In response to the COVID-19 pandemic, the government has implemented several measures to secure jobs, boost the labour market and maintain stability for the workforce, including increasing the unemployment benefit. This temporary amendment originally applied until 31 October 2020. However, the government is set to propose a budget resolution before Parliament to extend the increased unemployment benefit to 31 December 2020.
In response to the health and safety risks resulting from a potential COVID-19 outbreak in the workplace, many employers moved to home office or mobile working arrangements earlier in 2020. For many companies, this has now proven to be a successful new way of working. This article describes the labour and employment law aspects of the implementation of home office and mobile working arrangements. It also includes a list of items that employers should consider when facilitating a remote work model.
The COVID-19 pandemic has led to a significant expansion in the need for telehealth, with as many patient visits as possible being conducted using telehealth platforms. As a result, healthcare providers must meet patient needs while at the same time meeting data protection regulatory requirements under the Health Insurance Portability and Accountability Act. This video discusses the recent changes to the telehealth sector and what healthcare providers need to do to ensure that they comply with data regulations.
The effort to make lashing a cargo-handling activity rather than a crew activity is set out in the so-called 'dockers' clause', contained in collective agreements covering some 15,000 seagoing vessels worldwide. A recent decision by the Rotterdam Court rejected the claimants' request to immediately prohibit lashing by seafarers in advance of the results of main proceedings. The court also raised the possibility that the clause could prove to be against the principles of reasonableness and fairness, as well as anti-competitive.
What health and safety obligations do employers have towards employees and visitors with regard to face coverings in the workplace? How should they enforce wearing face coverings if people refuse? And how should they protect employees from abusive customers or visitors? This article discusses the current rules regarding face coverings at work and some of the practical issues that may arise for employers.
Employers and other stakeholders have until 1 October 2020 to provide the Independent Chief Inspector of Borders and Immigration (ICIBI) with views on how well the commercial partners of UK Visas and Immigration are performing, for applications made both in the United Kingdom and abroad. The ICIBI is seeking evidence from stakeholders on whether commercial partners are meeting the needs of UK visa applicants.
The US Department of Labour recently issued an information letter indicating that, in limited circumstances, it will allow defined contribution retirement plans (eg, 401(k) plans) to indirectly invest in private equity funds. Specifically, the information letter allows plans to offer their participants a professionally managed asset allocation fund with a private equity component as an investment option.
Parliament recently passed the Equal Pay Law for Male and Female Workers (Amendment 6) (5780-2020), which aims to prevent discrimination based on sex with respect to salary and other work-related benefits. The law is based on the presumption that female and male workers employed at the same workplace should receive equal pay for the same work or for substantially similar work and provides another tool to remedy the gender pay gap.
A Danish court recently found a freight forwarder to be vicariously liable to a Danish company for fire damage caused to cargo carried by a subcontractor. The judgment suggests that a contracting carrier may incur liability where a general average situation is deemed to have occurred if it fails to provide information to its customer about the concrete circumstances that give rise to the general average situation, even when the contracting carrier holds no information about said circumstances.
The government and parliamentary parties recently passed a bill to provide sickness benefits to employees who are at a higher risk of becoming seriously ill from COVID-19 or the relative of a person in the higher-risk group. The scheme originally applied to absences up to and including 31 August 2020, but the government and a majority in Parliament have now agreed to extend the scheme on the same terms up to and including 31 December 2020.
Over the past two years, the French administrative courts have witnessed several proceedings concerning the use of Baclofen for alcohol-related disorders. The Baclofen saga highlights the difficulty for a health authority to make decisions lacking a purely scientific basis which aim, at least partially, to satisfy third parties.