In our previous article, we discussed the substantial elements in the “S” of the ESG (Environment, Social and Governance) movement in terms of human rights due diligence (HRDD), its importance, and background. In this article, we will take an in-depth look at recent international HRDD trends.
Securities law reforms aimed at making it easier for businesses to implement employee share schemes have been adopted and will become effective on 1 October 2022. Originally announced last year, the reforms change the way in which offers under employee share schemes are regulated. It is expected that the new law will replace the current exemptions from prospectus and licensing requirements contained in ASIC Class Orders 14/1000 and 14/1001.
A campaign to improve diversity must be fought on many fronts. In May 2022, a panel of I&D experts, including best-selling author Dr. Stefanie Johnson, discussed the findings of the report Mind the Gap: Insights from Global Employment Leaders and the steps diversity and HR leaders are taking to accelerate I&D progress and the challenges they are encountering.
Today’s remote working environment can lead to unexpected complications when employers seek to prevent the disclosure of trade secrets or enforce restrictive covenants. Stephen Ratcliffe (Partner, London) outlines some of the key trade secrets issues that arise in remote working scenarios and provides practical tips for avoiding common pitfalls.
This week Florida’s two senators, Marco Rubio and Rick Scott, introduced a bill imposing several China specific public disclosure obligations, including disclosures related to sourcing activities related to products utilizing forced labor from Xinjiang, China. The Bill would apply to all publicly traded companies and supplements the proposed SEC environmental, social and governance disclosures, and the Uyghur Forced Labor Prevention Act, which will come into effect in June 2022.
On Tuesday 3 May 2022, the Ministry of Labor, Employment and Social Security, through Resolution 826/2022, approved the collective agreement signed between the Argentine Federation of Commerce and Services Employees, the Argentine Chamber of Commerce and Services, the Argentine Confederation of Medium Enterprises and the Argentine Union of Commercial Entities. The Agreement establishes new salary conditions applicable to employees covered by the Collective Bargain Agreement 130/75 effective from 1 April 2022 to 31 March 2023.
In December 2021, the Ontario government passed Bill 27 – Working for Workers Act 2021, requiring employers with 25 or more employees to create a “Disconnecting from Work Policy” by 2 June 2022. The Ontario government is following the lead of France, Spain and Portugal — all of which have adopted similar legislation in recent years. In this In Focus video, our Labour and Employment lawyers share key considerations and important timelines for employers to know as they develop Disconnect policies for their workplaces.
Dong Wei v Shell Trading (Pte) Ltd and anor [2022] SGHC(A) 8 concerned an appeal from the decision of the Singapore High Court in a case relating to the termination of an employee’s employment without cause and with pay in lieu of notice, following two investigations into allegations of conflicts of interest.
The Victorian Civil and Administrative Tribunal has awarded AUD 150,000 in general damages after finding the Applicant was sexually assaulted and sexually harassed over a period of eleven months. The Applicant was a beauty therapist in a private salon and the harasser was her male co-worker. VCAT found the employer vicariously liable for the co-worker’s actions, but declined to make a finding that the employer had authorised, encouraged or assisted the sexual harassment under s 105 of the Equal Opportunity Act 2010.
In an article published for ELA briefing, Jon Tuck and Richard Cook discuss the implications of the Court of Appeal’s decision in Mercer v Alternative Future Group, considering whether workers participating in protected industrial action are protected from action short of dismissal under the Trade Unions and Labour Relations (Consolidation) Act 1992.