La contratación del personal al servicio de las Iglesias y el sistema de tribunales para la resolución de conflictos laborales en Alemania

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.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

Periodic Operation of a Dynamic DNA Origami Structure Utilizing the Hydrophilic–Hydrophobic Phase‐Transition of Stimulus‐Sensitive Polypeptides

Dynamic DNA nanodevices are designed to perform structure‐encoded motion actuated by a variety of different physicochemical stimuli. In this context, hybrid devices utilizing other components than DNA have the potential to considerably expand the library of functionalities. Here, the reversible reconfiguration of a DNA origami structure using the stimulus sensitivity of elastin‐like polypeptides is reported. To this end, a rectangular sheet made using the DNA origami technique is functionalized with these peptides and by applying changes in salt concentration the hydrophilic–hydrophobic phase transition of these peptides actuate the folding of the structure. The on‐demand and reversible switching of the rectangle is driven by externally imposed temperature oscillations and appears at specific transition temperatures. Using transmission electron microscopy, it is shown that the structure exhibits distinct conformational states with different occupation probabilities, which are dependent on structure‐intrinsic parameters such as the local number and the arrangement of the peptides on the rectangle. It is also shown through ensemble fluorescence resonance energy transfer spectroscopy that the transition temperature and thus the thermodynamics of the rectangle‐peptide system depends on the stimuli salt concentration and temperature, as well as on the intrinsic parameters

La contratación del personal al servicio de las Iglesias y el sistema de tribunales para la resolución de conflictos laborales en Alemania

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.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