It sometimes happens that a director of a company gets fired. The way the director’s dismissal can take place depends on his legal position. Two types of directors can be distinguished within a company: statutory and titular directors.
A 法定董事 has a special legal position within a company. On one hand, he is an official director of the company, appointed by the General Meeting of Shareholders or by the Supervisory Board based on the law or articles of association and is authorized as such to represent the company. On the other hand, he is appointed as an employee of the company based on an employment contract. A statutory director is employed by the company, but he is not a “normal” employee.
与法定董事不同， 名义导演 is not an official director of the company and he is only a director because that is the name of his position. Often a titular director is also called “manager” or “vice-president.” A titular director is not appointed by the General Meeting of Shareholders or by the Supervisory Board and he is not automatically authorized to represent the company. He can be authorized for this. A titular director is appointed by the employer and is therefore, an “ordinary” employee of the company.
对于 法定董事 要合法解雇，必须终止其公司关系和雇佣关系。
For termination of the corporate relationship, a legally valid decision by the General Meeting of Shareholders or the Supervisory Board is sufficient. After all, by virtue of the law, every statutory director can always be suspended and dismissed by an entity authorized to appoint. Before the dismissal of the director, an advice must be requested from the Works Council. In addition, the company must have a reasonable ground for dismissal, such as a business-economic reason that makes the position redundant, a disrupted employment relationship with the shareholders or the director’s incapacity for work. Finally, the following formal requirements must be followed in the case of dismissal under corporate law: the valid convocation of the General Meeting of Shareholders, the possibility of a director being heard by the General Meeting of Shareholders and advising the General Meeting of Shareholders about the dismissal decision.
为了终止雇佣关系，公司通常应有合理的解雇理由，UWV或法院将确定是否存在这种合理的理由。 只有这样雇主才能合法地终止与雇员的劳动合同。 但是，此程序的例外情况适用于法定董事。 尽管解雇法定董事需要有合理的理由，但预防性解雇测试不适用。 因此，关于法定董事的出发点是，原则上，终止公司关系也将导致其雇佣关系终止，除非适用取消禁止或其他协议。
与法定董事不同， 名义导演 is only an employee. This means that the ‘normal’ dismissal rules apply to him and he therefore enjoys better protection against a dismissal than a statutory director. The reasons that the employer must proceed with the dismissal are, in the case of the titular director, tested in advance. When a company wants to dismiss a titular director, the following situations are possible:
如果公司没有合理的解雇理由，则法定董事可以要求高额的公平报酬，但与名义上的董事不同，它不能要求恢复雇佣合同。 此外，与普通雇员一样，法定董事有权获得过渡付款。 鉴于其特殊职务，与名义董事的职务相反，法定董事可以基于正式和实质性理由反对罢免决定。
实质性理由涉及解雇的合理性。 董事可以辩称，鉴于法律上关于终止劳动合同的规定以及当事方已达成的协议，因违反合理性和公平性而必须撤销解雇决定。 但是，法定董事的这种论点很少能取得成功。 对解雇决定可能存在的正式缺陷提出上诉，通常对他而言有更大的成功机会。
正式理由涉及股东大会上的决策过程。 如果发现未遵守正式规则，则可能由于形式错误而导致股东大会决定的取消或废止。 结果，可能认为法定董事从未被解雇，并且公司可能面临巨额的工资要求。 为防止这种情况，因此必须遵守解雇决定的正式要求。
At Law & More，我们了解到解雇董事可能会对公司和董事本人产生重大影响。 这就是为什么我们保持个人有效的方法。 我们的律师是劳动法和公司法领域的专家，因此可以在此过程中为您提供法律支持。 你想要这个吗？ 还是您还有其他问题？ 然后联系 Law & More.