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    The Higher Administrative Court of Münster (Oberverwaltungsgericht, the ‘OVG’) has held that a minimum body height of 163 cm for applicants to the police service, irrespective of gender, is lawful. At least, this shall apply if the determination of a minimum body height standard is a suitability criterion for access to the police service. Minimum standards solely serve the purpose of ensuring fitness for service and result from a comprehensive investigation. The investigation in this case established that suitability for the police service can only be guaranteed from a height of 163 cm upwards.


Paul Schreiner
Paul Schreiner is a partner at Luther Rechtsanwaltsgesellschaft mbH.

Nina Stephan
Nina Stephan is an attorney-at-law at Luther Rechtsanwaltsgesellschaft mbH.
Rulings

ECJ 8 May 2019, case C-396/17, (Leitner), Age Discrimination

Martin Leitner – v – Landespolizeidirektion Tirol, Austrian case

Journal European Employment Law Cases, Issue 2 2019
Keywords Age Discrimination
Abstract

    A new system of remuneration and advancement according to which the initial grading of the contractual public servants is calculated according to their last remuneration paid under the previous system of remuneration and advancement, that was based on discrimination on grounds of the age of the contractual public servants, is inconsistent with Articles 1, 2 and 6 of Directive 2000/78, read in combination with Article 21 of the Charter.
    National legislation which obstructs the effective judicial protection by reducing the scope of the review which national courts are entitled to conduct, by excluding questions concerning the basis of the transition amount, calculated according to the rules of the previous discriminatory remuneration and advancement system, is inconsistent with Article 47 of the Charter and Article 9 of Directive 2000/78.

Rulings

ECJ 13 December 2018, case C-385/17 (Hein), Paid leave

Torsten Hein – v – Albert Holzkamm GmbH & Co. KG, German case

Journal European Employment Law Cases, Issue 1 2019
Keywords Paid leave
Abstract

Case Reports

2019/9 The right to object against a transfer in case of incorrect information is not unlimited (GE)

Journal European Employment Law Cases, Issue 1 2019
Keywords Transfer of undertaking, Employees who transfer/refuse to transfer
Authors Nina Stephan
AbstractAuthor's information

    According to German law, every employee has the right to object to the transfer of their employment relationship to the transferee in the case of a transfer of business. However, the right to object is not unlimited. The Federal Labour Court (Bundesarbeitsgericht (‘BAG’)) held that an employee who had worked for the transferee for seven years had lost this right if they had been informed about the transfer.


Nina Stephan
Nina Stephan is an attorney-at-law at Luther Rechtsanwaltgesellschaft mbH

    If a religious organisation relies on an exception to the principle of equal treatment to draft rules that differ according to the religion of the employees, this must be subject to judicial review and will be acceptable only if the religion or belief constitutes a genuine and legitimate occupational requirement, justified by the ethos of the organisation concerned and the application of the exception is proportionate. If there are contrary provisions in national law, these must be disapplied.

    For workers without a fixed workplace, travelling time between their place of residence and the first customer and travelling time between the last customer and the place of residence constitutes working time.


Dr. Pieter Pecinovsky
Dr. Pieter Pecinovsky is Of Counsel at Van Olmen & Wynant in Brussels www.vow.be, Assistant at Leuven University and Invited Professor at Université Catholique de Louvain.

    The Oporto Court of Appeal held that the employee’s availability 24 hours per day, 6 days per week, breaches the employee’s right to rest. However, such breach does not qualify the availability periods as overtime. The Court also found that the continuous use of a GPS system breached the employee’s right to privacy.


Dora Joana
Dora Joana is a managing associate with SRS Advogados, Lisbon.

    The Polish national social insurance authority has no power to police ‘social dumping’. Neither is there any legal basis or justification for excluding workers performing work in other EU Member States from the national social insurance system based on an unverifiable assumption that social dumping is taking place.


Marcin Wujczyk PhD.
Marcin Wujczyk, PhD., is a partner with Baran Ksiazek Bigaj Wujczyk in Krakow, www.ksiazeklegal.pl.
Rulings

ECJ 14 March 2018, case C-482/16 (Stollwitzer), Age discrimination

Georg Stollwitzer – v – ÖBB Personenverkehr AG, Austrian Case

Journal European Employment Law Cases, Issue 2 2018
Keywords Age discrimination
Abstract

    A salary scale the ECJ had found discriminatory and said should be changed, was not discriminatory after the change.

Law Review

Access_open 2018/1 EELC’s review of the year 2017

Journal European Employment Law Cases, Issue 1 2018
Authors Ruben Houweling, Catherine Barnard, Zef Even e.a.
Abstract

    This is the first time we have produced a review of employment law cases from the previous year, based on analysis by various of our academic board members. But before looking at their findings, we would first like to make some general remarks.


Ruben Houweling

Catherine Barnard

Zef Even

Amber Zwanenburg

Daiva Petrylaitė

Petr Hůrka

Jean-Philippe Lhernould

Erika Kovács

Jan-Pieter Vos

Andrej Poruban

Luca Ratti

Niklas Bruun

Francesca Maffei

    The German federal court for labour law matters, the Bundesarbeitsgericht (the ‘BAG’), has held that evidence cannot be used in a dismissal lawsuit if the employer has obtained it from long-term surveillance using keylogger-software. Employers must not keep their employees under constant surveillance and must therefore expect their legal position to be weak if they try to dismiss an employee based on findings from such monitoring. The court ruling preceded the ECtHR Barbulescu ruling of 5 September 2017 (featured in EELC 2017/4) in a similar case.


Paul Schreiner
Paul Schreiner is an attorney at law at Luther Rechtsanwaltsgesellschaft mbH.

    A clause in a collective bargaining agreement stipulating that overtime premiums for part time employees are only payable if their monthly working hours exceed those of a full-time employee is not discriminatory.


Paul Schreiner
Paul Schreiner is a partner with Luther Rechtsanwaltsgesellschaft mbH in Essen, www.luther-lawfirm.com.

    This decision of the German Federal Labour Court (‘Bundesarbeitsgericht’, or ‘BAG’) concerns what happens to leave entitlement if the employment contract is amended in the middle of the year and the number of working days changes from a four-day week to a five-day week.


Othmar K. Traber
Othmar K. Traber is a partner at Ahlers & Vogel Rechtsanwälte PartG mbB in Bremen, www.ahlers-vogel.com.
Article

2017/11 Transposition of the ‘enforcement’ directive into Belgian law

Journal European Employment Law Cases, Issue 2 2017
Keywords Private international law, posting of workers and expatriates, Free movement, minimum wage/social dumping
Authors Gautier Busschaert
AbstractAuthor's information

    This article briefly describes the main measures adopted by Belgium in transposing the EU Directive 2014/67 of 15 May 2014 into national law.


Gautier Busschaert
Gautier Busschaert is a lawyer at Van Olmen & Wynant in Brussels.
ECJ Court Watch

ECJ 13 July 2016, case C-187/15 (Pöpperl), Free movement, pension

Joachim Pöpperl – v – Land Nordrhein-Westfalen

Journal European Employment Law Cases, Issue 3 2016
Keywords Free movement, pension
Abstract

    The replacement of civil servants’ pension rights by less valuable general pension rights is contrary Article 45 TFEU.

ECJ Court Watch

ECJ 25 February 2016, case C-299/14 (Garcia-Nieto), free movement – social security

Vestische Arbeit Jobcenter Kreis Recklinghausen – v – Jovanna García-Nieto, German case

Journal European Employment Law Cases, Issue 2 2016
Keywords Free movement, Social security
Abstract

    An unemployed EU citizen moving to another Member State is not entitled to social assistance in that State for the first three months.

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