Resource Library

Since 1 January 2013 much heavier penalties have been in force for violations of the Foreign Nationals Employment Act [1] The fine for employing illegal workers has been raised by 50%, from €8,000 to €12,000 per employee. Businesses that commit repeated violations face closure for up to three months. The Cabinet also wants to tighten the conditions under which non-EU nationals can work legally in the Netherlands and submitted an amendment proposal for the Wav to the House of Representatives for this purpose last year.

This sample workplace policy regarding romance at work contains sections covering past and present employee relationships as well as employee protocol.

In the latest developments affecting employment law and practice in Singapore, the Ministry of Manpower (MOM) announced on 23 September 2013 the introduction of a Fair Consideration Framework (FCF) requiring employers to consider Singaporeans first before considering foreigners for professional, managerial and executive (PME) positions.

This sample agreement establishes the rules employees must follow when using their personal devices for work.

For Muslims across the world, Ramadan is a month of fasting each day from sunrise to sunset begins. During this period, which can be anything up to 18 hours, they are prohibited from consuming any food or drink (even water). As there are approximately 2.7 million Muslims in the UK, this will undoubtedly have an impact in the workplace. This alert sets out the facts employers need to know, and explains how workers observing Ramadan can be accommodated within the workplace.

This article discusses a number of decisions which offer guidelines for employers with respect to the implementation of drug and alcohol testing policies in Canada.

The Justice Department announced that it reached an agreement with Isabella Geriatric Center (IGC), a nursing home located in New York City, resolving a claim that IGC engaged in a pattern or practice of citizenship discrimination during the employment eligibility reverification process in violation of the Immigration and Nationality Act (INA).

The Conference Board recommends that corporate directors dedicate full attention to their succession planning duties, and improve their companies' leadership development programs. This article describes how to accomplish this task.

This is a sample non-compete agreement regarding an executive who works for a banking institution.

This report comes at a time when many employers are unclear about their obligations under the Americans with Disabilities Act (ADA). In particular, companies struggle to understand when a leave of absence is a necessary and reasonable accommodation vs. when other actions can or should be taken.