Section 15-11. The employee's right to remain in his post
(1) In the event of a dispute concerning whether an employment relationship has been legally terminated pursuant to the provisions of section 15-7, an employee may remain in the post as long as negotiations are in progress pursuant to section 17-3.(2) If legal proceedings are instituted within the time limits laid down in section 17-4, an employee may remain in the post. If so demanded by the employer, the court may nevertheless decide that the employee shall leave his post while the case is in progress if the court finds it unreasonable that employment should continue while the case is in progress. This shall also apply in connection with full or partial closing down of activities. At the same time, the court shall set the time limit for termination of the employee's post.(3) The employee's right to remain in his post shall not apply to disputes concerning summary dismissal, dismissal during a trial period, or workers hired from temporary-work agencies or other companies or other temporary employees. If so demanded by an employee, the court may nevertheless decide that the employment shall continue until the matter has been legally decided if legal proceedings are instituted within the time limits provided in section 17-4.(4) The employee's right to remain in his post shall not apply to participants in labour market schemes under the auspices of or in cooperation with the Labour and Welfare Service who are dismissed because they are offered ordinary employment or transferred to another scheme or because the scheme is terminated.(5) The court may decide that an employee who has been unlawfully locked out of his place of work after the period of notice or term of the contract of employment has expired shall be entitled to resume the post if the employee so requests within four weeks of such a lockout.
