Betriebsratswahlen 2014 – Zentrale Entscheidungen des BAG

by McDermott Will & Emery

Ab März 2014 finden in Deutschland wieder regelmäßige Betriebsratswahlen statt; die Vorbereitungen hierzu laufen vielerorts bereits. Dabei gilt es, die aktuelle Rechtsprechung des Bundesarbeitsgerichts zu den Wahlen zu beachten, um Verstöße gegen das Betriebsverfassungsgesetz zu vermeiden. Im Folgenden werden einige ausgewählte Entscheidungen in diesem Zusammenhang kurz dargestellt.

Am 13. März 2013 (Az.: 7 ABR 69/11) hat das BAG entschieden, dass in einem Entleiherbetrieb regelmäßig beschäftigte Leiharbeitnehmer bei der Berechnung der Größe des Betriebsrats grundsätzlich zu berücksichtigen sind. Dagegen sind zur Arbeitsleistung überlassene Arbeitnehmer im Entleiherbetrieb nicht wählbar (Beschluss des BAG vom 17. Februar 2010, Az.: 7 ABR 51/08). Dies gilt auch in Fällen nicht gewerbsmäßiger Arbeitnehmerüberlassung.

Betriebsratswahl in Betriebsteilen
Nach einer aktuellen Entscheidung des BAG vom 17. September 2013 (Az.: 1 ABR 21/12) ist ein Betriebsteil in mitbestimmungsrechtlicher Hinsicht dem Hauptbetrieb zuzuordnen, wenn seine Belegschaft die Teilnahme an der dort stattfindenden Betriebsratswahl beschließt. Die Fiktionswirkung des § 4 Abs. 1 Satz 1 Betriebsverfassungsgesetz, nach der Betriebsteile als selbstständige Betriebe gelten, findet dann keine Anwendung mehr.

Gewerkschaftlicher Wahlvorschlag
Mit Beschluss vom 15. Mai 2013 (Az.: 7 ABR 40/11) hat das BAG entschieden, dass es ein gewerkschaftlicher Wahlvorschlag zur Betriebsratswahl erfordert, dass er nach § 14 Abs. 5 Betriebsverfassungsgesetz von zwei Gewerkschaftsbeauftragten unterzeichnet ist. Nur dann darf die Bezeichnung der Gewerkschaft auch als Titel des Wahlvorschlags verwendet werden. Der Wahlvorstand hat bei einem Wahlvorschlag, der zu Unrecht eine Gewerkschaftsbezeichnung trägt, die beiden Erstbenannten lediglich mit Namen und Vornamen auf der Liste zu bezeichnen.

Am 27. Juli 2011 (Az.: 7 ABR 61/10) hat das BAG entschieden, dass eine Betriebsratswahl auf Antrag des Arbeitgebers nur dann abzubrechen ist, wenn sie voraussichtlich nichtig ist. Die bloße Anfechtbarkeit genügt nicht. Voraussetzung ist, dass nicht einmal mehr der Anschein einer dem Gesetz entsprechenden Wahl besteht. Es muss sich um einen offensichtlichen und besonders groben Verstoß gegen Wahlvorschriften handeln.


DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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