Browne Jacobson LLP
HR for Education Conference 2017 - 4th October 2017
Keynote 1 - Comprehensive employment law update - Heather Mitchell
Ensure you are fully compliant with all the recent and upcoming legal changes.
The document summarizes Finland's 2017 pension reform. Key points of the reform include gradually raising the earliest eligibility age for an old-age pension to 65, then linking it to increases in life expectancy. The accrual rate for pension contributions will become a uniform 1.5% throughout one's working life. A new years-of-service pension will also be introduced for those with long and physically demanding careers. The goals of the reform are to raise the effective retirement age to 62.4 years by 2025, reduce Finland's fiscal sustainability gap, and promote employment and equitable, sustainable pension funding.
- Finland will introduce a years-of-service pension in 2017 for those with a long career in strenuous or mentally taxing work, allowing retirement up to 2 years earlier than the old-age pension age. To qualify, one must have 38 years of work experience and be at least 63 years old.
- Comparable early pension systems exist in other European countries typically for specific occupations like mining, but years-of-service pensions considered part of the general pension system are rare. Austria, France, Italy and Poland were examined in this study.
- The criteria for years-of-service pensions vary by country but generally consider stressful factors like shift work, heavy lifting, exposure to chemicals or extreme temperatures
The document discusses changes to income tax rates and brackets under the Liberal Party of Canada led by Justin Trudeau. It notes that the tax rate for those earning between $45,282 to $90,563 was reduced from 22% to 20.5% in 2016. However, it also highlights that the promised tax cuts will be offset by increases to payroll taxes like CPP and EI over time, as well as the elimination of tax credits and the upcoming carbon tax. Specifically, the tax savings will disappear for those earning under $45,282 who will see no tax cut but will face higher costs through these other changes.
George Osborne announced that he will not be making any changes to pension taxation in the upcoming Budget, despite expectations to the contrary. Some commentators believe the Chancellor was concerned that upsetting voters before the European referendum went too far. While there is relief that another pension revolution has been avoided, Osborne gave no indication on maintaining employer National Insurance contribution relief for pension contributions, which costs £11 billion per year. He also did not comment on salary sacrifice arrangements. The author argues that the tax-free lump sum received on retirement remains an anomalous policy even 30 years after first being questioned, and proposes a phase out of the tax-free lump sum over 5 years if they were Chancellor.
Ilmastovaikuttajan koulutus 28.-29.1.2012: The uk climate change act 2008KatjaHin
The UK Climate Change Act 2008 established long-term legally binding targets for reducing greenhouse gas emissions in the UK. It was the result of lobbying efforts by Friends of the Earth and others over several years. The Act requires an 80% reduction in emissions by 2050 compared to 1990 levels and sets 5-year carbon budgets to monitor progress. It established an independent Committee on Climate Change to advise the government. While the law's impact is still being realized, it has strengthened scrutiny of government policies and held them accountable to emission reduction targets.
This presentation visualizes the impact the Employment Relations Amendment Bill will have on affected employees all across in New Zealand if passed as proposed by Bill English.
The document summarizes Finland's 2017 pension reform. Key points of the reform include gradually raising the earliest eligibility age for an old-age pension to 65, then linking it to increases in life expectancy. The accrual rate for pension contributions will become a uniform 1.5% throughout one's working life. A new years-of-service pension will also be introduced for those with long and physically demanding careers. The goals of the reform are to raise the effective retirement age to 62.4 years by 2025, reduce Finland's fiscal sustainability gap, and promote employment and equitable, sustainable pension funding.
- Finland will introduce a years-of-service pension in 2017 for those with a long career in strenuous or mentally taxing work, allowing retirement up to 2 years earlier than the old-age pension age. To qualify, one must have 38 years of work experience and be at least 63 years old.
- Comparable early pension systems exist in other European countries typically for specific occupations like mining, but years-of-service pensions considered part of the general pension system are rare. Austria, France, Italy and Poland were examined in this study.
- The criteria for years-of-service pensions vary by country but generally consider stressful factors like shift work, heavy lifting, exposure to chemicals or extreme temperatures
The document discusses changes to income tax rates and brackets under the Liberal Party of Canada led by Justin Trudeau. It notes that the tax rate for those earning between $45,282 to $90,563 was reduced from 22% to 20.5% in 2016. However, it also highlights that the promised tax cuts will be offset by increases to payroll taxes like CPP and EI over time, as well as the elimination of tax credits and the upcoming carbon tax. Specifically, the tax savings will disappear for those earning under $45,282 who will see no tax cut but will face higher costs through these other changes.
George Osborne announced that he will not be making any changes to pension taxation in the upcoming Budget, despite expectations to the contrary. Some commentators believe the Chancellor was concerned that upsetting voters before the European referendum went too far. While there is relief that another pension revolution has been avoided, Osborne gave no indication on maintaining employer National Insurance contribution relief for pension contributions, which costs £11 billion per year. He also did not comment on salary sacrifice arrangements. The author argues that the tax-free lump sum received on retirement remains an anomalous policy even 30 years after first being questioned, and proposes a phase out of the tax-free lump sum over 5 years if they were Chancellor.
Ilmastovaikuttajan koulutus 28.-29.1.2012: The uk climate change act 2008KatjaHin
The UK Climate Change Act 2008 established long-term legally binding targets for reducing greenhouse gas emissions in the UK. It was the result of lobbying efforts by Friends of the Earth and others over several years. The Act requires an 80% reduction in emissions by 2050 compared to 1990 levels and sets 5-year carbon budgets to monitor progress. It established an independent Committee on Climate Change to advise the government. While the law's impact is still being realized, it has strengthened scrutiny of government policies and held them accountable to emission reduction targets.
This presentation visualizes the impact the Employment Relations Amendment Bill will have on affected employees all across in New Zealand if passed as proposed by Bill English.
The pension system in the Netherlands is undergoing significant reforms that will impact both employers and employees. The state pension age and standard pension retirement age are being increased to 67 to adapt to rising life expectancies. At the same time, the Financial Assessment Framework for pension funds is being revised, lowering the maximum accrual rates for pension schemes. These changes will require employers to modify their pension plans and employees to work longer before receiving their full pensions.
The document discusses the challenges facing workers in England's social care sector. It notes that while demand for social care services is increasing, funding has decreased in recent years. This has resulted in low wages and poor working conditions for the sector's 1.4 million frontline workers. The introduction of the National Living Wage will improve pay for many workers but could cost the sector £2.3 billion annually. Finding this additional funding presents challenges, and increasing public funding appears to be the most viable option to ensure proper support and wages for social care workers moving forward.
The document summarizes Kenya's wage bill issues and the ongoing teachers strike. It notes that the teachers strike without notice and exams are approaching, putting the education system in chaos. It also discusses how doubling teachers' allowances instead of salaries led to court battles and increased the wage bill. Finally, it argues that lack of leadership credibility and commitment to good governance is responsible for Kenya's current economic problems, and that tackling corruption and inflation could attract more investment.
Brexit will have wide-ranging impacts on the UK's voluntary sector. The document outlines the political process of Brexit, including Theresa May's approach and the negotiations between the UK and EU. It also discusses potential regulatory changes affecting UK charities derived from EU law and various cross-cutting issues like employment, data protection, and VAT that will need to be addressed.
Long-term care: Integrating health and social care -- Eva Zver, SloveniaOECD Governance
The document discusses key budgetary challenges for long-term care (LTC) in Slovenia. The current LTC system is fragmented across different social programs and lacks a uniform system. Expenditure on LTC is lower than OECD averages and private LTC spending is growing rapidly. A major reform is planned to create an integrated LTC system with standardized assessment, unified governance, expanded community-based services, and sustainable integrated financing including both public and private sources. The reform aims to shift spending from institutions to home and community-based care. Pilot programs will test solutions before full implementation of the new LTC system.
The document discusses the effects of the economic crisis on international migration flows. It notes that the crisis led to return migration of some workers, reduced migration levels, and decreased remittances. Governments responded by unveiling anti-migration policies like lowering quotas, strengthening requirements, and promoting voluntary return programs. Examples of specific policies from countries like the US, UK, Spain, and others are provided. The document concludes with recommendations such as modifying labor policies to encourage voluntary returns, incorporating international labor standards, and efforts to create jobs and absorb returning migrants in origin countries.
Ageing: Fiscal implications and policy responses -- Christian Lorenz, GermanyOECD Governance
The document discusses Germany's long-term care (LTC) system and a newly created LTC precaution fund. Key points:
- Germany has a separate social LTC insurance pillar funded by contributions that is managed similarly to but independently from its health care system.
- LTC expenditures are expected to double or triple as a percentage of GDP by 2060 due to demographic aging, making reforms necessary.
- The new LTC precaution fund will stabilize LTC premiums starting in 2035 by collecting contributions now and investing them to be drawn upon when more funding is needed to cope with the aging population.
In the first in a series of NCVO Brexit seminars in collaboration with UK in a Changing Europe, Thomas Leeper, associate professor in politics at the London School of Economics, explored the latest trends and insight into public attitudes to Brexit.
The document summarizes the agenda and key topics from a Greater Manchester Good Employment Charter Supporters' Network Event on March 11, 2020. The event included an employment law update covering recent changes to statutory payments and legislation, a discussion of Charter development, and implications of recent legal cases. Public health guidance related to COVID-19 was also provided. Upcoming consultations on topics like parental leave and one-sided flexibility were outlined.
The document discusses the implications of Brexit for charities in the UK. It provides updates on key Brexit milestones such as triggering Article 50 and agreeing to an implementation period. It outlines how the Office for Civil Society can help charities understand Brexit impacts. Brexit may affect EU funding for charities, freedom of movement for EU citizens working in the sector, and EU laws and regulations that charities operate under. The future is uncertain but the sector is encouraged to provide views to help shape policies on these issues.
A presentation given by Micheál Collins from the Nevin Economic Research Institute (NERI) to the NICVA Centre for Economic Empowerment (CEE) Basic Income Masterclass on 16 May 2014. See http://www.nicva.org/news/basic-income-masterclass for more.
The federal minimum wage is $7.25 per hour for most workers. CBO has examined how increasing the federal minimum wage to $10, $12, or $15 per hour by 2025 would affect employment and family income. Increasing the minimum wage would have two principal effects on low-wage workers. For most of them, earnings and family income would increase, which would lift some families out of poverty. But other low-wage workers would become jobless, and their family income would fall—in some cases, below the poverty threshold.
Belgium has a population of 11.3 million people and its capital and largest city is Brussels. The main industries are energy, construction, and manufacturing. The average household income is less than the OECD average, but Belgium has a social welfare system and the standard of living is high. Unemployment has increased in recent years to 7.5% and income inequality exists, though not as large a gap as in the US. Employees receive many benefits including a 13th month bonus, vacation time, and health insurance paid for by employers. Labor unions represent over 60% of workers and collective bargaining is common.
The document discusses Sweden's economic policy and strategies to address unemployment. It outlines three goals: increase labor supply, increase labor demand, and improve job matching. The government's policies aim to achieve these goals through various measures like tax credits, labor market programs, job guarantees for youth, and reducing barriers to employment. Recent analyses indicate these policies will likely decrease equilibrium unemployment by 1-2 percentage points. The largest threat in an economic crisis is not unemployment itself but people leaving the labor force, so policies focus on protecting employability and keeping the unemployed active.
Gail Irvine, Carnegie UK Trust, Fulfilling work in Ireland presented at the 6th Annual NERI Labour Market Conference in association with the Whitaker Institute, NUI Galway, 22nd May, 2018.
A presentation given by Maureen O'Reilly to the NICVA Centre for Economic Empowerment (CEE) Basic Income Masterclass on 16 May 2014. See http://www.nicva.org/news/basic-income-masterclass for more.
The document summarizes upcoming budget advocacy events in Uganda being organized by Civil Society Budget Advocacy Group and other organizations. It provides details of three high-level budget dialogues on May 21st and 29th to discuss taxation and public expenditure. It also previews CSBAG's advocacy activities, including media discussions on television and a public policy dialogue on agricultural financing. The document aims to keep stakeholders informed about issues being discussed around Uganda's national budget for fiscal year 2013/14.
This document discusses China's new social insurance law and its impact on foreign businesses. Key points include: foreign employees and employers are now required to contribute to China's social insurance funds; contribution rates vary by city but employers typically pay around 30-35% of salaries while employees pay around 10%; implementation has been uneven and many details around benefits are still uncertain; foreign businesses should consult professionals to ensure they understand and comply with their responsibilities and local regulations.
The pension system in the Netherlands is undergoing significant reforms that will impact both employers and employees. The state pension age and standard pension retirement age are being increased to 67 to adapt to rising life expectancies. At the same time, the Financial Assessment Framework for pension funds is being revised, lowering the maximum accrual rates for pension schemes. These changes will require employers to modify their pension plans and employees to work longer before receiving their full pensions.
The document discusses the challenges facing workers in England's social care sector. It notes that while demand for social care services is increasing, funding has decreased in recent years. This has resulted in low wages and poor working conditions for the sector's 1.4 million frontline workers. The introduction of the National Living Wage will improve pay for many workers but could cost the sector £2.3 billion annually. Finding this additional funding presents challenges, and increasing public funding appears to be the most viable option to ensure proper support and wages for social care workers moving forward.
The document summarizes Kenya's wage bill issues and the ongoing teachers strike. It notes that the teachers strike without notice and exams are approaching, putting the education system in chaos. It also discusses how doubling teachers' allowances instead of salaries led to court battles and increased the wage bill. Finally, it argues that lack of leadership credibility and commitment to good governance is responsible for Kenya's current economic problems, and that tackling corruption and inflation could attract more investment.
Brexit will have wide-ranging impacts on the UK's voluntary sector. The document outlines the political process of Brexit, including Theresa May's approach and the negotiations between the UK and EU. It also discusses potential regulatory changes affecting UK charities derived from EU law and various cross-cutting issues like employment, data protection, and VAT that will need to be addressed.
Long-term care: Integrating health and social care -- Eva Zver, SloveniaOECD Governance
The document discusses key budgetary challenges for long-term care (LTC) in Slovenia. The current LTC system is fragmented across different social programs and lacks a uniform system. Expenditure on LTC is lower than OECD averages and private LTC spending is growing rapidly. A major reform is planned to create an integrated LTC system with standardized assessment, unified governance, expanded community-based services, and sustainable integrated financing including both public and private sources. The reform aims to shift spending from institutions to home and community-based care. Pilot programs will test solutions before full implementation of the new LTC system.
The document discusses the effects of the economic crisis on international migration flows. It notes that the crisis led to return migration of some workers, reduced migration levels, and decreased remittances. Governments responded by unveiling anti-migration policies like lowering quotas, strengthening requirements, and promoting voluntary return programs. Examples of specific policies from countries like the US, UK, Spain, and others are provided. The document concludes with recommendations such as modifying labor policies to encourage voluntary returns, incorporating international labor standards, and efforts to create jobs and absorb returning migrants in origin countries.
Ageing: Fiscal implications and policy responses -- Christian Lorenz, GermanyOECD Governance
The document discusses Germany's long-term care (LTC) system and a newly created LTC precaution fund. Key points:
- Germany has a separate social LTC insurance pillar funded by contributions that is managed similarly to but independently from its health care system.
- LTC expenditures are expected to double or triple as a percentage of GDP by 2060 due to demographic aging, making reforms necessary.
- The new LTC precaution fund will stabilize LTC premiums starting in 2035 by collecting contributions now and investing them to be drawn upon when more funding is needed to cope with the aging population.
In the first in a series of NCVO Brexit seminars in collaboration with UK in a Changing Europe, Thomas Leeper, associate professor in politics at the London School of Economics, explored the latest trends and insight into public attitudes to Brexit.
The document summarizes the agenda and key topics from a Greater Manchester Good Employment Charter Supporters' Network Event on March 11, 2020. The event included an employment law update covering recent changes to statutory payments and legislation, a discussion of Charter development, and implications of recent legal cases. Public health guidance related to COVID-19 was also provided. Upcoming consultations on topics like parental leave and one-sided flexibility were outlined.
The document discusses the implications of Brexit for charities in the UK. It provides updates on key Brexit milestones such as triggering Article 50 and agreeing to an implementation period. It outlines how the Office for Civil Society can help charities understand Brexit impacts. Brexit may affect EU funding for charities, freedom of movement for EU citizens working in the sector, and EU laws and regulations that charities operate under. The future is uncertain but the sector is encouraged to provide views to help shape policies on these issues.
A presentation given by Micheál Collins from the Nevin Economic Research Institute (NERI) to the NICVA Centre for Economic Empowerment (CEE) Basic Income Masterclass on 16 May 2014. See http://www.nicva.org/news/basic-income-masterclass for more.
The federal minimum wage is $7.25 per hour for most workers. CBO has examined how increasing the federal minimum wage to $10, $12, or $15 per hour by 2025 would affect employment and family income. Increasing the minimum wage would have two principal effects on low-wage workers. For most of them, earnings and family income would increase, which would lift some families out of poverty. But other low-wage workers would become jobless, and their family income would fall—in some cases, below the poverty threshold.
Belgium has a population of 11.3 million people and its capital and largest city is Brussels. The main industries are energy, construction, and manufacturing. The average household income is less than the OECD average, but Belgium has a social welfare system and the standard of living is high. Unemployment has increased in recent years to 7.5% and income inequality exists, though not as large a gap as in the US. Employees receive many benefits including a 13th month bonus, vacation time, and health insurance paid for by employers. Labor unions represent over 60% of workers and collective bargaining is common.
The document discusses Sweden's economic policy and strategies to address unemployment. It outlines three goals: increase labor supply, increase labor demand, and improve job matching. The government's policies aim to achieve these goals through various measures like tax credits, labor market programs, job guarantees for youth, and reducing barriers to employment. Recent analyses indicate these policies will likely decrease equilibrium unemployment by 1-2 percentage points. The largest threat in an economic crisis is not unemployment itself but people leaving the labor force, so policies focus on protecting employability and keeping the unemployed active.
Gail Irvine, Carnegie UK Trust, Fulfilling work in Ireland presented at the 6th Annual NERI Labour Market Conference in association with the Whitaker Institute, NUI Galway, 22nd May, 2018.
A presentation given by Maureen O'Reilly to the NICVA Centre for Economic Empowerment (CEE) Basic Income Masterclass on 16 May 2014. See http://www.nicva.org/news/basic-income-masterclass for more.
The document summarizes upcoming budget advocacy events in Uganda being organized by Civil Society Budget Advocacy Group and other organizations. It provides details of three high-level budget dialogues on May 21st and 29th to discuss taxation and public expenditure. It also previews CSBAG's advocacy activities, including media discussions on television and a public policy dialogue on agricultural financing. The document aims to keep stakeholders informed about issues being discussed around Uganda's national budget for fiscal year 2013/14.
This document discusses China's new social insurance law and its impact on foreign businesses. Key points include: foreign employees and employers are now required to contribute to China's social insurance funds; contribution rates vary by city but employers typically pay around 30-35% of salaries while employees pay around 10%; implementation has been uneven and many details around benefits are still uncertain; foreign businesses should consult professionals to ensure they understand and comply with their responsibilities and local regulations.
CIPD Employment Law Update slideshow May 16Ben Power
Springhouse Solicitors Ltd presentation to the Chartered Institute of Personnel and Development, Surrey on updates in employment law at University of Surrey.
HR Think Tank Series - DLA Piper Presentation - The People Issues of BrexitKatie Barr
Following our HR Leadership Think Tank held on 7th February 2019, here is the presentation delivered by Legal Director, Jonathan Hearn (DLA Piper). This presentation captures four possible Brexit-related scenarios and the respective impact they are likely to have on UK workforces from an HR perspective.
This document provides an employment law update from Philip Bundy, a senior employment law adviser. It summarizes recent reforms to exit pay in the public sector, including a £95k cap and recovery of some exit payments. It also discusses legislative changes like new rules for trade union check off and facility time reporting. Recent case law is summarized, including cases related to minimum wage for sleeping time, holiday pay calculation, and discrimination in paternity leave. Brexit and the Taylor review of employment status are also briefly discussed.
This session will provide an update on where we are with all matters pay related: Progress of the Pay Spine/NLW negotiations for 2018, IR35 updates, £95k cap and £80k redundancy
In this forum we looked at updates in different areas of law including:
- Commercial Law – six changes to contract law that you might have missed over the last six months
- Employment Law – what’s new, what’s changed, your questions answered
- Data Protection - looking at ICO investigations and news, ahead of GDPR coming into force
- Competition Law – what's new, will the post Brexit world be different and the evolving position in relation to online reselling restrictions
- Regulatory Update - in-house lawyers and legal privilege and impact of the new sentencing guidelines for health and safety offences.
In this forum we looked at updates in different areas of law including:
- Commercial Law – six changes to contract law that you might have missed over the last six months
- Employment Law – what’s new, what’s changed, your questions answered
- Data Protection - looking at ICO investigations and news, ahead of GDPR coming into force
- Competition Law – what's new, will the post Brexit world be different and the evolving position in relation to online reselling restrictions
- Regulatory Update - in-house lawyers and legal privilege and impact of the new sentencing guidelines for health and safety offences.
Pensions and Auto-Enrolment document discusses:
1) The need for pension reforms due to increased job mobility, funding problems from final salary pensions, and an aging population.
2) The UK government's solution of requiring all employers to offer a workplace pension through automatic enrollment of eligible employees by 2018, with minimum contribution rates that increase over time.
3) Employers' responsibilities to choose a pension provider, communicate the changes, ensure compliance, and face penalties for noncompliance.
One of the most comprehensive and affordable Employment Law events for HR and business professionals on the North-West business calendar.
Recent and forthcoming legislation
NDAs, whistleblowing & sexual harassment
Off-payroll working (IR35)
Case Law update
Information and consultation of employees
Mental health - Legal obligations and responsibilities
Panel Q&A Your questions answered
Our Experts
Mark Hammerton is a Partner (Human Resources Practice Group) with substantial experience in employment law. He is an expert in TUPE, restructuring, whistleblowing, complex disciplinary/grievance matters, executive severance, mass equal pay claims and employment status (including agency workers).
Jenny Mann is a Senior Associate (Human Resources Practice Group) handling both contentious and non contentious matters, providing pragmatic advice to employers on a wide range of employment issues.
Chloe Themistocleous is an Associate specialising in Employment Law. She has a wealth of experience in Tribunal litigation, including claims for unfair dismissal, all types of discrimination and whistleblowing. Chloe has also successfully conducted large scale redundancy litigation cases involving up to 350 parties. In addition to her Employment Tribunal work, Chloe provides employment law and human resources advice and training to businesses
James Boffey (Trainer in Good Practice Services) is a regular at our masterclasses and always delivers highly engaging and informative sessions. This year with increased focus on wellbeing, James discussed the legal obligations and requirements for employers on mental health. James has worked with a range of public and private sector organisations across the North West and provides advice, training and support to both staff and management; improving employment relations and business performance.
The document summarizes major UK welfare reforms being implemented between 2011-2017, including:
1) Migration to Employment and Support Allowance (ESA) and Work Programme, with less referrals to the latter than expected.
2) Introduction of flat-rate state pension and increase in pension age.
3) Tax credit changes reducing amounts and tightening eligibility.
4) Measures in the Welfare Reform Act 2012 replacing benefits and increasing conditionality, such as the household benefit cap.
The document summarizes major UK welfare reforms being implemented between 2011-2017, including:
1) Migration to Employment and Support Allowance (ESA) and Work Programme, with concerns about fewer referrals to the latter.
2) Introduction of flat-rate state pension and increasing pension age to 67 by 2028.
3) Tax credit changes reducing amounts and tightening eligibility rules.
4) Implementation of Personal Independence Payment to replace Disability Living Allowance for working-age claimants.
5) Introduction of a household benefit cap and limits to social housing sizes eligible for full housing benefit.
6) Rollout of Universal Credit to gradually replace six working-age benefits by 2017.
At these events we present an overview of what we consider to be the most significant cases decided in 2016, and what they teach us about managing your workforce. We won’t just tell you the law – we will tell you what you need to do about it.
We also cover what is coming up in 2017, and how you can get ready for what will be another busy year in employment law.
Topics discussed include:
• working time/travel time
• social media
• discrimination and whistleblowing update
• Modern Slavery Act
• privacy in the workplace
• preparing for the Gender Pay Gap
• what’s coming up in 2017.
Beneplan Annual HR and Employment Law Workshop - Joel Gomes PresentationBeneplan
Joel Gomes presented on upcoming changes to Ontario's employment and labour laws. Major changes include increasing the minimum wage to $15/hour by 2019, expanding personal emergency leave provisions, and strengthening unionization processes. Employers need to review policies, communicate changes, and ensure compliance with the Employment Standards Act and Accessibility for Ontarians with Disabilities Act to avoid hefty penalties. Beneplan HR Advisory services have assisted over 140 clients with issues like benefits administration, terminations, and compliance requirements. Keeping informed of legislative changes and improving employee communication were emphasized.
In this forum we looked at updates in different areas of law including:
- Commercial Law – six changes to contract law that you might have missed over the last six months
- Employment Law – what’s new, what’s changed, your questions answered
- Data Protection - looking at ICO investigations and news, ahead of GDPR coming into force
- Competition Law – what's new, will the post Brexit world be different and the evolving position in relation to online reselling restrictions
- Regulatory Update - in-house lawyers and legal privilege and impact of the new sentencing guidelines for health and safety offences.
This presentation covers national legislative update and state updates specific to employers headquartered in Oregon, Washington, and Montanta. Additionally, we will address recent events including the potential impact of the new tax plan on employee benefits, EEOC wellness rules updates and updates to the ACA.
For further information, please contact The Partners Group:
https://www.tpgrp.com/contact-partner...
For over 35 years The Partners Group has been serving the financial and insurance needs of employers, medical professionals, and successful individuals with services including employee benefits and business consulting, retirement planning, investment services, commercial and individual insurance. We have built our business from the ground up to ensure we are a thriving organization for the next 35 years. Although we have developed a national network and reputation, you can count on our local commitment and service. We deliver through the hard work of over 140 teammates, who tirelessly provide results greater than the sum of our parts. The Partners Group has offices in Portland, Lake Oswego, and Bend OR; Bellevue, WA; and Bozeman, MT. https://www.tpgrp.com
Subscribe to our email list for additional helpful tips:
https://www.tpgrp.com/subscribe/
Phil Nilson, Employer Team, Business Customer Unit, HMRC
A topical update on payroll matters from HMRC’s perspective covering what you need to know now, as well as in the medium and long-term.
In this forum we looked at updates in different areas of law including:
- Commercial Law – six changes to contract law that you might have missed over the last six months
- Employment Law – what’s new, what’s changed, your questions answered
- Data Protection - looking at ICO investigations and news, ahead of GDPR coming into force
- Competition Law – what's new, will the post Brexit world be different and the evolving position in relation to online reselling restrictions
- Regulatory Update - in-house lawyers and legal privilege and impact of the new sentencing guidelines for health and safety offences.
Webinar - Pay Transparency Legislation Series Ep 7 EMEAPayScale, Inc.
Join Payscale’s Chief Product Evangelist, Ruth Thomas and Senior Corporate Attorney- Employment, Lulu Seikaly as they discuss emerging global pay transparency legislation and best practices for remaining compliant.
Similar to Browne Jacobson HR for Education Conference 2017 - Employment law update (20)
Employment law update - Browne Jacobson Exeter - 06 February 2020Browne Jacobson LLP
These seminars are aimed at anyone who deals with employment law on a day to day basis, including HR Managers and HR Directors.
At these events we will present an overview of what we consider to be the most significant developments in 2019, and what they teach us about managing your workforce – together with our practical tips.
You will also hear about what is coming up in 2020, and how you can get ready for what will be another busy year in employment law.
This document discusses school exclusions and provides guidance on the topic. It begins with an overview of the exclusions landscape and key documents related to exclusions. It then outlines prospective changes being made to exclusions policy, including recommendations from the Timpson Review. The exclusions process is explained as a multi-stage process involving the head teacher's decision, governing board review, and potential independent review panel. Finally, tips are provided to avoid common pitfalls in the exclusions process related to issues like SEND, documentation, and timelines.
Procurement workshop training slides - Birmingham sessionBrowne Jacobson LLP
Managing procurement risks and challenges aims to increase understanding of procurement processes and risks, and knowledge of risk mitigation strategies. The document outlines several procurement stages and associated risks, including pre-market engagement, selection, tendering, contract award, and modifications. Key risks include challenges from bidders, non-compliance with regulations, undisclosed evaluation criteria, and substantial contract changes. Mitigation strategies include transparency, equal treatment of bidders, thorough documentation, and compliance with regulations.
Local authority acquisition and disposal of land - July 2019Browne Jacobson LLP
Ongoing austerity requires authorities to “sweat their assets” and land holdings are a significant focus for the generation of revenue and capital. These slides cover commercial and public law considerations in relation to:
- Powers to acquire land
- Powers to invest through land acquisition including investment purchases
- Potential barriers to disposal
- Powers to appropriate land
- Planning permission
- Powers to dispose of land
- Pre-conditions relating to disposal of land
- A capital receipt or a revenue stream
- Development vehicles and options
- Who do you need to be able to satisfy as to the legality of land transactions
Your employees, their future employers, and your intellectual property - July...Browne Jacobson LLP
Innovation and creativity is driven by your people. How do you as a business encourage innovation, capture the relevant IP assets and reward your innovators? What happens when a key individual leaves the business – how do you ensure that your R&D crown jewels remain legitimately protected? In a market of ever increasing competitive collaboration, setting up the right strategy to ensure the appropriate safeguards are in place and are communicated to your employees is important.
At this Public Sector Planning Club we reviewed:
- Recent developments in planning law, including cases and guidance
- Consideration of the use of planning conditions, including the appropriate use of pre-commencement conditions
- The powers available for stopping up and diverting highways, when these may be used, and points to consider
Browne Jacobson, Deloitte and DoctorLink are pleased to invite you to our first joint health tech seminar with leading industry thought leaders. This will be a practical session, sharing experience from across the NHS and beyond to inform options on how to improve services, break down silos and focus on population health outcomes.
This event is exclusively for Commissioners, GPs, and Policymakers keen to understand how new integrated care systems and models of care can meet the needs of their local population and can be implemented pragmatically and affordably to drive improvement goals and achieve better health, better care and better value.
Education Law Conference Manchester - Monday 10 June 2019Browne Jacobson LLP
1. Implement a clear, well-publicized complaints procedure that outlines appropriate steps and timelines.
2. Address social media issues promptly by controlling the narrative and responding diplomatically or ignoring depending on the circumstances.
3. Understand when the law can help, such as the Protection from Harassment Act for addressing vexatious complaints.
4. Escalate complaints appropriately and clarify the desired outcome to resolve issues efficiently. Stand back when complaints are really about private disputes rather than the school.
Designed to inform, challenge and enliven your perspectives, our packed agenda was designed to provide innovative ideas and fresh perspectives. With a headline session on the management of transgender children needs within a school setting, we aim to provide you with the advice and guidance that the sector currently lacks.
Other topics included:
learning from child death inquests
good governance – so much more than compliance
managing difficult parents and their complaints.
The IICSA has a number of investigative streams, and one of its areas of focus is Accountability and Reparations. It has already recommended that the Government sets up a Payment Scheme for former Child Migrants, and the Government has acted upon it.
Is a redress scheme the way forward for abuse claims? How might it impact your organisation? We are helping more and more organisations explore the pros and cons of redress schemes so that they can decide whether a scheme is right for them and what the longer term impacts might be.
Our Birmingham Claims Club event will cover the following:
- Civil Liability Act 2018
- Freedom of Information Act requests - including 'Information Law, why is it relevant?'
- Brexit and local government
Our London Claims Club event will cover the following:
- Civil Liability Act 2018
- Freedom of Information Act requests - including 'Information Law, why is it relevant?'
- Brexit and local government
Our Admin and Public Law seminar, chaired by Sir Robert Devereux, former Permanent Secretary for the Department for Work and Pensions was held on Thursday 4 April, covering the following topics:
- 'wearing two hats' - managing the legal risks of conflicts of interest and allegations of pre-determination/bias
- information law update session - freedom of information (FOI) cases, General Data Protection Regulation (GDPR)
- case law update
- judicial review - tactics for dealing with judicial review and case law
In this webinar recording, Selina Hinchliffe, Alex Kynoch, Nick Smee and Helen Jones hold a panel discussion covering some of the key state aid concepts and how this impacts ownership and licensing of intellectual property, both from a commercial partner, public body and university perspective.
Whilst you’ve been distracted with Brexit and what that means for your business, you’ve probably missed some significant changes in the law. In our March forum we covered:
- contract changes (what they mean to your supply chain, customers and suppliers)
- data protection (the challenges of becoming a 'third country')
- legal privilege and internal investigations (practical tips following SFO V ENRC)
- employment law (changes to employment law you need to be aware of)
- banking - your banking covenants (what to be aware of - particularly in the event of a downturn ahead)
- property (end of lease issues for business owners).
For further training and resources visit our webpage - https://www.brownejacobson.com/sectors-and-services/sectors/in-house-legal
Every business, and every in house lawyer, will at some point be involved with an enquiry, an investigation, or potential litigation. During litigation, documents – including emails, attendance notes and reports – which are relevant to the litigation may have to be disclosed if they are not privileged.
So businesses need to know how it can assess litigation risk or conduct an enquiry without creating documents that it then has to produce and which may be detrimental to its position. The law on this issue has recently been considered by the Court of Appeal in two key cases: WH Holding Ltd v E20 Stadium LLP and SFO v Eurasian Natural Resources Corp Ltd.
In this webinar recording, our experts Mark Daniels and Helen Simm provide you with the key information you need to identify these issues when they arise and to know how you can best protect your position.
We are all waiting with bated breath for the Supreme Court decision in CN & GN, a case which will have a huge practical impact on service providers. Previously the Court of Appeal was dismayed about the damages claims, that had been litigated with little regard to, or understanding of, the law and reality of social care practice. Some of the team involved in the case discus what might happen next, and analyse the practical effect for you of the Supreme Court judgment.
Whilst that judgment has been awaited many claims have been on ice, but to fill that gap we are seeing many of our clients being affected by:
- pressure to consider Redress Schemes
- the Independent Inquiry into Child Sexual Abuse
- claims being brought directly against them as fostering agencies
- claims under the Human Rights Act
- issues following the implementation of GDPR.
For further information and training visit our webpage - https://www.brownejacobson.com/insurance
In this practical session we explored the legal duties of directors and the difficulties which they may face. The session focussed on individuals who are directors for public sector companies, including their role, obligations and competing interests which may arise.
At our February planning club we covered the following topics:
- planning performance agreements
- expert evidence in planning inquiries
- certificates of lawful use.
For further information and training visit our webpage - https://www.brownejacobson.com/sectors-and-services/sectors/public-sector
Mental health, capacity and deprivation of liberty case law update, February ...Browne Jacobson LLP
Rebecca Fitzpatrick looks at some of the most recent leading cases in relation to the Mental Health Act and Deprivation of Liberty, including the Supreme Court’s important decisions of 'MM' and 'PJ' which consider the interaction between the Mental Health Act and deprivation of liberty in the community. Rebecca also covered the subsequent case of 'AB' which focuses on the role of the High Court’s inherent jurisdiction in these types of cases, and the recent final report from the Mental Health Act independent review chaired by Professor Sir Simon Wessely.
सुप्रीम कोर्ट ने यह भी माना था कि मजिस्ट्रेट का यह कर्तव्य है कि वह सुनिश्चित करे कि अधिकारी पीएमएलए के तहत निर्धारित प्रक्रिया के साथ-साथ संवैधानिक सुरक्षा उपायों का भी उचित रूप से पालन करें।
Sangyun Lee, 'Why Korea's Merger Control Occasionally Fails: A Public Choice ...Sangyun Lee
Presentation slides for a session held on June 4, 2024, at Kyoto University. This presentation is based on the presenter’s recent paper, coauthored with Hwang Lee, Professor, Korea University, with the same title, published in the Journal of Business Administration & Law, Volume 34, No. 2 (April 2024). The paper, written in Korean, is available at <https://shorturl.at/GCWcI>.
The Future of Criminal Defense Lawyer in India.pdfveteranlegal
https://veteranlegal.in/defense-lawyer-in-india/ | Criminal defense Lawyer in India has always been a vital aspect of the country's legal system. As defenders of justice, criminal Defense Lawyer play a critical role in ensuring that individuals accused of crimes receive a fair trial and that their constitutional rights are protected. As India evolves socially, economically, and technologically, the role and future of criminal Defense Lawyer are also undergoing significant changes. This comprehensive blog explores the current landscape, challenges, technological advancements, and prospects for criminal Defense Lawyer in India.
Guide on the use of Artificial Intelligence-based tools by lawyers and law fi...Massimo Talia
This guide aims to provide information on how lawyers will be able to use the opportunities provided by AI tools and how such tools could help the business processes of small firms. Its objective is to provide lawyers with some background to understand what they can and cannot realistically expect from these products. This guide aims to give a reference point for small law practices in the EU
against which they can evaluate those classes of AI applications that are probably the most relevant for them.
Receivership and liquidation Accounts
Being a Paper Presented at Business Recovery and Insolvency Practitioners Association of Nigeria (BRIPAN) on Friday, August 18, 2023.
Genocide in International Criminal Law.pptxMasoudZamani13
Excited to share insights from my recent presentation on genocide! 💡 In light of ongoing debates, it's crucial to delve into the nuances of this grave crime.
Synopsis On Annual General Meeting/Extra Ordinary General Meeting With Ordinary And Special Businesses And Ordinary And Special Resolutions with Companies (Postal Ballot) Regulations, 2018
Defending Weapons Offence Charges: Role of Mississauga Criminal Defence LawyersHarpreetSaini48
Discover how Mississauga criminal defence lawyers defend clients facing weapon offence charges with expert legal guidance and courtroom representation.
To know more visit: https://www.saini-law.com/
Lifting the Corporate Veil. Power Point Presentationseri bangash
"Lifting the Corporate Veil" is a legal concept that refers to the judicial act of disregarding the separate legal personality of a corporation or limited liability company (LLC). Normally, a corporation is considered a legal entity separate from its shareholders or members, meaning that the personal assets of shareholders or members are protected from the liabilities of the corporation. However, there are certain situations where courts may decide to "pierce" or "lift" the corporate veil, holding shareholders or members personally liable for the debts or actions of the corporation.
Here are some common scenarios in which courts might lift the corporate veil:
Fraud or Illegality: If shareholders or members use the corporate structure to perpetrate fraud, evade legal obligations, or engage in illegal activities, courts may disregard the corporate entity and hold those individuals personally liable.
Undercapitalization: If a corporation is formed with insufficient capital to conduct its intended business and meet its foreseeable liabilities, and this lack of capitalization results in harm to creditors or other parties, courts may lift the corporate veil to hold shareholders or members liable.
Failure to Observe Corporate Formalities: Corporations and LLCs are required to observe certain formalities, such as holding regular meetings, maintaining separate financial records, and avoiding commingling of personal and corporate assets. If these formalities are not observed and the corporate structure is used as a mere façade, courts may disregard the corporate entity.
Alter Ego: If there is such a unity of interest and ownership between the corporation and its shareholders or members that the separate personalities of the corporation and the individuals no longer exist, courts may treat the corporation as the alter ego of its owners and hold them personally liable.
Group Enterprises: In some cases, where multiple corporations are closely related or form part of a single economic unit, courts may pierce the corporate veil to achieve equity, particularly if one corporation's actions harm creditors or other stakeholders and the corporate structure is being used to shield culpable parties from liability.
8. Immediate consequences
• Fees have been abolished
• Fees paid since 2013 are repayable
• Old claims that previously couldn’t be afforded will be
brought?
11. Employment law to change?
Perhaps, but not just yet
• Article 50 triggered at the end of March 2017 – UK to leave
EU by 29 March 2019
• 2-year negotiation period (extensions can be agreed with EU)
during which EU law will still apply
• The Great Repeal Bill was introduced to the Commons in July
2017
• The Bill is expected to come into force on leaving the EU,
automatically transferring all EU Law into UK law
12. Government pledges
• In theory, the Great Repeal Bill would allow existing
employment law to be stripped back after March 2019,
particularly employment rights contained in secondary
legislation (agency worker protection, working time
regulations etc.)
• However, PM and Secretary of State for Brexit have made
assurances that UK employment law will remain untouched
13. What about EU staff?
• Currently around 2.9 million citizens of other EU countries
living in the UK - 82% of these are working
• Still have the right to live and work freely in the UK
• Right of permanent residency?
• Rights of non-EU skilled workers
– Refusal to hire EU candidates is grounds for discrimination
before Brexit implementation date
• The end of free movement?
14. What about UK workers?
• Over 1.3 million UK nationals also live abroad in EU countries
• British expats could lose right to visa-free employment in
EU/EEA countries
• Employers may find they have to comply with more
restrictive rules for employees based outside UK
15. The future
• The assurances of the prime minister does not bind her
government, even less so future governments
• Long term, there is a possibility that some of the more
unpopular EU derived regulations, such as agency worker
regulations or holiday pay, may be amended
• In the short term, it is important to remember that freedom
of movement is by no means guaranteed, particularly if a
‘hard-Brexit’ occurs in March 2019
17. Case update – Reasonable adjustments
G4S Cash Solutions (UK) Ltd v Powell
I want to be employed in
a more junior position
but be paid the same
18. Case update - Dismissal
City of York Council v Grosset 2017
Employee shows 18 rated
film to vulnerable
students, is there any
risk in dismissing?
19. Case update - Suspension
Agoreyo v London Borough of Lambeth [2017]
Can suspension ever
really be a neutral act?
20. Case update – the Christmas party
Bellman v Northampton Recruitment ET 2016
If your employees need
to get into a fight, they
should probably do it
after 3am
25. The obligation
• requirement since 31 March 2017
• 250 employees (including ‘workers’)
• publication must be within 12 months
• publish a statement on the website; and
• to the government for publication online
26. What needs to be published?
• the difference in mean and median hourly pay between male
and female full-pay employees;
• the difference in mean and median bonus pay between male
and female employees;
• the proportion of male and female employees receiving a
bonus payment; and
• the proportion of male and female full-pay employees in
each 4 pay quartiles