his work. In the Court's opinion, this violated basic employee duties, but the employer did not prove the employee's fault Sign. act I PK of June , In this judgment.
The Supreme Court also agreed with the employee. In the justification, he wrote, among other things, that no specific action was provided that the employee performed incorrectly. In the opinion of the Supreme photo editing servies Court, the plaintiff's employment contract could be terminated without notice only if it was proven that an intentional violation of the blood test procedure was proven. Sign. No. III PK of November , In this case, the Supreme Court also found that on the employer means the obligation to prove the employee's guilt in the form of direct intent.
Possible intent or grave negligence, which, in the opinion of the Court, was not done. Other, "lighter" forms of guilt cannot justify termination of an employment contract under disciplinary procedure. Sign. act II PK of January , In this case, the Supreme Court agreed with the employer. The employee removed the concrete after working hours, most likely using a counterfeit key to start the concrete plant. The concrete was removed without the employer's knowledge or consent. The Supreme Court found that there had been a serious breach of employee duties.
The Supreme Court also agreed with the employee. In the justification, he wrote, among other things, that no specific action was provided that the employee performed incorrectly. In the opinion of the Supreme photo editing servies Court, the plaintiff's employment contract could be terminated without notice only if it was proven that an intentional violation of the blood test procedure was proven. Sign. No. III PK of November , In this case, the Supreme Court also found that on the employer means the obligation to prove the employee's guilt in the form of direct intent.
Possible intent or grave negligence, which, in the opinion of the Court, was not done. Other, "lighter" forms of guilt cannot justify termination of an employment contract under disciplinary procedure. Sign. act II PK of January , In this case, the Supreme Court agreed with the employer. The employee removed the concrete after working hours, most likely using a counterfeit key to start the concrete plant. The concrete was removed without the employer's knowledge or consent. The Supreme Court found that there had been a serious breach of employee duties.