News

42
January 20, 2019

Hungary has recently amended its labour code in order to increase permissible overtime levels. On an annual basis, permissible overtime has increased from 250 hours per year to 400 hours per year. Such overtime overrides any collective labour agreements in place. The new legislation leaves the 48 hours/week work limit unchanged but raises the overtime banking period to 3 years from 1 year. In practice, it will be possible for an employer to pay the employee for overtimes in one…

September 1, 2018

Just this past August, Slovenia introduced a new collective agreement baseline for companies. The new collective agreement regulates business times for employers – specifically, it prohibits the scheduling of work on public holidays and bank holidays. With respect to weekends, it limits the use of Sundays. WHAT DOES IT ENTAIL? Most rights and obligations under the new collective agreement baseline is essentially the same as the previous act. There are some notable exceptions, as follows: •work week: The maximum weekly…

August 15, 2018

In the wake of GDPR, Poland has adopted a number of measures related to employee monitoring. Enshrined in the Polish Labor Code, there are a number of issues one should be aware of now when carrying on business in Poland. Video monitoring An employer can now utilise video monitoring only when it is considered necessary for furthering employee safety, property protection, production supervision and ensuring the confidentiality of information. Utilization is allowed in places of work; whereas monitoring is forbidden…

© 2018 PENENDEN - The Steven M. Pepa Blog

Powered by Blastwave.ro

42
January 20, 2019

Hungary has recently amended its labour code in order to increase permissible overtime levels. On an annual basis, permissible overtime has increased from 250 hours per year to 400 hours per year. Such overtime overrides any collective labour agreements in place. The new legislation leaves the 48 hours/week work limit unchanged but raises the overtime banking period to 3 years from 1 year. In practice, it will be possible for an employer to pay the employee for overtimes in one…

September 1, 2018

Just this past August, Slovenia introduced a new collective agreement baseline for companies. The new collective agreement regulates business times for employers – specifically, it prohibits the scheduling of work on public holidays and bank holidays. With respect to weekends, it limits the use of Sundays. WHAT DOES IT ENTAIL? Most rights and obligations under the new collective agreement baseline is essentially the same as the previous act. There are some notable exceptions, as follows: •work week: The maximum weekly…

August 15, 2018

In the wake of GDPR, Poland has adopted a number of measures related to employee monitoring. Enshrined in the Polish Labor Code, there are a number of issues one should be aware of now when carrying on business in Poland. Video monitoring An employer can now utilise video monitoring only when it is considered necessary for furthering employee safety, property protection, production supervision and ensuring the confidentiality of information. Utilization is allowed in places of work; whereas monitoring is forbidden…

42
January 20, 2019

Hungary has recently amended its labour code in order to increase permissible overtime levels. On an annual basis, permissible overtime has increased from 250 hours per year to 400 hours per year. Such overtime overrides any collective labour agreements in place. The new legislation leaves the 48 hours/week work limit unchanged but raises the overtime banking period to 3 years from 1 year. In practice, it will be possible for an employer to pay the employee for overtimes in one…

September 1, 2018

Just this past August, Slovenia introduced a new collective agreement baseline for companies. The new collective agreement regulates business times for employers – specifically, it prohibits the scheduling of work on public holidays and bank holidays. With respect to weekends, it limits the use of Sundays. WHAT DOES IT ENTAIL? Most rights and obligations under the new collective agreement baseline is essentially the same as the previous act. There are some notable exceptions, as follows: •work week: The maximum weekly…

August 15, 2018

In the wake of GDPR, Poland has adopted a number of measures related to employee monitoring. Enshrined in the Polish Labor Code, there are a number of issues one should be aware of now when carrying on business in Poland. Video monitoring An employer can now utilise video monitoring only when it is considered necessary for furthering employee safety, property protection, production supervision and ensuring the confidentiality of information. Utilization is allowed in places of work; whereas monitoring is forbidden…

42
January 20, 2019

Hungary has recently amended its labour code in order to increase permissible overtime levels. On an annual basis, permissible overtime has increased from 250 hours per year to 400 hours per year. Such overtime overrides any collective labour agreements in place. The new legislation leaves the 48 hours/week work limit unchanged but raises the overtime banking period to 3 years from 1 year. In practice, it will be possible for an employer to pay the employee for overtimes in one…

September 1, 2018

Just this past August, Slovenia introduced a new collective agreement baseline for companies. The new collective agreement regulates business times for employers – specifically, it prohibits the scheduling of work on public holidays and bank holidays. With respect to weekends, it limits the use of Sundays. WHAT DOES IT ENTAIL? Most rights and obligations under the new collective agreement baseline is essentially the same as the previous act. There are some notable exceptions, as follows: •work week: The maximum weekly…

August 15, 2018

In the wake of GDPR, Poland has adopted a number of measures related to employee monitoring. Enshrined in the Polish Labor Code, there are a number of issues one should be aware of now when carrying on business in Poland. Video monitoring An employer can now utilise video monitoring only when it is considered necessary for furthering employee safety, property protection, production supervision and ensuring the confidentiality of information. Utilization is allowed in places of work; whereas monitoring is forbidden…