Labor law: Termination date for notice period must be based on the stated cause, not later events.

The Supreme Court dismissed the cassation appeal filed by the employer against a labor court judgment. The employer argued that the employee violated the notice period by failing to return a TV and sign a settlement, events that occurred after the termination date. The court ruled that the notice period must be calculated from the date of the specific breach cited in the employer's written notice of termination, which was the unauthorized purchase and private use of the television. Consequently, the employer's claim that the statutory notice period was violated was rejected because the relevant event had occurred well before the termination. The appeal was rejected as the lower courts correctly applied the law regarding the scope of the termination notice.