The Spanish Government has recently approved Instructions to authorize the right to reside and work in Spain for UK’s national members who have been residing in Spain before the withdrawal date. These Instructions will only be applicable if UK leaves the EU without a withdrawal agreement and its effects will begin on the withdrawal date
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 (CET)
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.
Until now, only companies with more than 250 employees were required to elaborate Equality Plans. After the entry into force of Royal Decree-Law 6/2019, the regulation has been modified in order to extend the obligation to elaborate equality plans to companies with more than 50 employees
Even though it did not happen in the workplace, the Supreme Court considers, as a Labour Accident, the fall of an employee when she went outside of the workplace to have a coffee during her “sandwich break”
The Supreme Court has declared that access to employees’ mail without their consent and without having been previously advised implies fundamental rights violation
The Supreme Court has declared that the reasons for a collective dismissal can not be reviewed in individual lawsuits, when the Consultation Period has ended with an agreement between the company and the Employee’s Comitee, and when the agreement has not been challenged.
The High Court of Justice of Cantabria states that the leave of 15 days by marriage only requires prior notice and justification, but in no case, it is needed the company’s authorization. Therefore, as the absence were justified, dismissal is declared unfair.
The National High Court, interpreting the jurisprudence of the Supreme Court on family paid leaves, considers that, with the exception of the marriage paid leave (long paid leave), all others (short paid leave) must begin on a work day, and in the calculation they should only be taking into consideration working days. Conversely, the marriage leave must be calculated for calendar days