On May 1, 2019, the Chamber of Deputies approved the Amendment Bill to reform the Federal Labour Law. The Bill that reformed the Federal Labour Law is aimed to fulfill three main commitments: 1) The inclusion of the obligations set forth in ILO’s Convention 98 to guarantee the freedom of association and for collective bargaining. 2) Creation of new Labour Courts that will replace the current Conciliation and Arbitration Boards, modifying the procedural rules. 3) The modification of other legal provisions that are important for the new government’s agenda
Date: Wednesday 12 June 5 p.m. Central European Time (11 a.m. New York time)
Identifying key wage and hour risks confronting international retailers and strategies for compliance
- The webinar will feature a panel discussion among attorneys from United Kingdom, Canada, the United States and France with deep experience representing employers confronted with class action wage and hour cases and the myriad of issues arising from the unique scheduling demands of the retail industry as they collide with the growing push to ensure through local laws that employees receive sufficient time off and compensation.
- Jonathan Dye (Filion Wakely Thorup Angeletti in Canada)
- Eric R. Magnus (Jackson Lewis in USA)
- Olivier Kress (Flichy Grangé in France)
- James Major (Clyde & Co in United Kingdom)
- Moderator: Rich Landau (Jackson Lewis in USA)
Date and time:
June 12, 2019 5:00 pm - 6:00 pm (CEST)
The Amendment to the Federal Labour Law (FLL) would change the proceedings of the current FLL
According to the recent case law provided by the Mexican Supreme Court, the resignation of a pregnant woman, who suddenly resigns must be recorded in an indubitable manner, and for that waiver to be probative, it must contain the reasons and particular circumstances of that decision, in order to establish that it was the univocal and free decision of the employee
Even in the era of far-reaching international trade agreements and regional economic and political partnerships, the majority of laws and regulations governing the workplace are still determined by the individual countries where employees work.
Spanning 6 continents, L&E Global’s member firms are ideally situated to provide clients with pragmatic, commercial advice necessary to achieve their objectives. Our members work closely with corporate, legal, human resources departments and corporate executives across a variety of sectors and industries to address the strategic and tactical issues that arise in the workplace.
Discover the most important labour and employment rules, regulations and best practices specific to each jurisdiction, conveniently together in one place.
In response to the obligations assumed by Mexico in relation to the signing and ratification of different international agreements, the Mexican Government is currently working on a Bill to amend the Federal Labor Law that will be submitted to the Federal Congress for its discussion and approval. It is important to point out that, as part of Chapter 23 of the USMCA regarding the labor obligations to be fulfilled by the States Parties, it was included in a specific Annex A for Mexico, in terms of which the Mexican government assumed various obligations, one of them to amend the current labor legislation
German Martinez, CEO of the Mexican Social Security Institute (“IMSS” for its acronym in Spanish) announced the launch of a pilot program to enroll domestic workers. The IMSS issued an opinion representing that Convention 198 of the International Labor Organization is necessary to have a fair labor environment for all kinds of workers
HIV/AIDS tests practiced by health institutions to medical doctors, must fulfill the following: 1. They should never be practiced before recruitment; 2. They should not give grounds to dismiss the employee;3. They can only be practiced in specialties, medical areas or activities in which, in effect, there is a reasonable and objective risk of infection to staff or patients, according to the nature of the respective medical work and in general, not individualised; 4. The results of the HIV/AIDS tests should not be published and may only be disclosed to people or workers who, strictly speaking, are responsible of implementing the necessary measures for the protection of the health of medical staff and patients
On January 10, 2019 the National Institute of Statistics and Geography (INEGI by its acronym in Spanish) published in the Official Gazette the new value of the Unit for Measure and Update (UMA) that will rule starting February 1, 2019, which will be $84.49 MxCy daily, $2,568.90 MxCy monthly, and $30,822.00 MxCy annually
On December 5 2018, Second Chamber of the Supreme Court of Justice (SCJN) determined that it is unconstitutional that the employers are not obliged to register domestic female employees in the Mexican Institute of Social Security (IMSS) when resolving the Amparo Proceeding D.T. 9/2018. According to the SCJN, there is no constitutionally valid reason to exclude domestic workers from the Federal Labour Law (FLL) or from the Social Security Law (SSL), which prompts an unjust discrimination against them, especially against women since the domestic work is done mainly by them (according to the National Institute for Statistics and Geography or INEGI, 9 of every 10 domestic employees are women). Traditionally, domestic work has been exposed to inadequate work conditions, such as long work journeys and low salaries, which have situated it far away from the concept of decent work, which the International Labor Organization (ILO) has defined as work that dignifies and enables the development of own capabilities