The department manager had brought home technical equipment belonging to the company without informing his employer, authorised his own invoices against the company’s authorisation order and allowed the company to pay for his private home security alarm. The Court noted that the department manager’s actions resulted in a significant loss of trust, which was a fundamental part of the employee’s position as a company manager
Legislative changes concerning the Co-Determination in the Workplace Act stipulate that employees may only conduct or participate in a strike against an employer already bound to a collective bargaining agreement under certain conditions
The Labour Court ruled that a dismissal of a female police officer, who had been dismissed following a failed security check, was lawful. The outcome of the security check itself did not constitute legal grounds for dismissal, but the circumstances related to the outcome, for example her relationship with a man who had a criminal record, constituted legal grounds for dismissal of the police officer
Legislative changes concerning the Employment Protection Act (1982:80) will entitle employees to employment protection until they reach 69 years of age, prolonging the period of employment protection by two years to adapt to increased average lifespans
The Labour Court ruled that an employer had lawful grounds to summarily dismiss a construction worker due to his theft of building materials. However, the employer’s lack of information and delayed payment of accrued vacation entitlement in connection with the summary dismissal entitled the worker to SEK 17,000 in damages
Court ruling that the actions of an assistant nurse in a care home had been inappropriate and warranting of criticism, but not proven to constitute legal grounds for summary dismissal, and that her employer was liable to pay SEK 370,000 in damages
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)
An employee of a care centre for minors was summarily dismissed due to, inter alia, disobedience and inappropriate behaviour. The Labour Court found that the employee’s actions had constituted a violation of her employment obligations, but that the actions were not serious enough to constitute grounds for summary dismissal
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.
An accounting firm filed an interim injunction that its managing director was obliged to observe a notice period of six months, as to prohibit the managing director to compete with the accounting firm following his resignation. While no agreement between the parties provided for a specific notice period, the Labour Court deemed it reasonable that the managing director should observe a notice period of six months