- Regulation of Salary Payments: According to the Employment Code, salaries must be paid in cash, by crossed
Payment of a Bonus in Cryptocurrency: Qui male solvit, bis solvit (or who pays badly pays twice!)
Paiement d’un Bonus en Cryptomonnaie : qui paie mal paie deux fois !!
L’idée de rémunérer les salariés en cryptomonnaies, bien que séduisante sur certains aspects, soulève de nombreuses questions juridiques et pratiques qui doivent être considérées attentivement. Sans entrer dans des débats trop techniques, voici quelques points clefs à considérer :
1. Réglementation du paiement des salaires : Selon le Code du travail, le salaire doit être payé
Significant changes to sentencing of OHS offences recommended
- many fines go unpaid, particularly for companies that have been deregistered;
- sentencing outcomes other than fines are rarely
Congédiement d’un employé coupable d’une infraction criminelle : l’employeur débouté devant le Tribunal administratif du travail!
Dans une décision récente[1], le Tribunal administratif du travail (le TAT), a accueilli la plainte d’un salarié (le Plaignant) pour congédiement sans cause juste et suffisante, confirmant que son congédiement était injustifié. Cette affaire met en lumière l’importance pour un employeur de démontrer un lien objectif entre une condamnation criminelle et
Upcoming Mandatory Psychosocial Hazard Prevention Plans for Victorian Workplaces
This is co-authored by Harry Kinkead.
The Victorian Government is on the brink of finalising new regulations addressing psychological health, which will soon mandate written “prevention plans” for managing psychosocial hazards in workplaces. This development follows a comprehensive four-year process and is likely to take effect on 1 December 2025.
The forthcoming psychological health
Crediting of omitted other earnings after leave of absence?
In a decision of significant practical relevance, the German Federal Labour Court (Bundesarbeitsgericht – BAG, 12.02.2025 – 5 AZR 127/24) has provided clarification on the issue of offsetting other income during a period of leave when notice has been given. It held that an employee who has been given notice of termination and is
The Australian Psychosocial Risk Perspective on Gender Diversity
There is much speculation as to the future of diversity, equity and inclusion programs in Australian businesses given recent political and workplace discussions at home and abroad.
While much of the speculation about Australian businesses appears to be focussing on political values and the “business case” for or against diversity programs, it is critical
Anrechnung von unterlassenem anderweitigen Erwerb nach Freistellung?
In einer überaus praxisrelevanten Entscheidung hat das Bundesarbeitsgericht (BAG, 12.02.2025 – 5 AZR 127/24) zur Frage der Anrechnung anderweitigen Verdienstes während einer Freistellung Klarheit geschaffen: Der ordentlich gekündigte und freigestellte Arbeitnehmer unterlässt in der Regel nicht böswillig anderweitigen Verdienst, wenn er vor Ablauf der Kündigungsfrist kein anderweitiges Beschäftigungsverhältnis eingeht.
Sachverhalt
Die Parteien streiten um die
Powers of a trade union to represent members in proceedings are limited by its constitution
On occasion an employee joins a trade union which operates outside of the industry in which their employer operates. The Constitutional Court held that such a trade union does not have the power to represent the employee in CCMA and Labour Court proceedings if the registered scope of the trade union precludes the employee from
Global WHS trends
Introduction
In this article we explore four of the key issues and trends affecting organisations globally from a work health and safety perspective, both now and in the future: global WHS regulation; the rise of technology; changing workforce populations and structures; and psychosocial hazards and risks.
In examining these trends, we have been struck by