This post was contributed by Yanet C. Aguiar, Partner, Norton Rose Caracas and Valentina Albarrán, Associate, Norton Rose Caracas.
In the modern age, work has become an increasingly important part of a person’s life. From the standpoint of western civilization, work is not only viewed as an activity people do in order
In the current “war for talents” that German employers increasingly have to fight, a good work-life balance is an important requirement for most job applicants. But it is an equally valuable selling point for employers in order to retain their current employees! Therefore, one sees companies already offering e.g. much more flexible working models providing
The right of employees to request flexible working (i.e. to change the number of hours worked or the time or place when those hours are worked) was first introduced in the UK in 2003. There have been changes to this right since then, with the most recent changes taking place on 30 June this year.
The recent decision of Justice Kane in Paquette v. Quadraspec Inc., 2014 ONCS 2431 (“Paquette”) has arguably changed employees’ entitlement to severance pay on the termination of employment.
Severance pay is distinct from termination pay and is meant to award long-term employees for their service and to compensate them for their loss
In a recent arbitration decision involving a utility company, an Ontario arbitrator reiterated the importance of trust in the employment relationship and upheld the dismissal of a seven-and-a-half-year employee with no disciplinary history for covering up a safety violation.
Facts
On October 9, 2012 the grievor, a supervisor, was working with his team to remove
The legal background
Under French employment law, pregnant employees enjoy particularly strong protection from dismissal — dismissal of pregnant employees is prohibited from the moment the employee is medically certified as being pregnant, except in the two following circumstances: gross misconduct on the part of the employee or impossibility to maintain the employment contract for
The fallout has continued from the industrial dispute between building company Grocon and the Construction, Forestry, Mining and Energy Union (CFMEU), which culminated in a major blockade in Melbourne’s central business district in August 2012, with the Full Federal Court partially allowing an appeal by the CFMEU against a decision that would have
This article was written by Stephan May, an associate at Norton Rose Fulbright South Africa
Instead of completely banning temporary employment services (more commonly known as labour brokers) as was strongly advocated by labour unions and others in 2010, the amendments to the Labour Relations Act rather seeks to provide temporary employees with greater protection
This article was written by Kelly Armstrong, a candidate attorney at Norton Rose Fulbright South Africa
The new amendments to the Employment Equity Act 55 of 1998 (the EEA) assist employers in defending unfair discrimination claims by enabling employers to show that the alleged unfair discrimination is justifiable. Prior to the amendment, an
This article was written by Lara Kerbelker, an associate at Norton Rose Fulbright South Africa
The amendments to the Basic Conditions of Employment Act (BCEA) are in operation from Monday, 1 September 2014.
Changes to the BCEA include: