Favorable Opinion for Employers in Collective Redundancies
The Advocate General of the European Court of Justice recently [...]
De bonus cap van 20%
Op 7 februari 2015 is de Wet Beloning Beleid Financiële [...]
Schriftelijk aanzeggen bij aangaan arbeidsovereenkomst: slimme (omzeil)truc of lege huls?
WAT IS DE AANZEGPLICHT? Nu het eerste deel van de [...]
Wetsvoorstel Wet Aanpak Schijnconstructies onder de loep
Minister Asscher van Sociale Zaken en Werkgelegenheid diende op 12 [...]
FIFA beoogt positie van de voetballer per 1 maart 2015 te versterken
Positie van voetballers bij achterstallige salarisbetaling wordt verbeterd De FIFA [...]
Challenging times for Uber taxi app in Europe
The recent decision of the Dutch Trade and Industry Appeals Tribunal against Uber demonstrates the challenges "sharing economy"-companies currently face in Europe. Similar (court) rulings have already been issued in countries like Spain, Belgium, and France. What legal issues are exactly at stake here? And how will governments respond to the rise and success of the sharing economy?
Netherlands introduce “startup-visa†to attract foreign startups: an opportunity for U.S. businesses seeking profits in the EU
On November 19, 2014, the Dutch State Secretary of Justice enacted a law under which foreign startups can as of January 1, 2015 more easily acquire a residence permit in the Netherlands.
Benoeming tot arbiter van het Court of Arbitration for Sports (CAS)
Gisteren heb ik tot mijn vreugde te horen gekregen dat [...]
Explanation of European Court’s Decision in Parkwood (TUPE and collective bargaining)
The European Court of Justice's recent decision in the “Parkwood-case†is a good example of how to address issues of TUPE-regulations and collective employment agreements. To what extent is the acquiring company required to respect collective employment agreements that applied to the acquired business before the transfer?
How to deal with collective employment agreements and TUPE
.S. companies acquiring a business in the EU can, under circumstances, be required to employ (part of) the employees of the selling company under the same employment conditions. In some cases this means that you'll also have to respect a previously negotiated collective employment agreement. When should U.S. companies be aware of this? And how does this work?