LAG Berlin-Brandenburg, Urteil vom 01.02.2017 – 2 Sa 964/17 –

Tenor

1) Die Berufung der Beklagten gegen das Urteil des Arbeitsgerichts Berlin vom 05.05.2017 – 31 Ca 16006/16 – wird auf ihre Kosten bei einem Streitwert von 8.375,10 EUR zurückgewiesen.

2) Die Revision wird nicht zugelassen.

Tatbestand

Die Parteien streiten um die Wirksamkeit zweier Kündigungen in einem Kleinbetrieb.

Die Beklagte war zum Zeitpunkt der Unterzeichnung des Arbeitsvertrages zwischen den Parteien eine Überörtliche Berufsausübungsgemeinschaft (ÜBAG) von Zahnärzten, bestehend aus den Zahnärzten Dr. B. und U., zum Zeitpunkt der Kündigungen aus den Zahnärzten und Zahnärztinnen Dr. B., U., H. und Dr. A.. Zum Zeitpunkt der letzten mündlichen Verhandlung vor dem Landesarbeitsgericht Berlin-Brandenburg bestand eine Partnergesellschaft in Form der ÜBAG aus den Zahnärzten Dr. B. und U. sowie der Zahnärztin H. (vgl. dazu den Registerauszug vom 18.09.2017 in Kopie Bl. 136 d.A.).

Die beklagte ÜBAG kündigte der Klägerin mit Schreiben vom 11.11.2016 (vgl. das Schreiben in Kopie Bl. 9 d.A.) und 15.11.2016 (Bl. 10 d.A. in Kopie) unter dem Briefkopf der ÜBAG, welcher alle vier Zahnärzte bzw. Zahnärztinnen aufführt. Die Kündigungen wurden jeweils nur von Dr. B. unterzeichnet. Die Beklagte hat behauptet, der Klägerin wäre auch eine weitere Kündigung vom 15.11.2016 (vgl. dazu diese Kündigung in Kopie Bl. 59 d.A.) überreicht worden, die Klägerin hat dies bestritten.

Das Arbeitsgericht Berlin hat festgestellt, dass das Arbeitsverhältnis weder durch die ordentliche Kündigung vom 11.11.2016 noch durch die ordentliche Kündigung vom 15.11.2016 aufgelöst worden ist. Dabei hat es inzident festgestellt, dass die behauptete weitere Kündigung der Beklagten vom 15.11.2016 der Klägerin nicht zugegangen sei.

Das Arbeitsgericht hat die Unwirksamkeit der Kündigungen unter Hinweis auf die Rechtsprechung des Bundesarbeitsgerichts (BAG 21.04.2005 – 2 AZR 162/04 -) begründet, wonach die Kündigung durch eine Gesellschaft bürgerlichen Rechts (GbR), die hier vorliege, entweder durch alle Gesellschafter gemeinschaftlich zu erklären und zu unterschreiben ist oder die Erklärung der Kündigung durch einen Gesellschafter im Namen der weiteren Gesellschafter im Text der Willenserklärung erkennbar sein müsse.

Daran mangele es bei beiden Kündigungen. Die erste Kündigung vom 11.11.2016 trage im Kopf die vier genannten Zahnärzte bzw. Zahnärztinnen, sei jedoch nur durch Dr. B. ohne einen Zusatz unterzeichnet worden. Gleiches gelte für die zweite Kündigung vom 15.11.2016.

Wegen der weiteren konkreten Begründung des Arbeitsgerichts und des erstinstanzlichen Vortrags der Parteien wird auf das Urteil vom 05.05.2017 Bl. 60 – 73 d.A. verwiesen.

Gegen dieses ihr am 19.06.2017 zugestellte Urteil richtet sich die am 17.07.2017 im Original beim Landesarbeitsgericht Berlin-Brandenburg eingegangene und am 15.09.2017 nach Verlängerung der Berufungsbegründungsfrist bis zum 15.09.2017 im Original begründete Berufung der Beklagten.

Sie meint, dass die Beklagte bereits nicht passiv legitimiert sei, da das Arbeitsverhältnis mit der ÜBAG Dr. B. und U. abgeschlossen worden sei. Das Arbeitsverhältnis habe danach mit der Dr. B., U. und H. PartG bestanden, die bereits vor dem streitbefangenen Kündigungen gegründet worden sei und den Lohn der Klägerin im Oktober 2016 auch abgerechnet habe (vgl. die Abrechnung in Kopie Bl. 105 d.A. und den dortigen Briefkopf). Dr. B. sei gemäß § 8 Abs. 2 des Gesellschaftsvertrages alleinvertretungsberechtigt für die Gesellschaft.

Höchstvorsorglich und auf Hinweis eines Dritten habe die Beklagte die Kündigungserklärung nochmals gezeichnet von sämtlichen Gesellschaftern am 15.11.2016 übergeben und sich dies von der Klägerin mit schriftlicher Erklärung vom 15.11.2016 bestätigen lassen. Hierzu habe die Beklage hinreichend vorgetragen.

Die Beklagte beantragt,

unter Abänderung des Urteils des Arbeitsgerichts Berlin vom 05.05.2017 – 31 Ca 16006/16 – die Klage abzuweisen.

Die Klägerin beantragt,

die Berufung zurückzuweisen.

Die Klägerin verteidigt das erstinstanzliche Urteil. Sie bestreitet, dass ein Gesellschaftsvertrag über die Errichtung einer Partnergesellschaft bereits im Februar oder April 2016 bestand. Lohnabrechnungen seien als Beweis für ein Bestehen oder Nichtbestehen eines Arbeitsverhältnisses untauglich, insbesondere wenn es um die Frage gehe, wer der Arbeitgeber sei. Die Lohnabrechnungsstelle führe lediglich die Anweisungen ihres Auftraggebers gegen Zahlung aus. Daher sei die Annahme falsch, dass der Klägerin aufgrund ihrer verschiedentlichen Lohnabrechnungen bekannt gewesen sei, dass ihr Arbeitgeber die Dr. B., U. und H. Partnergesellschaft gewesen sei.

Es werde bestritten, dass Herr Dr. B. zur Vertretung der Gesellschaft zum Zeitpunkt der Kündigung hinsichtlich der streitgegenständlichen Kündigung allein gemäß § 8 Ziff. 2 des Gesellschaftsvertrages vertretungsbefugt gewesen sei. Es werde insbesondere bestritten, dass die Gesellschafter durch einen einstimmigen Beschluss die Alleinvertretungsbefugnis zur Kündigung des streitgegenständlichen Arbeitsverhältnisses eingeräumt hätten.

Wegen des weiteren Parteivortrags in der zweiten Instanz wird auf die Schriftsätze der Beklagten vom 14.09.2017 (Bl. 98 ff. d.A.) und 24.11.2017 (Bl. 131 ff. d.A.) sowie der Klägerin vom 14.11.2017 (Bl. 126 ff. d.A.) verwiesen.

Entscheidungsgründe

I.
Die gemäß §§ 8 Abs. 2; 64 Abs. 1, Abs. 2c, Abs. 6; 66 Abs. 1 S. 1 und S. 5 ArbGG; §§ 519; 520 Abs. 1 und Abs. 3 ZPO zulässige Berufung ist insbesondere formgerecht und fristgemäß eingelegt und begründet worden.

II.
In der Sache hat die Berufung der Beklagten jedoch keinen Erfolg. Zu Recht sowohl im Ergebnis als auch in der Begründung hat das Arbeitsgericht Berlin festgestellt, dass das Arbeitsverhältnis der Parteien durch die Kündigungen vom 11.11.2016 und 15.11.2016 nicht aufgelöst worden ist. Das Landesarbeitsgericht Berlin-Brandenburg folgt dem Arbeitsgericht Berlin, sieht von einer nur wiederholenden Begründung gemäß § 69 Abs. 2 ArbGG ab und weist im Hinblick auf den Vortrag der Parteien in der zweiten Instanz und die Erörterung in der mündlichen Verhandlung nur auf Folgendes hin:

1. Die Klägerin hat mit ihrer beim Arbeitsgericht Berlin am 05.12.2016 erhobenen Kündigungsschutzklage fristgemäß innerhalb der Frist des § 4 KSchG Klage gegen den richtigen Arbeitgeber erhoben.

a. Der Klägerin sind die beiden Kündigungen vom 11.11.2016 und vom 15.11.2016 nach ihrer Bestätigung vom 15.11.2016 (vgl. die Bestätigung in Kopie Bl. 58 d.A.) am selben Tag zugegangen. Sie konnte daher fristgemäß am 05.12.2016 noch Klage erheben.

b. Die Bestätigung vom 15.11.2016 erfasst nicht die behauptete weitere Kündigung vom 15.11.2016, unterzeichnet durch drei von vier Gesellschaftern der Beklagten. Die Kammer des Landesarbeitsgerichts Berlin-Brandenburg teilt die im Urteil erster Instanz geäußerten Bedenken, dass diese Bestätigung den Zugang der dritten Kündigung bestätigen soll. Denn zum einen befindet sich auf dem Schreiben das handschriftliche Datum „9.1.17“, zum anderen hat die Beklagte weder in erster noch in zweiter Instanz dargelegt, wie der zeitliche Ablauf nach Übergabe der ersten beiden Kündigungen erfolgt seien soll und wie die weiteren Gesellschafter der Beklagten nach der Übergabe der ersten beiden Kündigungen dann am selben Tag wieder eine Kündigung unterschrieben haben sollen.

c. Die Beklagte ist auch die richtige Arbeitgeberin in Form einer GbR, die eine Überörtliche Berufungsausübungsgemeinschaft (ÜBAG) im Sinne des Kassenzahnarztrechts betreibt. Die ÜBAG ist durch die gemeinsame Ausübung der vertragszahnärztlichen Tätigkeit an unterschiedlichen Vertragszahnarztsitzen gekennzeichnet. Das bedeutet, dass zwei oder mehrere Zahnärzte eine gemeinsame Organisation, eine gemeinsame Abrechnung (sowohl gegenüber der Kassenzahnärztlichen Vereinigung, KZV, als auch den Patienten), eine gemeinsame Abrechnungsnummer, einen gemeinsamen Patientenstamm und ein gemeinsames Budget haben. Aber eben mindestens zwei verschiedene Standorte.

Die ÜBAG darf der vorherigen Genehmigung des Zulassungsausschusses der KZV. Bei Beantragung einer ÜBAG ist der Gesellschaftsvertrag mit einzureichen. Der Zulassungsausschuss prüft anhand des Vertrages, ob eine gemeinsame Berufsausübung vorliegt oder lediglich ein Anstellungsverhältnis bzw. eine gemeinsame Nutzung von Personal und Sachmitteln vorliegt. Eine ÜBAG ist eine auf Dauer angelegte berufliche Kooperation selbständiger, freiberuflich tätiger Zahnärzte. Erforderlich dafür ist die vertraglich festgelegte Teilnahme aller Mitglieder der ÜBAG am unternehmerischen Risiko, an den unternehmerischen Entscheidungen und eine gemeinsame Gewinnerzielungsabsicht.

Zum Führen einer Überörtlichen Berufsausübungsgemeinschaft ist die Genehmigung des Zulassungsausschusses der zuständigen KZV notwendig. Für die Beantragung sind folgende Unterlagen einzureichen:

– Antrag auf Führen einer Überörtlichen Berufsausübungsgemeinschaft

– Vertrag über die Gründung einer Überörtlichen Berufsausübungsgemeinschaft

Berufsausübungsgemeinschaften können nur zum Quartalsanfang gegründet werden. Dies gilt auch für die Aufnahme neuer Partner (vgl. zum Ganzen die Startseite der KZV Berlin, www.kzv-berlin.de, Stichwort: ÜBAG).

d. Da das Gericht von der Rechtstreue der Beklagten ausgeht, hat sie nach ihrem Vortrag mit der Klägerin zum 01.04.2014 noch mit den Partnern Dr. B. und U. einen Arbeitsvertrag abgeschlossen. Zum Zeitpunkt der Kündigung bestand die ÜBAG und dementsprechend die GbR aus den Gesellschaftern Dr. B., U., H. und Dr. A.. Entsprechend muss auch ein dementsprechender Gesellschaftsvertrag existieren, der der KZV eingereicht worden ist. Die Beklagte hat es allerdings entgegen ihrer Ankündigung versäumt, einen derartigen Gesellschaftsvertrag zu den Akten zu reichen.

e. Dagegen bestand zu diesem Zeitpunkt noch keine ÜBAG in Form der Partnergesellschaft. Zwar hat die Beklagte dies behauptet. Sie hat jedoch bis zum Zeitpunkt der letzten mündlichen Verhandlung vor dem Landesarbeitsgericht Berlin-Brandenburg keinen Gesellschaftsvertrag eingereicht. Die Eintragung der Partnergesellschaft Dr. B., H. und U. im Partnerregister erfolgte erst am 18.09.2017 (vgl. den Registerauszug in Kopie Bl. 136 d.A.).

f. Ob diese ÜBAG in Form der PartG nun die neue Arbeitgeberin der Klägerin ist, kann in Hinblick auf die Passivlegitimation dahinstehen. Beide Seiten haben dazu keinen konkreten Vortrag abgegeben. Jedenfalls im Kündigungszeitpunkt war die aus vier Gesellschaftern bestehende GbR bzw. ÜBAG der richtige Arbeitgeber der Klägerin, der auch zutreffend verklagt worden ist. Im Hinblick auf die nunmehr aus drei Gesellschaftern bestehende Partnergesellschaft kann diese ÜBAG die neue Arbeitgeberin der Klägerin sein, muss es aber nicht. Ggf. muss das Passivrubrum berichtigt werden (vgl. dazu nur BAG 01.03.2007 – 2 AZR 525/05 – EzA § 4 KSchG nF. 76).

2. Die Kündigungen vom 11.11.2016 und vom 15.11.2016 sind wegen Verstoßes gegen das Schriftformgebot gem. §§ 623; 126 Abs. 1 BGB unwirksam.

a. Wie bereits das Arbeitsgericht unter Hinweis auf die einschlägige Entscheidung des Bundesarbeitsgerichts vom 21.04.2005 – 2 AZR 162/04 – EzA § 623 BGB 2002 Nr. 4 [die Entscheidung betraf eine Beklagte, die in Form der GbR eine zahnärztliche Gemeinschaftspraxis betrieb und die Kündigung nicht durch alle drei Gesellschafter, sondern nur die zwei Gesellschafter unterzeichnete] zutreffend ausführte, ist es für die Einhaltung der Schriftform erforderlich, dass alle Erklärenden die schriftliche Willenserklärung unterzeichnen. Unterzeichnet für eine Vertragspartei ein Vertreter die Erklärung, muss dies in der Urkunde durch einen das Vertretungsverhältnis anzeigenden Zusatz hinreichend deutlich zum Ausdruck kommen. Unterschreibt für eine GbR nur ein Mitglied ohne einen Vertreterzusatz, so ist regelmäßig nicht auszuschließen, dass vorgesehen war, auch das andere Mitglied oder die anderen Mitglieder sollten die Urkunde unterschreiben und dass deren Unterschrift noch fehlt (BAG, aaO., zu II. 2. der Gründe mit Hinweis auf BGH 05.11.2003 – XII ZR 134/02 – NJW 2004, 1103).

Die Wahrung der gesetzlichen Schriftform setzt bei einer GbR danach voraus, dass die Urkunde erkennen lässt, dass die Unterschrift der handelnden Gesellschafter auch die Erklärung des nicht unterzeichnenden Gesellschafters decken soll, sie also auch in dessen Namen erfolgt ist. Für die Frage, ob jemand eine Erklärung auch im fremden Namen abgibt, kommt es auf deren objektiven Erklärungswert an, also darauf, wie sich die Erklärung nach Treu und Glauben unter Berücksichtigung der Verkehrssitte für den Empfänger darstellt. Hierbei sind außer dem Wortlaut der Erklärung alle Umstände zu berücksichtigen, die unter Beachtung der Verkehrssitte Schlüsse auf den Sinn der Erklärung zulassen, insbesondere die dem Rechtsverhältnis zugrunde liegenden Lebensverhältnisse, die Interessenlage, der Geschäftsbereich, dem der Erklärungsgegenstand angehört, und typische Verhaltensweisen. Die gesetzliche Schriftform ist nur gewahrt, wenn der so ermittelte rechtsgeschäftliche Vertretungswille in der Urkunde, wenn auch nur unvollkommen, Ausdruck gefunden hat (vgl. nur BAG 21.04.2005 – aaO. mwN.). Sind in dem Kündigungsschreiben einer GbR alle Gesellschafter sowohl im Briefkopf als auch maschinenschriftlich in der Unterschriftszeile aufgeführt, so reicht es zur Wahrung der Schriftform nicht aus, wenn lediglich ein Teil der GbR Gesellschafter ohne weiteren Vertretungszusatz das Kündigungsschreiben handschriftlich unterzeichnet. Eine solche Kündigungserklärung enthält keinen hinreichend deutlichen Hinweis darauf, dass es sich nicht lediglich um den Entwurf eines Kündigungsschreibens handelt, der versehentlich von den übrigen Gesellschaftern noch nicht unterzeichnet ist.

b. Nach diesen Grundsätzen hat der von der Beklagten behauptete Vertretungswille von Herrn Dr. B. in der Kündigungserklärung keinen Ausdruck gefunden. Zwar sind vorliegend anders als im angezogenen Fall des Bundesarbeitsgerichts die Gesellschafter im Briefkopf, aber nicht in der Unterschriftszeile aufgeführt. Auch ist anders als im angezogenen Urteil des Bundesarbeitsgerichts der Arbeitsvertrag der Parteien nicht durch alle Gesellschafter, sondern nur durch Dr. B. unterzeichnet worden. Andererseits hat die Beklagte bis zum Abschluss des Verfahrens vor dem Landesarbeitsgericht Berlin-Brandenburg keinen Gesellschaftsvertrag eingereicht, in dem eine Alleinvertretungsbefugnis für Herrn Dr. B. geregelt ist. Die Beklagte muss im Besitz derartiger Gesellschaftsverträge sein, weil jede Änderung bei der ÜBAG der KZV unter Einreichung der Gesellschaftsverträge anzuzeigen ist. Ansonsten könnte die ÜBAG nicht überörtlich abrechnen.

Selbst der zuletzt eingereichte Registerauszug für die Partnergesellschaft regelt nicht etwa eine Alleinvertretungsbefugnis nur für Herrn Dr. B., sondern für jeden Partner der dreiköpfigen Partnergesellschaft. Ferner sprechen die drei Unterschriften unter der behaupteten erneuten Kündigung vom 15.11.2016 dagegen, dass stets Herr Dr. B. die GbR in derartigen Dingen vertritt. Und schließlich ergibt sich gerade aus dieser Kündigung, dass selbst nach behaupteter Beratung der Beklagten durch einen Dritten die ÜBAG, die aus vier Personen bestand, sich von drei Personen vertreten lassen wollte (vgl. erneut die letzte Kündigung vom 15.11.2016, Bl. 59 d.A. in Kopie).

3. Es kommt daher auf den weiteren Vortrag der Parteien zu den früheren Betriebsübergängen der seit dem 1. Juli 1978 als Zahnarzthelferin in den selben Praxisräumlichkeiten am E. .. in 13403 Berlin tätigen Klägerin und die daraus resultierenden längeren Kündigungsfristen nicht an.

III.
Die Beklagte trägt die Kosten ihrer erfolglosen Berufung gemäß § 97 Abs. 1 ZPO.

IV.
Für eine Zulassung der Revision bestand kein Anlass.

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