{"id":2828,"date":"2013-02-25T13:38:47","date_gmt":"2013-02-25T13:38:47","guid":{"rendered":"https:\/\/www.mth-partner.de\/?p=2828"},"modified":"2025-12-09T18:43:54","modified_gmt":"2025-12-09T18:43:54","slug":"arbeitsrecht-der-arbeitnehmer-muss-indizien-dafuer-vortragen-dass-der-entschaedigungsanspruch-nach-15-agg-gerechtfertigt-ist","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/labour-law-the-employee-must-present-evidence-that-the-claim-for-compensation-is-justified-according-to-15-agg\/","title":{"rendered":"Labour law: The employee must provide evidence that the claim for compensation is justified in accordance with Section 15 AGG."},"content":{"rendered":"

Federal Labour Court, 21.02.2013, Ref.: 8 AZR 180\/12<\/b><\/p>\n

The General Equal Treatment Act (AGG) pursuant to Section 6 (1) AGG applies to employees, trainees, persons who are to be regarded as employee-like persons due to their economic independence and applicants for an employment relationship as well as persons whose employment relationship has ended.<\/p>\n

Pursuant to Section 6 (2) AGG, the AGG also applies to temporary workers.<\/p>\n

If an employee is discriminated against on the grounds of race, ethnic origin, religion or belief, disability, age, gender or sexual identity, the material scope of application of the General Equal Treatment Act applies.<\/p>\n

\"Protected<\/a><\/p>\n

The claim for damages, which may exist if the AGG has been violated intentionally or negligently, is set out in Section 15 para. 1 sentence 1 AGG:<\/p>\n

\u00a7 Section 15 (1) AGG: In the event of a breach of the prohibition of discrimination, the employer is obliged to compensate the resulting damage. This does not apply if the employer is not responsible for the breach of duty.<\/i><\/p>\n

In this respect, the employer may also be liable for the misconduct of so-called vicarious agents (e.g. in accordance with Section 278 BGB for superiors) or for representatives of executive bodies (e.g. in accordance with Section 31 BGB for managing directors).<\/p>\n

In accordance with Section 15 (2) AGG, the claim for compensation must then be asserted in due time and form.<\/p>\n

In particular, care must also be taken to ensure that the time limit for bringing an action under Section 61b ArbGG is observed. \u00a7 Section 61b ArbGG stipulates in this respect:<\/p>\n

A claim for compensation pursuant to Section 15 of the General Equal Treatment Act must be filed within three months of the claim being lodged in writing.
\nhas been asserted.<\/i><\/p>\n

In the above-mentioned decision of the Federal Labour Court, the court had to decide on the complaint of a severely disabled office and typist who felt disadvantaged by the rejection in an application procedure at the German Bundestag.<\/p>\n

Facts of the Case<\/strong> The plaintiff had been working as an office and typist in the Office of the Federal President since 1996.<\/p>\n

After a long period of illness, it was decided in December 2009 as part of a company integration management programme that she should change jobs if possible.<\/p>\n

The Office of the Federal President then asked the German Bundestag whether this employee - who was not named - could be deployed there.<\/p>\n

In June 2010, the German Bundestag advertised a position as Second Secretary for the Office of the Vice-President of the German Bundestag.<\/p>\n

The applicant, who had the required vocational training, applied for this position with reference to her severe disability.<\/p>\n

On 20 August 2010, an interview was held with the plaintiff, which was attended by more than ten people from the German Bundestag, including the representative of the severely disabled.<\/p>\n

On 1 September 2010, the plaintiff was rejected without giving reasons.<\/p>\n

After announcing its intention to assert claims for damages, the German Bundestag announced on 10 December 2010 that the plaintiff's rejection had been unrelated to her severe disability. Rather, she had not made a convincing impression during the job interview.<\/p>\n

The action was unsuccessful in the lower courts dealing with the case.<\/p>\n

Federal Labour Court:<\/strong> The BAG also agreed with the opinion of the lower courts.<\/p>\n

In the opinion of the Federal Labour Court, the plaintiff had not presented any evidence that would allow the assumption that her application had been unsuccessful due to her severe disability.<\/p>\n

It is true that the defendant did not initially explain the reasons for the plaintiff's refusal.<\/p>\n

However, it would only have been obliged to do so in accordance with Section 81 (1) sentence 9 SGB IX if it had not sufficiently fulfilled its obligation to employ severely disabled persons in accordance with Section 71 SGB IX.<\/p>\n

The applicant had not demonstrated this. The other facts cited by the applicant would also not constitute evidence that she was unsuccessful in the application because of her disability. The course of the interview also did not allow this conclusion to be drawn.<\/p>\n

Source: Federal Labor Court<\/p>\n

Important Note: The content of this article has been prepared to the best of our knowledge and belief. However, due to the complexity and constant evolution of the subject matter, we must exclude liability and warranty.<\/b> Important Notice: The content of this article has been created to the best of our knowledge and understanding. However, due to the complexity and constant changes in the subject matter, we must exclude any liability and warranty.<\/p>\n

If you need legal advice, feel free to call us at 0221 \u2013 80187670 or email us at info@mth-partner.de.<\/p>\n

Lawyers in Cologne advise and represent you in labour law<\/a><\/p>\n

\"Banner4\"<\/a><\/p>\n

 <\/p>","protected":false},"excerpt":{"rendered":"

If the employee wishes to assert claims for a violation of the General Equal Treatment Act, the requirements for the claim must be carefully presented in order for the claim to be successful.<\/p>","protected":false},"author":4,"featured_media":12036,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3640],"tags":[1976,2255,2257,2089,947,1453],"class_list":["post-2828","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diskriminierung-agg","tag-15-abs-1-s-1-agg","tag-6-abs-1-agg","tag-6-abs-2-agg","tag-61b-arbgg","tag-geschutzte-rechtsguter-agg","tag-rechtsanwalt-koln-agg"],"yoast_head":"\nArbeitsrecht: Der Arbeitnehmer muss Indizien daf\u00fcr vortragen, dass der Entsch\u00e4digungsanspruch nach \u00a7 15 AGG gerechtfertigt ist.<\/title>\n<meta name=\"description\" content=\"Der Schadensersatzanspruch, der bei einem Versto\u00df gegen das AGG bestehen kann, ist 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