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Planet Labor understands HP has informed the SNB, which is negotiating  the agreement implementing the EWC (following the members’ own denunciation of the previous agreement), of the transfer of its...

On 21 September, the European Commission published a study it had commissioned on the implementation of the autonomous framework agreement signed by the European social partners (the ETUC representing the...

The Dutch Act on the Employment Conditions of Workers is the implementation of both the Posting of Workers Directive and the Directive on the Enforcement of the Posting of Workers Directive (the “Enforcement Directive”). It sets out the employment conditions to which employees of European companies are entitled if they are temporarily posted to another EU member state. This newsletter addresses the effects that the Act will have in the Netherlands and its possible impact on your own operations.

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On 27 September together with the international union federation IndustriALL Global Union, the German family owned retailer, Tchibo signed a global framework agreement aimed at developing collective negotiations along the...

On 21 September, following heated debate, and in accordance with the results of the 2014 ‘mass immigration’ referendum, the Swiss parliament finally approved a bill giving locals hiring preference, thus...

On 14 September, the CJEU delivered a ruling on a case in which it affirms that in principle, nothing justifies any difference in terms of compensation for workers on temporary...

Another example of mounting pressure on multinational companies to be accountable for working conditions at sub-contracting operations based abroad.

The Supreme Court of Lithuania recently affirmed that the courts have no competence to assess whether an employer’s decision to restructure and make staff redundant has been expedient and reasonable, owing to the fact the employer on its own decides which position is necessary and which is not.

The Supreme Court of Lithuania recently affirmed that the courts have no competence to assess whether an employer’s decision to restructure and make staff redundant has been expedient and reasonable, owing to the fact the employer on its own decides which position is necessary and which is not.

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