La contratación del personal al servicio de las Iglesias y el sistema de tribunales para la resolución de conflictos laborales en Alemania = Recruitment of church service personnel and the judicial system for resolving labour law conflicts in Germany
El derecho laboral eclesiástico tiene una importancia práctica eminente en Alemania. Alrededor de 1,5 millones de empleados están trabajando en el servicio de las Iglesias. La Constitución garantiza expresamente el derecho de las «comunidades religiosas » a regular y administrar «sus propios asuntos...
| Subtitles: | Recruitment of church service personnel and the judicial system for resolving labour law conflicts in Germany |
|---|---|
| Main Author: | |
| Format: | Electronic Article |
| Language: | Spanish |
| Check availability: | HBZ Gateway |
| Journals Online & Print: | Drawer...
|
| Fernleihe: | Fernleihe für die Fachinformationsdienste |
| Published: |
[publisher not identified]
2019
|
| In: |
Ius canonicum
Year: 2019, Volume: 59, Issue: 117, Pages: 159-182 |
| Standardized Subjects / Keyword chains: | B
Church labor law
/ State law of churches
/ Germany
/ Europäischer Gerichtshof
|
| IxTheo Classification: | KBB German language area SA Church law; state-church law |
| Further subjects: | B
Church Labour Law
B Derecho de autonomía B Legislación europea de antidiscriminación B Church Self-Definition B Derecho laboral eclesiástico B European Anti-Discrimination Legislation |
| Online Access: |
Volltext (lizenzpflichtig) |
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| 520 | |a El derecho laboral eclesiástico tiene una importancia práctica eminente en Alemania. Alrededor de 1,5 millones de empleados están trabajando en el servicio de las Iglesias. La Constitución garantiza expresamente el derecho de las «comunidades religiosas » a regular y administrar «sus propios asuntos» de manera independiente. Al recurrir a este derecho, las Iglesias han creado sus propias normas, que modifican el derecho laboral general en función de las particularidades del servicio eclesiástico, como la caracterización de tendencias del derecho laboral eclesiástico, los mecanismos de contratación de personal y, en particular, de las precauciones para sancionar una violación de los principios de la Iglesia. Hasta la fecha, la jurisprudencia del Tribunal Constitucional Federal ha respetado y defendido las particularidades del derecho laboral eclesiástico y ha dado gran prioridad, sobre todo, a la autocomprensión eclesiástica. En cambio, el Tribunal de Justicia de la Unión Europea cuestionó en modo fundamental el sistema alemán en dos sentencias del 2018: Se exige, por un lado, que se aplique con mayor rigor la legislación europea de antidiscriminación al servicio eclesiástico y, por otro, un mayor control de las decisiones eclesiásticas por parte de los tribunales. | ||
| 520 | |a Church labour law is of eminent practical importance in Germany. Approximately 1.5 million employees work in church service. The Constitution expressly protects the right of “religious societies” to regulate and administer “their affairs” independently. On the basis of this right, churches have created their own rules, which modify the general labour law to suit the particular characteristics of church service. This includes the special “religious belief protection” of church labour law, mechanisms for personnel recruitment, and, in particular, sanctions for violations of church principles. Up to now the case law of the Federal Constitutional Court has respected and defended the special features of church labour law and has given high priority to the churches’ own self-understanding. By contrast, the European Court of Justice, in two decisions given in 2018, has questioned the principles of the German system, ruling that, on the one hand, European anti-discrimination legislation should apply more strictly to church service, and on the other, that the courts should exercise more rigorous control over actions taken by churches. | ||
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