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Portrait of Daniela Krömer

Daniela Krömer


CMS Reich-Rohrwig Hainz
Rechtsanwälte GmbH
Gauermanngasse 2
1010 Vienna
Languages English, French, German, Spanish

Daniela Krömer is a lawyer specialising in employment law and European law. She has been a member of the employment law team at CMS since 2013. In addition to providing standard employment law advice, she also focuses on assisting clients with European employment law issues, such as the cross-border use of labour, especially in the area of wage and social dumping, as well as equal treatment issues. 
Before joining CMS, she was a university assistant at the Institute for Labour and Social Law at the University of Vienna. Her focus was on European labour law. 
Daniela Krömer has authored several labour law publications in both German and English and also lectures in her field of expertise as part of the LL.M. programme in European and International Business Law at the University of Vienna.

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Awards & Rankings

  • Rising Stars, Legal 500, 2020.
  • Award for best Advocate General at the European Law Moot Court, 2008.
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  • University of Vienna
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CMS Em­ploy­ment Snack | Alles für den Herbst
CMS Em­ploy­ment Snack 
CMS Em­ploy­ment Snack | Alles für den Herbst
Steigende En­er­giekos­ten, eine un­berechen­bare Pandemieentwicklung, Arbeit­skräfte­m­an­gel und eine hohe In­fla­tion lassen Un­terneh­men arbeit­s­recht­lich ein­en stürmis­chen Herbst er­warten.   Welche Schutzkonzepte es für Cov­id-19 braucht, wofür Arbeit­ge­ber:innen haften, wie Arbeit­ge­ber:innen ein­er ho­hen Per­son­al­fluk­tu­ation en­t­ge­gen­wirken können und wie mit En­er­gieknap­pheit auch arbeit­szeitrecht­lich umgegan­gen wer­den kann, sind nur ein­ige der drän­genden Fra­gen, über die un­sere Arbeit­s­recht­s­ex­pert:innen An­drea Potz und Chris­toph Wolf bei un­ser­em näch­sten CMS Em­ploy­ment Snack sprechen.   Das We­bin­ar dauert inklus­ive ein­er Q&A-Ses­sion 45 Minuten und ist kos­ten­los. Gerne können Sie diese Ein­ladung an In­teressierte weit­er­leiten.Un­ser Snack-MenüAlles rund um die Cov­id-19 Verkehrs­bes­chränkungs­VO - Schutzkonzepte, Haf­tun­gen und Entschädi­gun­genEn­er­gieknap­pheit, Re­or­gan­isa­tion und Arbeit­szeit­mod­elleEn­er­giekos­ten und Aufwand­sentschädi­gun­gen­Mit­arbeit­er:innen­bindung durch In­cent­ive­mod­elle und at­trakt­ive Arbeit­szeiten­Arbeit­skampf im Be­trieb?          Q&A Soll­ten Sie Fra­gen bezüg­lich un­seres Events haben, kon­tak­tier­en Sie uns bitte unter events@cms-rrh.com.
Whis­tleblower pro­tec­tion and re­port­ing chan­nels in Aus­tria
1. Is there a law on whis­tleblow­ing in your coun­try? There is no law on whis­tleblow­ing. 2. Does loc­al law re­quire private en­tit­ies to es­tab­lish a whis­tleblow­ing sys­tem? (If so, which private en­tit­ies?)...
What hap­pens now? Nav­ig­at­ing the new COV­ID em­ploy­ment land­scape
Des­pite a suc­cess­ful vac­cine roll-out, the world con­tin­ues to con­tend with new vari­ants of COV­ID-19. As coun­tries scramble to ad­apt to on­go­ing in­fec­tion risks, it is clear that work­ing life isn’t go­ing...
Cov­id-19 - Safety at the Work­place
CMS Em­ploy­ment Snack
CMS Em­ploy­ment Snack: Cov­id-19 - Safety at the Work­place
Rising in­fec­tion fig­ures and flat­lining vac­cin­a­tion rates are once again present­ing com­pan­ies with the chal­lenge of mak­ing work­places safe. But what meas­ures can and must be taken now?Our CMS Em­ploy­ment...
Mind the gap - Mak­ing equal pay a real­ity
In this video we dis­cuss:Why the gender pay gap still ex­ists and is so hard to tackle­What em­ploy­ers need to do (and are do­ing) to cre­ate trans­par­ency on pay­Is more flex­ib­il­ity al­ways good for re­du­cing the gender pay gap?How will great­er re­mote work­ing change gender in­equal­ity in the la­bour mar­ket?Our guest speak­ers are:Ner­is M. Báez Gar­cía de Mazzora, Dir­ect­or, Pro­cure­ment Di­vi­sion at the United Na­tions.Abi Adams-Prassl, As­so­ci­ate Pro­fess­or and Seni­or Re­search Fel­low, Uni­versity of Ox­ford, who has con­duc­ted ex­tens­ive work ex­plor­ing why gender in­equal­it­ies ex­ist.
CMS Ex­pert Guide to em­ploy­ment ter­min­a­tion law and le­gis­la­tion
The CMS Ex­pert Guide to Dis­missals has been cre­ated to as­sist an em­ploy­er in an­ti­cip­at­ing all the pos­sible courses of events when the de­cision has been made to ter­min­ate an em­ploy­ee (i.e. end an em­ploy­ment...
Gender pay: What’s needed to make equal­ity a real­ity?
A CMS We­bin­ar on Tues­day 21 Septem­ber will ex­plore what so­ci­ety and busi­nesses need to do to close the on­go­ing dis­par­ity in men and wo­men’s pay. Did you know that 18 Septem­ber 2021 is UN Equal Pay Day...
Mind the gap - Mak­ing equal pay a real­ity
This year, 18 Septem­ber is UN Equal Pay Day. This is the day on which wo­men ef­fect­ively stop earn­ing be­cause of the 23% glob­al dis­par­ity in pay between men and wo­men.To mark this event, we warmly in­vite...
Short-time work phase 5: What rules ap­ply to the newly ex­ten­ded Corona...
Corona short-time work is again be­ing ex­ten­ded from 01.07.2021 to 30.06.2022 ("short-time work phase 5"). The new so­cial part­ner agree­ment (here­after "SPA") is now also avail­able. What is new is that – de­pend­ing on how com­pan­ies are af­fected by the Corona pan­dem­ic – a dis­tinc­tion is made between two short-time work mod­els. The most im­port­ant in­form­a­tion can be found here: Mod­el 1: For com­pan­ies that have been es­pe­cially af­fected For com­pan­ies that ex­per­i­ence a de­cline in rev­en­ue of more than 50% com­pared to Q3 2019 or are af­fected by a gov­ern­ment-man­dated ban on cus­tom­er-entry, short-time work phase 5 will con­tin­ue on es­sen­tially the same terms as phase 4: Em­ploy­ers will con­tin­ue to re­ceive the full short-time work al­low­ance. For the time be­ing, how­ever, un­til the ap­plic­a­tion tool in the elec­tron­ic ac­count with the La­bour Mar­ket Ser­vice (eAMS) is ad­ap­ted (which will then en­able cor­res­pond­ing in­form­a­tion from com­pan­ies on the de­cline in rev­en­ue in the La­bour Mar­ket Ser­vice sys­tem), the al­low­ance will be paid out at a 15% re­duc­tion per month  – as in mod­el 2. The out­stand­ing 15% of the al­low­ance must be ap­plied for sep­ar­ately as part of an amend­ment re­quest.Work­ing time can be re­duced to 30-80 % of the pre­vi­ous work­ing time on av­er­age dur­ing the peri­od of short-time work.A fur­ther re­duc­tion of work­ing time for spe­cial eco­nom­ic reas­ons is still pos­sible if ap­proved by the so­cial part­ners (An­nex 2 of the SPA). This short-time work mod­el is val­id un­til the end of Decem­ber 2021. Mod­el 2: For all oth­er com­pan­ies For all oth­er com­pan­ies, a short-time work mod­el with re­duced short-time work al­low­ance and high­er min­im­um work­ing time than be­fore ap­plies: Em­ploy­ers re­ceive a short-time work al­low­ance re­duced by 15% com­pared to short-time work phase 4.Work­ing time can be re­duced to 50%-80% of the pre­vi­ous work­ing time on av­er­age dur­ing the peri­od of short-time work.A fur­ther re­duc­tion of work­ing time for spe­cial eco­nom­ic reas­ons is still pos­sible if ap­proved by the so­cial part­ners (En­clos­ure 2 of the SPA). This short-time work mod­el is val­id un­til the end of June 2022.The fol­low­ing ap­plies to both short-time work mod­els: Dur­a­tion of short-time work A max­im­um of 6 months of short-time work can be ap­plied for. Ap­plic­a­tion and con­sulta­tion It is ex­pec­ted that ap­plic­a­tions for short-time work phase 5 can be sub­mit­ted to the La­bour Mar­ket Ser­vice from 19.07.2021. Short-time work with a start date from 01.07.2021 could then be ap­plied for ret­ro­act­ively un­til 18.08.2021. In all oth­er cases, the ap­plic­a­tion must be sub­mit­ted be­fore the start of the short-time work peri­od. Com­pan­ies newly en­ter­ing short-time work that did not use short-time work between 01.04.2021 and 30.06.2021 must also com­plete a con­sulta­tion pro­ced­ure with the La­bour Mar­ket Ser­vice and the so­cial part­ners, usu­ally last­ing 3 weeks, be­fore sub­mit­ting an ap­plic­a­tion. Net re­place­ment rates re­main the same Re­gard­less of the mod­el of short-time work, em­ploy­ees will con­tin­ue to re­ceive 80-90% of the net pay they re­ceived be­fore short-time work. Com­puls­ory use of va­ca­tion For every 2 months or part there­of of short-time work, em­ploy­ees must now con­sume at least 1 week of va­ca­tion, provided the em­ploy­ee has suf­fi­cient va­ca­tion cred­it. If the em­ploy­ee fails to con­sume va­ca­tion, even though he or she is en­titled to do so, the com­pany may not charge lost work­ing time to this ex­tent for the short-time work al­low­ance. Short-time work and col­lect­ive re­dund­an­cies Em­ploy­ees who are re­gistered for col­lect­ive re­dund­an­cies with the La­bour Mar­ket Ser­vice pur­su­ant to Sec­tion 45a AM­FG can now also be ex­emp­ted from short-time work. This re­quires the so­cial part­ners’ con­sent (An­nex 3 of the SPV). With re­gard to these staff re­duc­tions, there is no ob­lig­a­tion to re­plen­ish the work­force dur­ing short-time work.
COV­ID-19 and la­bour law: com­puls­ory test­ing and vac­cin­a­tion at the work­place
The ques­tion of wheth­er com­pan­ies can ob­lige work­ers to un­der­go COV­ID-19 tests and vac­cin­a­tions, and what the con­sequences and what the con­sequences are un­der em­ploy­ment law in case of re­fus­al leads– un­for­tu­nately – to am­bi­gu­ities in the cur­rent pub­lic de­bate. There is of­ten talk of leg­al grey areas as well as the need for clear­er rules for em­ploy­ers and em­ploy­ees. However, the leg­al situ­ation is by no means as un­clear as it is of­ten made out to be. Of course, due to its com­plex­ity, vari­ous as­pects must be con­sidered when as­sess­ing this ques­tion, but at the same time, clear con­clu­sions can be drawn. We have sum­mar­ised the most im­port­ant of these be­low. It must be em­phas­ised, how­ever, that these de­cisions will al­ways be made on a case-by-case basis and that gen­er­al­isa­tions should be avoided. Em­ploy­ment  law con­sequences in view With this in­form­a­tion, we would like to give you se­cur­ity not only now, but also for the fu­ture.   As the vac­cin­a­tion drive pro­gresses, there will al­ways be un­vac­cin­ated em­ploy­ees along­side vac­cin­ated ones – re­gard­less of wheth­er they do not want to or can­not be vac­cin­ated. Com­pan­ies are fa­cing new em­ploy­ment -law chal­lenges, since com­puls­ory vac­cin­a­tion is not planned to be im­ple­men­ted in this coun­try. The an­swer to the ques­tion about the vac­cin­a­tion status of em­ploy­ees and in the case of a con­scious de­cision against vac­cin­a­tion, in the fi­nal ana­lys­is, after weigh­ing up the in­terests, even dis­missal is pos­sible can be re­spon­ded with yes. In their re­cently pub­lished art­icles, em­ploy­ment law ex­perts Bernhard Hainz and Chris­toph Wolf take a com­pre­hens­ive look at em­ploy­ees’ per­son­al rights and fi­du­ciary du­ties, em­ploy­ers’ du­ties of pro­tec­tion and care as well as data pro­tec­tion con­sid­er­a­tions in or­der to com­ment on the con­sequences un­der la­bour law:  Vac­cin­a­tion status in the em­ploy­ment re­la­tion­ship­Man­dat­ory test­ing and vac­cin­a­tion in the COV­ID-19 pan­dem­ic from an em­ploy­ment law per­spect­ive How com­puls­ory tests and vac­cin­a­tions can be jus­ti­fied: 1. They’re in every­one’s in­terest: a risk-be­ne­fit ana­lys­is will usu­ally show that the be­ne­fits of COV­ID-19 test­ing, and vac­cin­a­tion out­weigh the po­ten­tial risks in terms of pro­tect­ing one­self and oth­ers. 2 Duty of care: com­pan­ies must en­sure the health and safety of all work­ers, which in­cludes tak­ing meas­ures to pre­vent the risk of in­fec­tion. 3. Duty of loy­alty: work­ers must pro­tect the in­terests of the em­ploy­er, but also those of col­leagues and cus­tom­ers, which is why pro­tect­ive meas­ures for every­one’s be­ne­fit, such as test­ing, must be ob­served. 4. Duty of dis­clos­ure: both the ques­tion of prov­ing a neg­at­ive COV­ID-19 test res­ult and prov­ing one’s vac­cin­a­tion status are per­miss­ible and must be answered truth­fully – largely ir­re­spect­ive of the work­er’s sec­tor and field of activ­ity. 5. Ob­lig­a­tion to test: this can be im­ple­men­ted bey­ond the leg­al frame­work ap­ply­ing em­ploy­er in­struc­tions and is jus­ti­fied by the danger of in­fec­tion with the coronavir­us. 6. Com­puls­ory vac­cin­a­tion: even if there is no ac­tu­al ob­lig­a­tion to vac­cin­ate in the em­ploy­ment re­la­tion­ship, the fail­ure to vac­cin­ate or to present proof of vac­cin­a­tion can in cer­tain cases be a fac­tu­al jus­ti­fic­a­tion for dis­missal. 7. Data pro­tec­tion: The pro­cessing of health data by the em­ploy­er can be based on the above-men­tioned duty of care in con­nec­tion with the fight against the pan­dem­ic.   8. No works agree­ment: a vac­cin­a­tion or im­munity status query is to be con­sidered an oc­cu­pa­tion­al re­quire­ment for which neither a works agree­ment nor the con­sent of the works coun­cil is re­quired.If you have  any ques­tions, please do not hes­it­ate to con­tact our em­ploy­ment law ex­perts.