According to the established case law of the Federal Labor Court, the target working time owed by an employee is reduced if he takes part in a (warning) strike during his working hours. The legal consequence of participating in a lawful strike is the cancellation of the mutual main performance obligations arising from the employment relationship. This leads to the loss of the proportionate claim to remuneration. In its judgment of July 26, 2005 (- 1 AZR 133/04 -) the First Senate confirmed that these legal consequences generally also apply if a flextime regulation applies. It also decided that an employee who takes part in a strike rally after he has logged out of the time recording system in a permissible manner as part of a company flextime arrangement is not on strike in the legal sense. After logging out of the company time recording, the employee is on free time. Since a strike is the collective withholding of the contractually agreed working hours, an employee who takes part in a strike demonstration outside of his daily working hours cannot legally go on strike. Such factual participation in the strike has no consequences in terms of remuneration. This is not contradicted by industrial dispute law reasons, in particular combat parity. The employer does not have to compensate for downtime. The amount of work owed remains unchanged. Even if several employees collectively cancel their registration to take part in strike rallies in accordance with the flextime regulation, which sets a permissible limit of 150 minus hours, the employer is not defenseless against this. According to the flexitime regulation in question, the autonomous control of working hours by individual employees is tied to the condition that the company’s specified goals are achieved