Two executives of a Spanish publishing company recently pled guilty to paying a €70,000 bribe.
Ontario has implemented a robust set of measures to improve accessibility for those with disabilities, the Accessibility for Ontarians with Disabilities Act (AODA). For employers with 50 or fewer employees the deadline for compliance was pushed back to January 1, 2017.
Changes to UK corporate reporting came into effect on June 30. All companies are now required to file a Confirmation Statement at least once per year, replacing the requirement to file an Annual Return.
Historically, dividends in Australia could only be paid out of profits and not from subscribed capital. In 2010, the provisions of the Corporations Act 2001 were amended to omit any mention of a requirement for dividends to be paid only from profits.
Ontario has passed the Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2015, otherwise known as bill 35. The bill will become law on September 8, 2016 and will impact all Ontario-based employers.
On March 10, the Chinese State Administration of Press, Publication, Radio, Film and Television (SAPPRFT) and the Ministry of Industry and Information Technology (MITT) issued the Online Publishing Service Administrative Rules. Here's what the rules mean for businesses.
In a recent case, the Spanish Supreme Court ruled that a director of a Spanish company had breached his duty of loyalty to that company by acting under the instructions of senior management to move the client portfolio to the group's French subsidiary for tax purposes.
A recent case in Denmark involves an employee who downloaded an app on his work phone and used it to purchase personal train tickets. As a result, he was terminated by his employer. Later, the Denmark Supreme Court ruled that the termination was legitimate. The ruling is surprising given that the employer did not have a clear policy on the proper use of work phones.
Employees in the EU should have an expectation that personal correspondence on phones and email should not be monitored by employers, unless the employer has a clear policy prohibiting the use of company equipment for personal use.
The Ontario government has introduced a new Bill (the Sexual Violence & Harassment Action Plan Act) which furthers the obligations of an employer to prevent workplace harassment.
The government is reviewing an increase to statutory holidays to accommodate the additional general holidays and increase statutory minimum entitlement from 12 to 17 days.
The Labor, Administration and Public Service Commission of the Chamber of Disputes is reviewing a Bill which, if passed, would further restrict an employer’s ability to monitor employee emails, unless additional measures are put in place.