The Sick Leave Act 2022 (the “Act”) which provides for a statutory sick pay scheme for employees was signed into law by the Irish President on the 20 July 2022.
All employers operating in the EU are likely to be required to make changes to their current arrangements to take account of the requirements of the EU Directive on transparent and predictable working conditions. Effects may also be seen beyond the EU, where multi-national employers seek to “level-up” their arrangements.
The Swedish parliament passed a bill which implements the EU directive (2019/1152) on Transparent and Predictable Working Conditions. This directive was introduced with the objective of raising employment standards throughout the EU with more transparent and predictable conditions of work. Based on these changes you should update your employment contract templates and also your HR guidelines where relevant.
This issue-spotting checklist is designed to aid with identifying key considerations associated with determining whether a severance arrangement is exempt from Section 409A of the Internal Revenue Code or is required to comply with it. Section 409A is complex and is advisable to confirm any determinations with legal counsel.
This checklist is intended to be a useful informative tool to help the buyer company identify potential issues and liabilities associated with the target company’s benefit plans so that those issues and liabilities can be effectively managed, minimized or eliminated. However, each acquisition is unique and will require an individualized assessment. This checklist is a starting point and guide in conducting such an assessment.
This is a sample audit document collection checklist that covers: Qualified Retirement Plans, Specific Plan Documents, Defined Benefit Plans, Union Plans, Group Health, Dental, and Vision Plans, Other Welfare Arrangements, etc.
Sample Retention Incentive Agreement Contract
The deadline for EU Member States to amend their local laws in order to comply with EU Directive 2019/1152 on transparent and predictable working conditions was August 1, 2022. Here’s what employers with workers in Europe need to know. Check out this Seyfarth article to learn what the directive states.
This article summarizes the requirements of the ordinance the Chicago City Council passed in May 2022, that imposes new anti-sexual harassment requirements for employers located in Chicago. The new requirements went into effect on July 1, 2022.
Due to the nature of the state-by-state regulation and ongoing developments in state and federal regulations following the US Supreme Court’s decision in Dobbs v. Jackson Women’s Health Organization, there is much uncertainty regarding many of these issues. This article provides a brief summary of: (1) some potential options to structure these employee benefits, including certain key issues and risks, and (2) the employment law issues that may arise.