# C_2013114EN.01002301.xml

| 20.4.2013 | EN | Official Journal of the European Union | C 114/23 |
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20.4.2013

EN

Official Journal of the European Union

C 114/23

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Request for a preliminary ruling from the Debreceni Munkaügyi Bíróság (Hungary) lodged on 31 December 2012 — József Dutka v Mezőgazdasági és Vidékfejlesztési Hivatal

(Case C-614/12)

2013/C 114/34

Language of the case: Hungarian

Referring court

Referring court

Debreceni Munkaügyi Bíróság

Parties to the main proceedings

Parties to the main proceedings

Applicant: József Dutka

Applicant:

Defendant: Mezőgazdasági és Vidékfejlesztési Hivatal

Defendant:

Questions referred

Questions referred

| 1. | Having regard to Article 6 of the Treaty on European Union and Article 30 of the Charter of Fundamental Rights of the European Union, must it be considered that Union law is being implemented within the meaning of Article 51(1) of the Charter where domestic law provides for automatic termination of legal employment relationships or for their termination by decision? |
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1.

Having regard to Article 6 of the Treaty on European Union and Article 30 of the Charter of Fundamental Rights of the European Union, must it be considered that Union law is being implemented within the meaning of Article 51(1) of the Charter where domestic law provides for automatic termination of legal employment relationships or for their termination by decision?

| 2. | If the first question is answered in the affirmative, is it appropriate to interpret Article 30 of the Charter of Fundamental Rights of the European Union as laying down a prohibition of unjustified dismissal or as doing so to the extent to which it requires that the reasons for dismissal appear clearly from the document bringing the legal relationship to an end and that the worker should be able to verify their truthfulness and relevance? |
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2.

If the first question is answered in the affirmative, is it appropriate to interpret Article 30 of the Charter of Fundamental Rights of the European Union as laying down a prohibition of unjustified dismissal or as doing so to the extent to which it requires that the reasons for dismissal appear clearly from the document bringing the legal relationship to an end and that the worker should be able to verify their truthfulness and relevance?

| 3. | If that is the case, is national legislation which grants the Member State an opportunity to dismiss (lay off) the worker without giving reasons solely in legal relationships in which the State acts as employer through its State administrative organs contrary to the obligation to account for dismissals which results from Article 30 of the Charter of Fundamental Rights of the European Union? |
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3.

If that is the case, is national legislation which grants the Member State an opportunity to dismiss (lay off) the worker without giving reasons solely in legal relationships in which the State acts as employer through its State administrative organs contrary to the obligation to account for dismissals which results from Article 30 of the Charter of Fundamental Rights of the European Union?

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