Resource Library

83 FR 46681 - Notice of proposed rulemaking: Revisions to The Standard for Determining Joint-Employer Status

Employers’ should be aware of the brave, committed, yet sniffling, sick, and ultimately contagious worker who has the flu and chooses to come to work. An employer has a duty under the Occupational Health and Safety Act1 (the “OHSA”) to “take every precaution reasonable in the circumstances for the protection of a worker” (s 25(2)(h)). Permitting a sick employee to continue working may compromise your duties to your other staff. It may also subject your company to financial liability under the OHSA and unwanted inspections by the Ministry of Labour. Flu season is in full swing and if you do not take preventative measures to protect your workers from an illness in your workplace, your workers may take matters into their own hands.

Fixed Term Individual Employment Contract (Mexico)

A review of differences in employment law between United States and Canada, including regulatory regimes, minimum employment standards, rules for terminating employment, and labor relations.

The new regulatory framework for defined contribution pension arrangements is now live. It applies to all trust-based schemes providing DC-type benefits, whether wholly DC, elements such as AVCs in a defined benefit scheme or DC benefits with a DB underpin. The Regulator expects trustees to assess their schemes against its quality features and will monitor compliance. The following article provides an overview of the framework.

<a href="http://www.terralex.org/publication/p34769447c8/vat-on-bonuses-premiums-and-retrospective-discounts-the-disputes-go-on">VAT on Bonuses, Premiums and Retrospective Discounts: The Disputes Go On</a><br />A review of the treatment of certain compensation or financial incentives for employees under Russian law. Specifically focuses on the application of VAT.

The Regulator’s draft Code on funding defined benefits aims to strike a balance between employers’ pension obligations and their ability to invest in sustainable business growth. There’s a greater emphasis on living with risk: understanding and managing it, rather than eliminating it. The key is to hold three elements – funding, investment and the employer covenant – in balance. This article looks at how trustees are supposed to do this, and how the Regulator will measure their success.

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.