This document provides an overview of Liberian labour law, covering compulsory employment conditions such as equal treatment, wages, probation, working hours, overtime, holidays and other leave, sick leave, benefits, and social security and tax issues. It also discusses conditions not covered by law, employing foreign workers, disciplinary measures, and drafting employment contracts. Key points include requirements for equal pay regardless of attributes, limitations on working hours and overtime pay, entitlements to various types of leave, and obligations when employing foreign nationals including repatriation. Employers have discretion over additional benefits and conditions not specified in law.
Labor Code: Unfair labor practices are violations of the constitutional rights of workers and employees to self-organization. These illegal practices are considered inimical to the legitimate interests of both labor and management. These unfair practices are likewise prejudicial to the labor and management’s right to bargain collectively, and otherwise deal with each other in an atmosphere of freedom and mutual respect. These practices disrupt industrial peace and hinder the promotion of healthy and stable labor-management relations.
Just Causes: Valid Grounds for Dismissing an Employee. The Labor Code authorizes the employer to dismiss an employee based on just causes: serious misconduct, willful disobedience (insubordination), gross and habitual neglect of duties, fraud, willful breach of trust, loss of confidence, commission of a crime or offense, analogous cause, gross inefficiency. Just cause is part of substantive due process in Philippine Labor Law.
Labor Code: Unfair labor practices are violations of the constitutional rights of workers and employees to self-organization. These illegal practices are considered inimical to the legitimate interests of both labor and management. These unfair practices are likewise prejudicial to the labor and management’s right to bargain collectively, and otherwise deal with each other in an atmosphere of freedom and mutual respect. These practices disrupt industrial peace and hinder the promotion of healthy and stable labor-management relations.
Just Causes: Valid Grounds for Dismissing an Employee. The Labor Code authorizes the employer to dismiss an employee based on just causes: serious misconduct, willful disobedience (insubordination), gross and habitual neglect of duties, fraud, willful breach of trust, loss of confidence, commission of a crime or offense, analogous cause, gross inefficiency. Just cause is part of substantive due process in Philippine Labor Law.
If you hire any form of contract labour; security guards to house-keeping staff, Labour Law compliances apply to you, the principal employer. Are you compliant?
In this presentation, you’ll learn:
- How to gain complete visibility into contract labour management processes
- Importance of labour laws covered under the Contract Labour Act
- About the Compliance Checklist for the principal employer & contractor
- The dos and don’ts during inspection
A short PowerPoint Presentation on Employee Absenteeism - Meaning and definition ,Causes, Types, Advantage and Disadvantage &
Measures to control absenteeism.
The Workmen's Compensation Act, 1923 is one of the important social security legislations. It aims at providing financial protection to workmen and their dependants in case of accidental injury by means of payment of compensation by the employers.
There must be a casual connection between the injury/accident and the work done in the course of employment
The onus is upon the applicant to show that it was the work and the resulting strain which contributed to or aggravated the injury
It is not necessary that the workman must be actually working at the time of his death or that death must occur while he was working or had just ceased to work.
A bonus payment is usually made to employees in addition to their base salary as part of their wages or Salary. While the base salary usually is a fixed amount per month, bonus payments more often than not vary depending on known criteria, such as the annual turnover, or the net number of additional customers acquired, or the current value of the stock of a public company. Thus bonus payments can act as incentives for managers attracting their attention and their personal interest towards what is seen as gainful for their companies' economic success. There are widely‐used elements of pay for performance and working well in many instances, including when a fair share of an employees participation in the success of a company is desired. There are, however, problematic instances, most notably when bonus payments are high. When they are tied to possibly short-lived figures such as an increase in monthly turnover, or cash flow generated from an isolated marketing action, such figures often do not reflect a solid reliable win for a company, and they certainly do not reflect a manager's lasting efforts to the company's best. On the contrary, such figures are prone to being adjusted or even manipulated to the benefit of those employees who are responsible for reporting them, while they are already planning their leave with a golden handshake.
Apart from the various acts concerning children, The Indian Penal Code (IPC) also has a list of offences against children. According to the sections 82 and 83 of the IPC a child who commits a crime and is below the age of seven is not considered to have committed a crime. A child who is between the ages of seven and twelve and is deemed to have immature understanding about the consequences of his/her actions is also considered incapable of committing a crime.
If you hire any form of contract labour; security guards to house-keeping staff, Labour Law compliances apply to you, the principal employer. Are you compliant?
In this presentation, you’ll learn:
- How to gain complete visibility into contract labour management processes
- Importance of labour laws covered under the Contract Labour Act
- About the Compliance Checklist for the principal employer & contractor
- The dos and don’ts during inspection
A short PowerPoint Presentation on Employee Absenteeism - Meaning and definition ,Causes, Types, Advantage and Disadvantage &
Measures to control absenteeism.
The Workmen's Compensation Act, 1923 is one of the important social security legislations. It aims at providing financial protection to workmen and their dependants in case of accidental injury by means of payment of compensation by the employers.
There must be a casual connection between the injury/accident and the work done in the course of employment
The onus is upon the applicant to show that it was the work and the resulting strain which contributed to or aggravated the injury
It is not necessary that the workman must be actually working at the time of his death or that death must occur while he was working or had just ceased to work.
A bonus payment is usually made to employees in addition to their base salary as part of their wages or Salary. While the base salary usually is a fixed amount per month, bonus payments more often than not vary depending on known criteria, such as the annual turnover, or the net number of additional customers acquired, or the current value of the stock of a public company. Thus bonus payments can act as incentives for managers attracting their attention and their personal interest towards what is seen as gainful for their companies' economic success. There are widely‐used elements of pay for performance and working well in many instances, including when a fair share of an employees participation in the success of a company is desired. There are, however, problematic instances, most notably when bonus payments are high. When they are tied to possibly short-lived figures such as an increase in monthly turnover, or cash flow generated from an isolated marketing action, such figures often do not reflect a solid reliable win for a company, and they certainly do not reflect a manager's lasting efforts to the company's best. On the contrary, such figures are prone to being adjusted or even manipulated to the benefit of those employees who are responsible for reporting them, while they are already planning their leave with a golden handshake.
Apart from the various acts concerning children, The Indian Penal Code (IPC) also has a list of offences against children. According to the sections 82 and 83 of the IPC a child who commits a crime and is below the age of seven is not considered to have committed a crime. A child who is between the ages of seven and twelve and is deemed to have immature understanding about the consequences of his/her actions is also considered incapable of committing a crime.
Dear Seniors & Friends,
Sharing the PPT on "Labour Laws in India" with Various Act under the Labour Law. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Thanks & Regards,
Anshu Shekhar Singh
M- 9999 844 355
it consist of all module of the project.this project is based on database.this project reduce paper work and reduce time delay regarding leave permission.
Morgenbooster #72 | How to build an innovation lab1508 A/S
Se eller gense Morgenboosteren og få indblik i, hvad der skal til for at etablere robuste innovationslaboratorier, der overlever, når den første runde af begejstring og gule sedler har lagt sig.
Se video her: http://1508.dk/morgenbooster/how-to-build-an-innovation-lab/
Deloitte Football Money League - Planet FootballDeloitte UK
Welcome to the 20th edition of the Deloitte Football Money League in which we profile the highest revenue generating clubs in world football. Published just eight months after the end of the 2015/16 season, the Money League is the most contemporary and reliable analysis of the clubs’ relative financial performance.
To read the full report, visit www.deloitte.co.uk/dfml
Canadian Employment Law 101 for U.S. Legal & HRNow Dentons
Canadian Employment Law 101 for U.S. Legal & HR includes Key differences U.S. vs. Canadian Employment Law, Background Checking, Education/Professional Certification Checks and Credit Checks.
Calculating Holiday Pay and Overtime : Employment Law Presentation by IBBIBB Law
Employment law seminar: A helping hand with holiday pay
For employment law advice for businesses and HR Managers visit: http://www.ibblaw.co.uk/service/employment/employment-law-businesses
We recently reported on the EAT’s decision in Bear Scotland which confirmed that aspects of overtime should be included for the purpose of calculating holiday pay (even where workers have “normal hours of work”). Following on from that you are invited to attend our seminar which will cover:
1. A brief overview of relevant case law
2. Some of the outstanding tricky issues such
as the impact of other types of variable
earnings (commission, bonuses) on holiday
day calculations and calculation periods
3. What should employers do with employment
tribunal claims for holiday pay?
4. How should holiday pay now be calculated?
For employment law advice for employers on settlement agreements see: https://www.youtube.com/watch?v=t9WeOhXx6yI
For employment law advice on tribunals and employee dispute resolution see: http://www.ibblaw.co.uk/service/employment/employment-tribunals-and-dispute-resolution
For employment law advice on TUPE see: http://www.ibblaw.co.uk/service/employment/tupe
For employment law issues associated with UK, european and international mergers, acquisitions and disposals see: http://www.ibblaw.co.uk/service/employment/mergers-acquisitions
Evelyn was asked to speak before 50 women at the Business Women's Network of York Region November event. She prepared and presented a short primer of employment law as it effects employers, including dealing with such topics as: employment agreements; termination clauses; just cause; bad faith; applicable legislation.
In this webinar you will be able to understand purpose and definition of Fair Labor Standards Act. We will cover minimum wage and overtime requirements and exemptions. Ways to properly determine overtime eligibility as well as understanding the employer responsibilities under FLSA and learn best practices on defending against FLSA claims or lawsuits.
Topics discussed:
- New Legislation - Private Employers
- New Legislation - Public Employers
- Wage and Hour Law
- Disability, Discrimination and Medical Leaves
- Discrimination, Harassment and Retaliation
- Religion in the Workplace
- Update: Public Agency Case Studies
BB&K Labor & Employment Practice Group Presenters:
Alison Alpert, Partner (San Diego, CA)
Cynthia Germano, Partner (Riverside, CA)
Joseph Ortiz, Partner (Riverside, CA)
Arlene Prater, Partner (San Diego, CA)
Lowell Zeta, Associate (Riverside, CA)
U.S. Department of Labor Wage-Hour DivisionAlex Rudie
Corey Walton, of the U.S. Department of Labor, presented at MNRSA's Department of Labor Compliance Event held in September, 2018. Corey's presentation includes a ‘refresher’ on the basics of minimum wage, overtime, record keeping and child labor, as well as information on ‘hot-button’ wage-hour issues and how to deal with them.
Presentation that I used for management training on the Ontario Employment Standards Act (ESA). Provides an overview of regulations that apply to businesses in Ontario. Covers most Ontario employees with the exception of federal employees and a few others such as police officers, prison inmates, co-op students
Significant changes to overtime regulations may 25 2016Allyson Lewis
Join us for this free webinar!
The DOL published the final version of the much anticipated overtime exemption rule. This means that 4.2 million salaried, non-manufacturing workers nationwide will now be entitled to overtime, with a direct cost to employers of almost $1.5 billion in increased employee earnings.
During the webinar you will learn:
• How do the DOL’s new overtime exemption rules impact the current salary basis test and the salary level threshold required for exemption?
• When will the DOL’s final rules take effect?
• What can you do right now to prepare for new FLSA compliance obligations?
• Should you convert exempt workers to hourly status rather than pay increased weekly base salary?
• Should you rewrite your job descriptions? If so, how?
• Is your organization prepared for increased recordkeeping?
• What tools and resources does KPA offer for clients to comply with the new rule?
Kathryn Carlson will be presenting this educational webinar. Kathryn has over 25 years of human resources management experience and is a certified HR professional. For the past 13 years Kathryn has focused on developing HR software and programs to improve efficiency, reduce risk, and ensure compliance for companies ranging from small businesses to international.
Compliance with federal (as well as state) wage and hour laws returned to the forefront towards the end of the Obama administration when it appeared that the salary threshold that applied to exempt employees would be increased significantly. While the proposed change will not happen, the Trump administration has signaled that the threshold will nonetheless likely increase. Regardless of where the new threshold lands, employers must nonetheless be mindful of the risks posed by misclassifying individuals as exempt as well as by a host of practices that can imperil otherwise proper classification decisions. And while the federal government is no longer scrutinizing the use of independent contractors as closely today, employers must still be careful when relying on contractors. This webinar delves into the mistakes commonly made by employers and endeavors to provide attendees with the tools needed to help find and fix potential wage and hour pitfalls.
Part of the webinar series: Protecting Your Employee Assets: The Life Cycle Of The Employment Relationship 2022
See more at https://www.financialpoise.com/webinars/
3. 1. Compulsory employment
conditions
Equal treatment
Wages
Probation
Working hours
Overtime
Holiday
Other leave
Sick leave and medical treatment
Benefits
Social security and tax issues
4. A. Equal Treatment
Article 18 of the Constitution:
• Liberian citizens entitled to “equal opportunity
for work regardless of sex, creed, religion,
ethnic background, place of origin or political
affiliations”
Abusive language
• §72: racist remarks prohibited
$1000.00 fine may be imposed by Labor Court
deportation if offender is alien
5. B. Wages
Article 18 of the Constitution:
• All entitled to equal pay for equal work
Liberianization policy
• §75: “no alien employee shall be employed at a rate
different from that paid to Liberian citizens in similar
positions who have equal competence or length of
service”
• §1507.2: “equal treatment in respect of wages and
conditions of employment” between “alien” and
Liberian employees “having due regard to efficiency
and length of service”
6. Wages
Payment of wages
• at least monthly §1511.6
• in legal tender (i.e. money) §1511.2
• directly to employee or his family §1511.3
• not with alcohol §1511.1.(2)
• cannot oblige employee to spend wages
No deduction allowed except as allowed
by law §1511.7
7. C. Probation
§1500-A. Probation period:
• not less than 1 month
• not more than 3 month
Best practice:
• hold performance evaluation half way through
probation period
• evaluation should be made in writing and
employee asked to sign
8. D. Working Hours
§50: working day is 8 hours
§701.1: maximum hours of work
• 8 hours per day
• 48 hours per week
9. Working hours
§701.2: “flexi-time”?
• employee who works less than 8 hours on any
day of the week may be required to work
overtime on other days of the week
max. 9 hours per day
max. 48 hours per week
no overtime pay specified
10. Working hours
§704: Daily rest
• employees working 5+ hours a day
30 mins. break included in 8 hours
periods exceeding 30 mins. not included in 8 hours
§801: Weekly rest
• all employees
weekly rest period of no less than 24 hours per week
§705, 804: Notices at work
• employer should post:
“notice showing hours at which work begins and ends and daily rest
periods” and
“weekly rest program or schedule”
11. E. Overtime
§703: Overtime pay
• overtime “shall be paid at a rate not less than
fifty percent above the normal rate”
Example
regular wage for first 8 = $1.00 per hour
overtime pay = $1.50 per hour or above
§706: Overtime records
• Employer “shall keep an accurate record of”
overtime work
12. Authorised overtime
§701: Exceptional circumstances
• “Preparatory or compulsory work”- §701.4
max. 56 hours per week
• “work performed at irregular intervals” - §701.3(a)
• “work in which attendance at place of employment is
chief requisite” - §701.3 (b)
max. 12 hours per day / 72 hours per week
• “industry of seasonal nature” - §701.5
max. 56 hours per week
max. average 48 hours per week calendar year
►in all cases:
• overtime payable
13. Authorised overtime
§702.1: Exemptions to 8 hour work day
• actual or imminent disaster or accident
• urgent repairs to “plant, equipment, machinery or other property”
• prevent damage to perishable goods
no max. specified
• “work of vital public importance”
needs prior authorization from MOL
no max. specified
• “exceptional pressure of work”
max daily extra 2 hours
max. 200 hours in calendar year (i.e. max. 100 days of overtime)
►in all cases:
overtime probably payable
must notify MOL as soon as possible
14. F. Holiday
§802: Right to be paid on public holidays
§802: Right to rest on public holidays
• work on public holidays authorised if:
technical/economic reasons
nature of work means it “is carried on continuously”
necessary for “normal operation”
supplying public needs
or authorised “exemptions” under §702.1
• overtime payable for all hours worked - §803
15. G. Other leave
§901: right to paid annual leave
• first year of employment: 0 weeks
• second year of employment: 0 weeks
• third year of employment: 2 weeks
• fourth year of employment: 3 weeks
• fifth year of employment onwards: 4 weeks
§51: employees must be allowed leave to vote
• no deduction from salary allowed
right of employer to make deduction from salary under §5.2
of Elections Law – now repealed
16. Other leave
Regulation No 3 (p.203)
• female employee has right to paid maternity
leave of 3 months
• leave at full pay
• termination of employee for reason of
pregnancy is unlawful
compensation for wrongful dismissal is min. 3
months’ wages
17. H. Sick Leave & Medical Treatment
Not provided by law
• Supreme Court decision
12 sick days allowed per year
Medical treatment
• employer must provide medical treatment for
accidents at work - §3556
Incapacity following occupational injury/disease
suffered at work
• compensation payable under §§3500-3667
18. I. Benefits
No obligation to pay benefits
• employer remains free to decide whether to
pay medical insurance, education, transport,
telecommunications
• only consideration is equal treatment
19. J. Tax and Social Security
Employers under obligation to deduct tax at
source from employee’s salaries and pay to
Ministry of Finance monthly - §905, Tax Code
• tax rates in table set out at §200, Tax Code
Employers under obligation to deduct 3% social
security contribution at source from employee’s
salaries and pay to NASSCORP
Employers under obligation to pay 4.75% social
security contribution (in addition to 3%
employee’s contribution) to NASSCORP
20. K. Other compulsory conditions
§74 child labor prohibited
• child under 16 cannot be employed except
with MoL authorisation
21. 2. Conditions not covered by law
Relocation of employees
• employer decides own policy
obliged to repatriate foreign employees
In-country travel
• employer decides own policy
Additional benefits
• employer decides own policy
Only condition: “equal work, equal pay”
22. 3. Employing foreign workers
Liberian workers to be preferred
• Exemptions
Repatriation obligations
Working permits
Residence permits
23. Liberianization policy
Liberian workers to be preferred
• §75: all employers must hire Liberian workers
except agricultural and unskilled laborers
• §75: unlawful to hire alien employee
except “administrative, supervisory, or technical
positions”
or
unless first consulted “lists of qualified Liberian” kept
by MOL
» AND
no qualified Liberian available (list exhausted)
» OR
no qualified Liberian from the list is “capable of performing
the job to be filled”
24. Repatriation obligations
§1504.1: employer must pay for repatriation of foreign
employee when:
• expiry of period of service
• on termination of contract
due to employer’s inability to fulfill contract
due to employee’s sickness or injury
following notice of termination
except if court orders otherwise
§1504.3: expenses include travel and subsistence:
from date of termination of contract until date of repatriation
except for delay due to employee - §1504.4
§1504.2: includes family if brought by employer
26. Residence permits
Issued by BIN
• can apply after 90 days of residence
Leaflet available from BIN explains
procedures
Visa applications should technically be
accompanied by permit from MOL stating
no qualified Liberian for such employment.
• §1507-A. Liberian to have employment
preference (but see also §75).
27. 4. Disciplinary measures
Possible measures
Termination
• fixed-term contract
• indefinite term contracts
• oral contracts
Redundancy pay
Best practices
Disciplinary measures
• not covered by law
28. Disciplinary measures
Possible measures
• Warning letter – appropriate for all first-time minor
offenses and some serious offenses
• Suspension without pay – for repeated minor
offenses and some serious offenses
• Demotion – for unsatisfactory performance or serious
offenses
• Termination – for major offenses that amount to a
“gross breach of duty” or “ serious breach of duty”
depending on the contract
gross breach of duty: §1508 (2) for fixed-term contracts
serious breach of duty: §1508 (5) for indefinite contracts
29. Disciplinary measures
Minor offenses:
• late arrival at work
• early departure from work
• unauthorized absence (less than one day)
• minor insubordination
first-time offense: warning letter
repeated offense: suspension
persistent offenses: termination
30. Disciplinary measures
Serious offenses:
• falsifying timesheets/logbook
first-time offense: warning letter
repeated offense: suspension (or demotion if in
senior position)
persistent offenses: termination
31. Disciplinary measures
Gross breaches of duty
• persistent disregard of safety regulations (posted
notices)
first-time offense: warning letter
repeated offense: suspension / demotion / termination
persistent offenses: termination
• assaulting another member of staff
• disclosure of confidential information
immediate termination is justified §1508.2
32. Disciplinary measures
Gross breaches of duty
• unauthorized absence (more than one day)
first-time offense: suspension (or demotion if in senior
position)
repeated offense: suspension / termination
persistent offenses: termination
• contract should specify other “gross breaches of duty”
insubordination
harassment of other staff
unauthorized use of NGO property
failure to perform (needs clear job description and regular
appraisals)
drunkenness
theft, assault and other criminal behavior
other serious misconduct (sleeping on duty etc.)
33. Disciplinary measures
§71: unlawful to dismiss group for act of
individual
• group may be dismissed for action by whole
group
group may NOT be dismissed for act “which
cannot be attributed to a definite individual”
Fines not allowed!
• §1511.8 (a): no employer may “impose a fine
upon an employee for any cause whatsoever”
34. Termination for cause
NO redundancy benefits payable – only unpaid salary
Fixed-term contract: Indefinite term contract:
►Termination for cause ►Termination for cause
• gross breach of duty • serious breach of duty -
§1508.2 includes but is not §1508.5 defined
limited to: any gross breach of duty
unprovoked assault on
other staff lack of skill or manifest
failure to comply with inefficiency
safety regulations (posted “other serious offence
notices) against obligations under
disclosure of confidential contract”
information
persistent absences
10 consecutive days
20 cumulative days over 6
month period
NOTE: Contract can specify “other gross breaches of duty”
35. Termination without cause
redundancy benefits payable – plus unpaid salary
Fixed-term contract: Indefinite term contract:
►Termination without cause ►Termination without cause
• obligation to pay remaining • one month’s notice (or one
month’s pay in lieu of
time under contract notice)
plus
§1508.1 • obligation to pay “one and
a half month salary for
each completed year of
service”
No termination without cause
after 10 years of employment
§1508.3
36. Redundancy
Regulation No 5
• employee has right to “severance / redundancy payment”
what is redundancy?
“when the employer is compelled by economic conditions or other reasons … to
discontinue a given business or part of it which results in loss of employment”
“four weeks’ remuneration for each completed year” of employment
• employee has right to “severance payment”
what is severance?
“employment is severed or terminated on account of bankruptcy, dissolution,
closure, or cessation of operations”
“four weeks’ remuneration for each completed year” of employment
• In both cases
employee must be given one month’s notice
employer must notify MoL
• temporary redundancy
employer may be temporarily made redundant
temporary redundancy may last up to 3 months
pay at 50% of salary
37. Termination
Best practice:
• contract should specify other gross breaches
of duty:
insubordination
harassment of other staff
unauthorized use of NGO property
failure to perform (needs clear job description and
regular appraisals)
drunkenness
theft, assault and other criminal behavior
other serious misconduct (sleeping on duty etc.)
38. Best practices
Consider providing opportunity for
employee to resign
• No obligation to pay redundancy pay
• No notice period for resignation under law
any notice period specified in contract may be
waived by consent of the employer and employee
39. Best practices
Record all disciplinary measures taken
• make file note of any verbal warnings
All documents served on employee should
be acknowledged in writing
Refusal to sign acknowledgement form
• supervisor to indicated this on form
• two employees should be called to witness
refusal by employee to sign form
40. 5. Drafting employment contracts
Contracts in general
Minimum conditions
Term and duration
Suggested provisions
41. Contracts in general
§ 1500: Contract of employment
• “any agreement between employer and employee containing the
conditions and terms of employment”
no definition of employer !
no definition of employee !
• categories of contracts
►oral
contracts of less than 6 months deemed oral
contracts of indefinite duration deemed oral
►written
►individual
►collective
►definite (fixed-term)
►indefinite period
42. Term of contract
Fixed-term:
• Maximum term: 2 years - §1505.1
• Max. term of renewal: 18 months - §1505.2
• contract expires on end date
no need to send notice of expiry of contract
no right to redundancy
no notice period
contract terms can be more generous
new contract needs agreement of employer and employee
no right to be re-hired
43. Term of contract
Indefinite term contract
• No term
• can be ended without cause by giving notice
WARNING: §1508.3 has been amended:
compensation = 1.5 months pay for each year of service
no termination without cause for employees with 10
years completed with same employer
44. Minimum contract provisions
§1503
• name of employer
• name of employee, his origin
• place of employment
• place of engagement
• nature of employment
• notice period(s)
• wages
• benefits (if any)
• repatriation (if alien worker or employment outside
Liberia) (see also slide 24)
• other special conditions
45. Additional contract terms
Contracts should also specify
• job description
• working hours
• overtime rates
• holiday
• right to take disciplinary measures
• list of “gross breaches of duty” (see slide 37)
• right to deduct social security and taxes
46. Attestation of contracts
§1503.2: compulsory attestation by MOL
• MOL has accepted to attest standard form
contracts plus list of all employees, positions
and date of hire
• no fees payable
• attestation not legally binding on courts
§1505.4: renewed contracts
• renewed fixed-term contract may be
exempted from attestation at MoL’s discretion
47. 6. Labour dispute procedures
Industrial action
Outline of dispute hearing process before
Ministry of Labour and appeal process
before Labour Court
49. Labour disputes procedures
Employee
complaint
Ministry of labor
investigation
Employer
Mediation Hearing
Decision by Hearing Officer
Appeal to Labor Court
Appeal to Supreme Court