LAG Berlin-Brandenburg, Urteil vom 16.03.2017 – 10 Sa 1648/16 –
Außerordentliche Kündigung vom Ersatzmitglied
Tenor
I. Die Berufung der Beklagten gegen das Urteil des Arbeitsgerichts Berlin vom 8. August 2016 – 19 Ca 3022/16 wird zurückgewiesen.
II. Die Beklagte trägt die Kosten der Berufung.
III. Der Gebührenwert des Berufungsverfahrens wird auf 2.400,00 EUR festgesetzt.
IV. Die Revision wird nicht zugelassen.
Tatbestand
Die Parteien streiten über eine außerordentliche Kündigung der Beklagten vom 24. Februar 2016.
Der Kläger ist 47 Jahre alt (geb. ….. 1969), zwei Kindern zum Unterhalt verpflichtet und seit dem 16. Dezember 2008 bei der Beklagten als Call Center Agent, zuletzt mit einer Wochenarbeitszeit von 15 Stunden bei einer Vergütung von 550,00 EUR monatlich zuzüglich Bonuszahlungen entsprechend insgesamt ca. 800,00 EUR brutto monatlich beschäftigt. Der Kläger war Ersatzmitglied des im Berliner Betrieb gebildeten und aus drei Personen bestehenden Betriebsrates sowie seit September 2015 Mitglied des vom Gesamtbetriebsrat gebildeten Wirtschaftsausschusses. Da das erste Ersatzmitglied zum Betriebsrat sich derzeit in Elternzeit befindet, ist der Kläger nach seinem Vorbringen in der Berufungsverhandlung statt seiner seit dem 11. November 2016 für ein ausgeschiedenes Mitglied nachgerückt und faktisch Vollmitglied des Betriebsrates. Als Ersatzmitglied des Betriebsrates war der Kläger bereits zuvor vom 2. November 2015 bis 5. November 2015, vom 18. Januar 2016 bis 22. Januar 2016 und vom 11. Februar 2016 bis 22. Februar 2016 für verhinderte Betriebsratsmitglieder jeweils in den Betriebsrat nachgerückt, worüber die Beklagte auch jeweils zuvor in Kenntnis gesetzt wurde. In diesen Zeiträumen nahm er jeweils auch an Betriebsratssitzungen teil.
Die Beklagte, die nach ihrem Vorbringen in der Berufungsverhandlung die Stilllegung des Betriebes in Berlin zum 31. Mai 2017 plant, erbringt Call-Center-Leistungen insbesondere im Bereich der Zeitungsbranche. Wichtigster Auftraggeber der Beklagten war zumindest in der für diesen Rechtsstreit relevanten Zeit die B. L.. GmbH, die die Abonnenten der Zeitungen Berliner Zeitung und Berliner Kurier betreut. Der Kläger war im Bereich Outbound tätig, welcher unter bestimmten Voraussetzungen aktiv an Kunden herantritt. Daneben gibt es auch den Bereich Inbound, der von Kunden auf deren Initiative kontaktiert wird. Im Bereich Outbound wird insbesondere versucht, die Produkte der Auftraggeber zu verkaufen. Dabei zahlt die Beklagte an ihre Arbeitnehmer Provisionen bis zu 5,00 EUR im Einzelfall für verlängerte oder neu abgeschlossene Abonnements. Im Bereich Inbound gibt es entsprechende Provisionen nicht.
Die Beklagte hat neben der diesem Rechtsstreit zugrundeliegenden Kündigung vom 24. Februar 2016 bereits zuvor versucht, das Arbeitsverhältnis mit dem Kläger zu beenden.
Nachdem die zuständige Bereichsleiterin der Beklagten im Oktober 2015 von einer Auftraggeberin auf Ungereimtheiten bei der Anlage von Abonnements in ihrer Abteilung Outbound hingewiesen worden war, mit denen der Kläger in Verbindung gebracht wurde, beantragte die Beklagte nach Ermittlung des Sachverhaltes mit Schreiben vom 30. Oktober 2015 beim Betriebsrat dessen Zustimmung zur beabsichtigten außerordentlichen fristlosen Kündigung des Klägers. Die Beklagte ging und geht davon aus, dass der Kläger entgegen bestehender Weisungen Kontakt zu Kunden der Auftraggeber aufgenommen und mit deren Einverständnis Abonnements verlängert oder bereits im Inbound verlängerte Abonnements unter seinem Namen im Outbound erfasst habe, um die daraus resultierenden Bonuszahlungen zu erhalten.
Der Betriebsrat verweigerte die Zustimmung unter dem Datum des 2. November 2015. Am 4. November 2015 reichte die Beklagte den Antrag auf Ersetzung der Zustimmung des Betriebsrats zur außerordentlichen Kündigung des Klägers beim Arbeitsgericht Berlin zum Aktenzeichen 55 BV 15289/15 ein. Mit Beschluss vom 29. Februar 2016 hat das Arbeitsgericht den Antrag zurückgewiesen. Zur Begründung hat es vor allem ausgeführt, dass der Antrag im Zeitpunkt der Entscheidung des Arbeitsgerichts unzulässig sei. Der besondere Schutz des § 103 BetrVG bestehe nur für die Dauer der Amtszeit im Betriebsrat, also sobald und solange das Ersatzmitglied dauernd oder zeitweilig in den Betriebsrat nachrücke. Nach Ende der vorübergehenden Verhinderung des Betriebsratsmitglieds bestehe jedoch kein Zustimmungserfordernis mehr. Für das Verfahren auf Zu-stimmungsersetzung gemäß § 103 Abs. 2 BetrVG bedeute dies, dass sich, sobald das Amt des Betriebsratsmitglieds endet, der Antrag auf Ersetzung der Zustimmung zur außerordentlichen Kündigung objektiv erledige und mangels Fortbestandes des Rechtsschutzbedürfnisses unzulässig werde. Die gegen diese Entscheidung gerichtete Beschwerde der Beklagten wies das Landesarbeitsgericht im Verfahren 19 TaBV 680/16 mit Beschluss vom 20. September 2016 zurück. Die Entscheidung ist rechtskräftig.
Nach Ausspruch der diesem Rechtsstreit zugrunde liegenden Kündigung sprach die Beklagte gegenüber dem Kläger unter dem 4. April 2016 und dem 13. April 2016 zwei weitere außerordentliche Kündigungen einmal wegen unterlassener Rückgabe von Unterlagen, die im Rahmen des Wirtschaftsausschusses dem Kläger überlassen waren und einmal wegen eines angenommenen Verstoßes gegen ein Hausverbot aus. Die Kündigungsschutzverfahren zur Überprüfung dieser Kündigungen ruhen derzeit vor dem Arbeitsgericht.
Zur Begründung der Kündigung vom 24. Februar 2016 hatte die Beklagte dem Betriebsrat mitgeteilt, dass der Kläger sich als Mitglied des Wirtschaftsausschusses am 1. Februar 2016 an eine Mitarbeiterin der D. F. S. GmbH gewandt habe, um Informationen zu erhalten. Die D. F. S. GmbH habe damals unter anderem für die Beklagte Dienstleistungen im Rechnungswesen erbracht. Konkret habe der Kläger wissen wollen, ob die Mitarbeiterin einen bestimmten Bericht erstellt habe. Die Mitarbeiterin habe dieses verneint und den Kläger auf nochmalige Nachfrage an die dafür zuständige D. C. S. verwiesen.
Danach habe der damalige Geschäftsführer der Beklagten den Kläger per E-Mail vom 3. Februar 2016 informiert, dass Anfragen des Wirtschaftsausschusses ausschließlich an die Geschäftsführung zu richten seien. In der E-Mail sei ausgeführt gewesen, dass es weder gestattet sei noch geduldet werde, dass der Kläger sich direkt an Drittfirmen wende, die mit der Beklagten in Geschäftsverbindung stünden. Ausdrücklich seien dabei die D. F. S. und die D. C. S. genannt worden. Dennoch habe der Kläger sich am 9. Februar 2016 an eine Mitarbeiterin der D. C. S. GmbH gewandt, welche ihm auf Nachfrage die Erstellung des Berichts bestätigt und sogleich ergänzt habe, dass sie dazu keine Auskunft erteilen würde. Der Kläger habe die Mitarbeiterin dann befragt, welche Vorlaufzeit sie für ein Treffen mit dem Wirtschaftsausschuss benötige und ob er bei weiteren Fragen wieder auf sie zukommen könne. Die Mitarbeiterin habe letzteres verneint und auf den Weg über die Geschäftsführung verwiesen. Mit dem Telefonat vom 9. Februar 2016 habe der Kläger klar gegen die Weisung der Beklagten vom 3. Februar 2016 verstoßen.
Nachdem die Beklagte auf eine nach § 102 BetrVG eingeleitete Kündigungsanhörung vom 9. Februar 2016 am 10. Februar 2016 durch eine E-Mail des Betriebsratsvorsitzenden erfahren hatte, dass der Kläger vom 11. Februar 2016 bis Montag, dem 22. Februar 2016 für diesen in den Betriebsrat nachrücke, beantragte sie am 15. Februar 2016 die Zustimmung des Betriebsrates zur Kündigung des Klägers, welche am 16. Februar 2016 verweigert wurde. Darauf führte die Beklagte den Sachverhalt mit Schriftsatz vom Freitag, dem 19. Februar 2016 in das Verfahren 55 BV 15289/15 ein. Nachdem das Arbeitsgericht im dortigen Anhörungstermin am Montag, dem 29. Februar 2016 auf die Unzulässigkeit des Antrages hingewiesen hatte, erhielt der Kläger unmittelbar nach Ende des Anhörungstermins die Kündigung vom 24. Februar 2016.
Der Kläger meint, dass ein wichtiger Grund für die außerordentliche Kündigung nicht gegeben sei. Die Kündigung sei außerhalb der 2-Wochen-Frist des § 626 Abs. 2 BGB ausgesprochen und der Betriebsrat sei vor ihrem Ausspruch nicht ordnungsgemäß beteiligt worden. Er habe bei den beiden Telefonaten mit den Drittfirmen ausdrücklich auf seine Funktion als Mitglied des Wirtschaftsausschusses der Beklagten hingewiesen. Insofern habe er klar und eindeutig als Mitglied des Wirtschaftsausschusses gehandelt und nicht als Arbeitnehmer. Er habe nur die Informationen erfragen wollen, die der damalige Geschäftsführer der Rechtsvorgängerin der Beklagten ungerechtfertigt verweigert habe. Es habe sich auch nicht um klassische Drittfirmen gehandelt, sondern um Firmen innerhalb des damaligen Firmenverbundes. Selbst wenn es sich um eine Pflichtverletzung als Arbeitnehmer gehandelt haben sollte, sei diese nicht so erheblich, dass sie ohne Abmahnung eine Kündigung rechtfertigen würde. Der Kläger sei nicht zuvor für ein vergleichbares Verhalten abgemahnt worden.
Die Beklagte meint, dass jedenfalls mit dem Antrag nach § 103 BetrVG vom 15. Februar 2016 und der am 19. Februar 2016 erfolgten Einführung des Sachverhaltes in das bereits laufende Zustimmungsersetzungsverfahren die 2-Wochen-Frist des § 626 Abs. 2 BGB gewahrt worden sei. Auch in dem hiesigen Rechtsstreit könne die Kündigung noch mit den Vorwürfen der Provisionserschleichung aus Oktober 2015 begründet werden. Das Rechtsschutzbedürfnis für ein Verfahren sei jeweils erst zum Zeitpunkt der letzten mündlichen Verhandlung zu prüfen. Dieses sei nicht bereits mit dem damaligen Ende der Amtszeit des Klägers am 6. November 2015 entfallen, sondern erst im Zeitpunkt der gerichtlichen Überprüfung am 29. Februar 2017. Gerade im Falle von Ersatzmitgliedern des Betriebsrates, bei denen die Amtszeit ständig beginnen und enden könne, müsse das gelten. Die Vorwürfe aus Oktober 2015 würden ebenso wie die Vorwürfe aus Februar 2016 jeweils bereits einen wichtigen Grund für eine außerordentliche Kündigung darstellen. Jedenfalls aber gelte das für eine Gesamtschau beider Sachverhalte.
Das Arbeitsgericht hat der Klage mit Urteil vom 8. August 2016 stattgegeben. Zur Begründung hat es darauf hingewiesen, dass die Kündigungsgründe aus Oktober 2015 verfristet seien. Die Gründe aus Februar 2016 könnten die Kündigung nicht rechtfertigen. Es sei nicht einmal ein Verstoß gegen arbeitsvertragliche Pflichten ersichtlich. Die Beklagte sei nicht befugt, dem Wirtschaftsausschuss als Hilfsorgan des Betriebsrates konkrete Anweisungen zu erteilen.
Gegen dieses den Beklagtenvertretern am 1. September 2016 zugestellte Urteil haben diese am Dienstag, dem 4. Oktober 2016 Berufung eingelegt und diese nach entsprechender Verlängerung der Begründungsfrist am 1. Dezember 2016 begründet. Die Beklagte habe mit der Anhörung vom 15. Februar 2016 ausdrücklich die vorherige Beteiligung nach § 103 BetrVG in Bezug genommen. Das Zustimmungsersetzungsverfahren bezüglich der Vorwürfe aus Oktober 2015 sei rechtzeitig eingeleitet worden. Das Rechtsschutzbedürfnis sei erst mit der Entscheidung des Arbeitsgerichts vom 29. Februar 2016 entfallen. Erst damit habe die Hemmung der 2-Wochen-Frist geendet. Auch die Kündigungsgründe aus Februar 2016 habe das Arbeitsgericht falsch gewürdigt. Unabhängig davon, ob ein Arbeitgeber berechtigt sei, dem Wirtschaftsausschuss Anweisungen zu erteilen, sei er jedenfalls berechtigt, diesen auf die Rechtslage hinzuweisen. An diese habe sich auch der Wirtschaftsausschuss zu halten. Der Wirtschaftsausschuss habe sich nach § 106 Abs. 1 Satz 2 BetrVG ausschließlich mit dem Arbeitgeber zu beraten und den Betriebsrat zu unterrichten. Er sei auf das Innenverhältnis im Unternehmen beschränkt. Das Fehlverhalten des Klägers strahle auf jeden Fall auf das Arbeitsverhältnis aus. Denn mit der E-Mail vom 3. Februar 2016 habe sich die Beklagte ausdrücklich an den Kläger gewandt. Und ein Verfahren auf Ausschluss einzelner Mitglieder aus dem Wirtschaftsausschuss entsprechend § 23 Abs. 1 BetrVG sehe das Gesetz nicht vor, so dass der Arbeitgeber ohne individual-arbeitsrechtliche Sanktion bei Amtspflichtverletzungen von Wirtschaftsausschussmitgliedern völlig rechtlos stehen würde. Der Betriebsrat sei mit der Anhörung vom 15. Februar 2016 ordnungsgemäß angehört worden, die Vorwürfe aus Oktober 2015 seien ausdrücklich in Bezug genommen worden. Zu den Kündigungsvorwürfen vom Oktober sei der Betriebsrat mit dem Zustimmungsbegehren vom 30. Oktober 2015 ordnungsgemäß beteiligt worden.
Die Beklagte beantragt,
das Urteil des Arbeitsgerichts Berlin vom 8. August 2016 – 19 Ca 3022/16 abzuändern und die Klage abzuweisen.
Der Kläger beantragt,
die Berufung zurückzuweisen.
Der Kläger erwidert, dass für die Kündigung vom 29. Februar 2016 keine Zustimmung des Betriebsrats oder eine diese ersetzende gerichtliche Entscheidung vorgelegen habe. Hinsichtlich der formellen Voraussetzungen komme es aber auch auf die Situation zum Zeitpunkt des Ausspruchs der Kündigung und nicht auf den Zeitpunkt der Einleitung eines Verfahrens nach § 103 BetrVG an. Die den Kündigungsgründen aus Oktober 2015 zugrundeliegenden Tatsachen würden, wie sodann im Detail ausgeführt, bestritten, die beiden Anrufe aus dem Februar 2016 würden eine Kündigung nicht rechtfertigen. Spätestens eine Interessenabwägung müsse zu einer Unwirksamkeit der Kündigung führen.
Wegen des weiteren Vorbringens der Parteien in der Berufungsinstanz wird auf den vorgetragenen Inhalt der Berufungsbegründung der Beklagten vom 1. Dezember 2016, den vorgetragenen Inhalt der Berufungserwiderung des Klägers vom 25. Januar 2017 sowie das Sitzungsprotokoll vom 16. März 2017 Bezug genommen.
Entscheidungsgründe
I.
Die nach § 64 Abs. 2 ArbGG statthafte Berufung der Beklagten ist form- und fristgerecht im Sinne der §§ 66 Abs. 1 ArbGG, 519, 520 Zivilprozessordnung (ZPO) eingelegt und begründet worden.
Die zulässige Berufung ist aber nicht begründet.
II.
Mitglieder des Betriebsrates genießen den besonderen Kündigungsschutz des § 15 Abs. 1 KSchG. Das gilt auch für Ersatzmitglieder des Betriebsrats (vgl. BAG, Urteil vom 27. September 2012 – 2 AZR 955/11). Solange sie das Amt des Betriebsrates innehaben, kann ihr Arbeitsverhältnis nur mit Zustimmung des Betriebsrates und außerordentlich (§ 15 Abs. 1 Satz 1 KSchG), danach für die Dauer eines Jahres ohne Zustimmung des Betriebsrates, aber ebenfalls nur außerordentlich (§ 15 Abs. 1 Satz 2 KSchG), gekündigt werden. Eine außerordentliche Kündigung ist nach § 626 BGB nur aus wichtigem Grund (§ 626 Abs. 1 BGB) und innerhalb einer Frist von zwei Wochen seit Kenntnis des Kündigungsgrundes durch den Kündigungsberechtigten zulässig (§ 626 Abs. 2 BGB).
1.
Die Vorwürfe der Provisionserschleichung aus Oktober 2015 können die Kündigung vom 24. Februar 2016 nicht mehr rechtfertigen. Denn bezüglich dieser Begründung erfolgte die Kündigung außerhalb der 2-Wochen-Frist des § 626 Abs. 2 BGB. Zwar hat die Beklagte, die den Sachverhalt bis zum 23. Oktober 2015 aufgeklärt hatte, das seinerzeitige Zustimmungsersetzungsverfahren am 4. November 2015 rechtzeitig innerhalb dieser Frist eingeleitet. Solange ein Arbeitnehmer als Mitglied des Betriebsrates den besonderen Kündigungsschutz des § 15 Abs. 1 KSchG genießt und weder der Betriebsrat nach § 103 BetrVG der Kündigung zugestimmt hat noch die insoweit fehlende Zustimmung durch das Arbeitsgericht ersetzt ist, genügt es zunächst, wenn das Zustimmungsersetzungsverfahren innerhalb von 14 Tagen gerichtlich anhängig ist. Wenn jedoch dieser besondere Kündigungsschutz vor Ablauf der 14 Tage entfällt, hat der Arbeitgeber noch innerhalb der 2-Wochen-Frist die Kündigung auszusprechen, ansonsten unverzüglich (vgl. BAG, Urteil vom 8. Juni 2000 – 2 AZR 375/99; BAG, Beschluss vom 8. Juni 2000 – 2 AZN 276/00). Für die von der Beklagten vertretenen Ansicht, dass die 2-Wochen-Frist bis zu einer Entscheidung des Arbeitsgerichts im Zustimmungsersetzungsverfahren gehemmt sei, findet sich im Gesetz keine Stütze.
Hier entfiel der besondere Kündigungsschutz des Klägers am 6. November 2015, da er nur bis zum 5. November 2015 vorübergehend in den Betriebsrat nachgerückt war. Da die Beklagte am 23. Oktober 2015 den Kündigungssachverhalt abschließend ermittelt hatte, begann die Frist des § 626 Abs. 2 BGB am Samstag, dem 24. Oktober 2015 (vgl. § 187 Abs. 1 BGB). Die Frist endete am Freitag, dem 6. November 2015 (vgl. § 188 Abs. 2 BGB). Deshalb hätte die Beklagte die Kündigung bereits am 6. November 2015 aussprechen müssen. Selbst wenn man dieses als nicht realisierbar ansehen würde, hätte die Kündigung jedenfalls unverzüglich in den ersten Tagen der Folgewoche ausgesprochen werden müssen. Der Zugang der Kündigung am 29. Februar 2016 war jedenfalls eindeutig zu spät.
2.
Auch die Telefonate des Klägers mit Mitarbeiterinnen der D. F. S. GmbH am 1. Februar 2016 und der D. C. S. GmbH am 9. Februar 2016 vermögen die außerordentliche Kündigung des Arbeitsverhältnisses nicht zu rechtfertigen.
2.1
Auch insoweit ist die 2-Wochen-Frist des § 626 BGB nicht eingehalten. Der Kündigungssachverhalt stand nach dem eigenen Vorbringen der Beklagten am 9. Februar 2016 fest. Somit begann die 2-Wochen-Frist am Mittwoch, dem 10. Februar 2016 und endete am Dienstag, dem 23. Februar 2016. Aufgrund der Mitteilung des Betriebsratsvorsitzenden, dass der Kläger vom 11. Februar 2016 bis 22. Februar 2016 in den Betriebsrat nachrücke, war der Beklagten bekannt, dass der besondere Kündigungsschutz des § 15 Abs. 1 KSchG ab dem 23. Februar 2016 nicht mehr bestehe. Insofern hätte die Kündigung am 23. Februar 2016 ausgesprochen werden müssen. Selbst wenn man dieses als nicht realisierbar ansehen würde, hätte die Kündigung jedenfalls unverzüglich im Laufe der Woche bis zum 26. Februar 2016 ausgesprochen werden müssen. Denn „unverzüglich“ bedeutet, dass der Ausspruch der Kündigung zwar nicht sofort, wohl aber ohne schuldhaftes Zögern, das heißt innerhalb einer den Umständen des Einzelfalls angepassten Prüfungs- und Überlegungsfrist ausgesprochen werden muss (vgl. BAG, Beschluss vom 19. Oktober 2016 – 8 AZR 23/16; BGH, Urteil vom 28. Juni 2012 – VII ZR 130/11). Da die Beklagte aber abgesehen davon, dass sie vielleicht prüfen musste, ob der Kläger wider Erwarten auch über den 22. Februar 2016 hinaus noch in den Betriebsrat nachgerückt war, keine weiteren Überlegungen anstellen musste, wäre das mit einer kurzen Rückfrage beim Betriebsratsvorsitzenden zu klären gewesen.
2.2
Selbst wenn man auch den Zugang der Kündigung am 29. Februar 2016 als rechtzeitig ansehen würde, liegt kein wichtiger Grund für eine außerordentliche Kündigung des Arbeitsverhältnisses der Parteien vor. Denn ein wichtiger Grund setzt jedenfalls voraus, dass der Kläger gegen Haupt- oder Nebenpflichten aus dem Arbeitsverhältnis verstoßen hat. Jedenfalls für Betriebsratsmitglieder ist allgemein anerkannt, dass aus Verstößen gegen betriebsverfassungsrechtliche Pflichten grundsätzlich nicht das Recht zur außerordentlichen Kündigung des Arbeitsverhältnisses abgeleitet werden kann, da das Betriebsverfassungsgesetz in § 23 BetrVG eigene Sanktionen für Verstöße gegen betriebsverfassungsrechtliche Pflichten vorsieht (BAG, Urteil vom 12. Mai 2010 – 2 AZR 587/08). Auch wenn es eine dem § 23 Abs. 1 BetrVG entsprechende Regelung für Mitglieder des Wirtschaftsausschusses nicht gibt, ist ein Arbeitgeber entgegen der Rechtsansicht der Beklagten aber dennoch nicht rechtlos. Aus dem Grundsatz der vertrauensvollen Zusammenarbeit zwischen Arbeitgeber und Betriebsrat (§ 2 Abs. 1 BetrVG) sowie aus § 107 Abs. 1 Satz 3 BetrVG folgt, dass der Betriebsrat bzw. Gesamtbetriebsrat keine fachlich oder persönlich ungeeigneten Personen zu Mitgliedern des Wirtschaftsausschusses bestellen darf. (vgl. für offensichtlich ungeeignete Beisitzer einer Einigungsstelle BAG, Beschluss vom 28. Mai 2014 – 7 ABR 36/12). Insofern hat ein Arbeitgeber gegebenenfalls einen Anspruch gegen den Betriebsrat bzw. Gesamtbetriebsrat auf Abberufung eines ungeeigneten Mitgliedes des Wirtschaftsausschusses nach § 107 Abs. 2 Satz 3 BetrVG.
Der Kläger hat sich zu Beginn der von der Beklagten beanstandeten Telefonate eindeutig als Mitglied des Wirtschaftsschusses der Beklagten zu erkennen gegeben. Damit hat er gegebenenfalls zwar Amtspflichten, nicht aber Arbeitspflichten verletzt.
2.3
Eine außerordentliche Kündigung kommt auch bei Amtspflichtverletzungen in Betracht, wenn in dem fraglichen Verhalten zugleich eine Vertragspflichtverletzung zu sehen ist. In solchen Fällen ist an die Berechtigung der fristlosen Entlassung allerdings ein „strengerer“ Maßstab anzulegen als bei einem Arbeitnehmer, der dem Betriebsrat nicht angehört (BAG, Urteil vom 5. November 2009 – 2 AZR 487/08).
Dabei kann hier aber dahinstehen, ob das Nichtbefolgen von Weisungen der Geschäftsführung an den Wirtschaftsausschuss zugleich eine Arbeitspflichtverletzung darstellt, denn es handelt sich jedenfalls nicht um eine so schwerwiegende Pflichtverletzung, dass diese ohne eine vorherige Abmahnung eine Kündigung rechtfertigen würde. Gerade weil es sich um den Grenzbereich der Amts- und Arbeitspflichtverletzungen handelte, hätte die Beklagte dem Kläger mindestens durch eine Abmahnung vor Augen führen müssen, dass sie die Telefonate mit Drittfirmen auch innerhalb des Firmenverbundes als arbeitsvertragliche Pflichtverletzung ansehe und der Kläger damit sein Arbeitsverhältnis aufs Spiel setze. Ob es dann ausreichend gewesen wäre, allein aus zwei Telefonaten einen wichtigen Grund für eine außerordentliche Kündigung anzunehmen, muss nicht entschieden werden, da es schon an der jedenfalls vorher erforderlichen Abmahnung fehlt.
3.
Da die Kündigungsgründe somit entweder verfristet waren oder aber keinen wichtigen Grund für eine außerordentliche Kündigung darstellen, hatte die Berufung der Beklagten keinen Erfolg.
III.
Die Kostenentscheidung folgt § 64 Abs.6 ArbGG in Verbindung mit § 97 ZPO. Die Beklagte hat als unterlegene Partei die Kosten des Berufungsverfahrens zu tragen.
Die Zulassung der Revision gemäß § 72 Abs. 2 ArbGG kam nicht in Betracht, da die gesetzlichen Voraussetzungen nicht vorgelegen haben.
vorgehend Arbeitsgericht Berlin, Urteil vom 08.08.2016 – 19 Ca 3022/16 –
nachgehend Bundesarbeitsgericht, Verwerfungsbschluss vom 12.07.2017 – 2 AZN 386/17 –
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