What types of PRC individuals can be employed in the PRC? Basically any PRC individual can be employed in China except for any person under the age of 16.
A recent investigation report published by the Privacy Commissioner for Personal Data (the "Commissioner") found that collecting an employee's fingerprint to record the employee's attendance at work breached the Personal Data (Privacy) Ordinance ("PDPO").
Can I require an employee to pay liquidated damages should the employee breach the labour contract? Yes you can, but you must include the relevant clauses in the labour contract beforehand and the agreed liquidated damages will only apply in the following two scenarios:
You are entitled to terminate your employee if, during the probationary period, the employee fails to meet the standards required for the particular role for which the employee is recruited. In the mainland PRC, it is difficult to bring the employment relationship to an end and therefore, this approach is often used by employers.
The Act regarding the Appropriateness of the Management Board’s Remuneration (Gesetz zur Angemessenheit der Vorstandsvergütung, VorstAG) came into force on August 5, 2009. It falls into line with a number of legislative reactions regarding the current financial and economic crises.
German employment law is based on a variety of sources. Typical for the German legal system, it is a dynamic area of law under constant revision by juridisction and legislation.
Do I have to have a written contract with my PRC employees? Yes, you must enter into a written contract with your employees in the PRC. The only exception is if your employee works on a part-time basis (i.e., this employee's compensation is calculated by the hour and this employee averages no more than four hours of work per day and no more than 24 hours of work per week), in which case this agreement can be oral.
Beneficiary designation disputes with respect to employee benefits are not uncommon and often present knotty and arcane analytical issues that carry with them the risk of the double payment of benefits and/or litigation. Accordingly, the US Supreme Court’s decision in Kennedy v. Plan Administrators for DuPont Savings and Investment Plan, et al. (January 26, 2009) provided a welcome clarification that, other than as required by a qualified domestic relations order (QDRO), the plan administrator of an employee benefit plan governed by the Employee Retirement Income Security Act of 1974 (ERISA) must look to the documents that govern the plan to determine the beneficiary to whom a deceased participant’s benefits must be paid.
Der Ruhegeldsenat des Bundesarbeitsgerichts (BAG) hat in einer am 10. September 2009 im Volltext veröffentlichten Entscheidung (3 AZR 695/08) entschieden, dass Versorgungszusagen, die die Höhe betrieblicher Altersversorgungsleistungen auf Grundlage der so genannten „gespaltenen Rentenformel“ berechnen, in aller Regel lückenhaft sind. Das kann zu erhöhten Zahlungsverpflichtungen für Versorgungsschuldner führen.
In den vergangenen Wochen und Monaten sind im Zusammenhang mit der Finanzkrise viele Regelungen in Kraft getreten oder beschlossen worden, die direkt oder indirekt arbeitsrechtliche Auswirkungen haben. Zudem gibt es ein neues Datenschutzrecht, Änderung im Bereich Betriebsrenten und Gerichte haben bislang offene Fragen aus dem Arbeitsrecht geklärt.
Vorständen und Geschäftsführern droht persönliche Haftung, wenn sie nicht die geeigneten Maßnahmen ergreifen, um Compliance, insbesondere zur Vermeidung von Korruption und anderen Wirtschaftsdelikten, sicherzustellen. Unternehmen riskieren zudem Bußgelder in Millionenhöhe. Wie die jüngsten sogenannten Datenschutzaffären zeigen, bewegen sich die Unternehmen aber bei der Auswahl und Umsetzung dieser Maßnahmen rechtlich auf dünnem Eis.
The Race Discrimination Ordinance ("RDO") comes into force today, 10 July 2009. This is the same day as the final version of the Code of Practice on Employment under the Race Discrimination Ordinance is published on the Equal Opportunities Commission ("EOC") website!
According to the annual leave regulations issued last year, an employee working for a continuous period of 12 months is entitled to take paid annual leave; while the minimum annual leave entitlement depends on the cumulative working period with any employer. However, it is unclear whether the continuous 12-month period includes the employee's service period with any employer, or only the current employer.
Old-age pensions in the Federal Republic of Germany, Europe’s largest economic force with a population of over 80 million people, are still financed by a system established in the 19th century. However, this system, which has provided old-age prosperity for generations of Germans, has undergone massive restructuring measures in the last decade in order to build a strong, sustainable basis for secure retirement.
December 2006 - The Pandemics and the Workplace report, prepared in conjunction with regional members of the Employment Law Alliance, is designed to help businesses with operations throughout Asia to put together a policy to protect their business from the risks arising from an influenza pandemic.
On 27 April 2009, the government of Hong Kong amended the Prevention and Control of Disease Ordinance to include Swine Influenza as one of the notifiable diseases under the Ordinance. As such, medical practitioners are under a statutory obligation to notify the Director of Health of any suspected or confirmed case of Swine Influenza.
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