I’ve always consulted …. So not a different practice for me and most of the teams I have worked with
‘Fire and rehire’ code comes into force
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I’ve always consulted …. So not a different practice for me and most of the teams I have worked with
‘Fire and rehire’ code comes into force
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AFRICA FEEDING THE WORLD GROUP (PROPRIETARY) LIMITED (MANAGING DIRECTOR) ATTORNEY, CONVEYANCER AND NOTARY PUBLIC - MASTER OF LAWS (LL.M) (WITS)
IS THERE A SINGLE COUNTRY WHERE THERE IS ZERO CADER DEPLOYMENT,WHATEVER IT MAY BE NAMED? IT MIGHT EVEN BE DIFFERENTLY REGULATED ELSEWHERE, BOTTOM LINE IS IT HAPPENS EVERYWHERE ON EARTH WHY IS IT NOT AVOIDABLE?ITS VERY SIMPLE.NO RULING PARTY WILL LIGHTLY PUT IN PERSONS LOYAL TO ANY OF THE OPPOSITION PARTIES .ANY EXCEPTION ,ONLY UNDERLINES THE MAIN RULE OR PRINCIPLE. IF A RULING PARTY DID THAT AS THE NORM,IT WOULD JUST BE EMBRACING A TROJAN HORSE AND ITS DEMISE WOULD COME VERY SWIFTLY SHOW ME ANY SUCH COUNTRY WHERE RULING PARTY PUTS INTO HIGH OFFICE PERSONS THAT IT TRUSTS LESS AND I WILL SHOW YOU THE MOTHER OF ALL LIES.IT JUST DOES NOT HAPPEN, ESPECIALlY THE MOR E SENSITIVE THE POSITION OR ROLE WITHIN THE STATE. NO QUIBBLE WITH OUR ESTEEMED JUSTICES,THIS. HOWEVER,THERE IS A SELF EVIDENT CASE FOR LEGAL REFORM HERE, AS NO GOVERMENT CAN THRIVE LITTERED WITH KNOWN AGENTS OF ITS OPPOSITION,FOR ALL THE FANCYvTALK ABOUT A UTOPIAN KIND OF PROFESSIONAL CIVIL SERVANT,WHOSE SENTIMENTS TILT NOT EVEN A WHIFF TOWARDS ANY POLITICAL PARTY. NOT ON EARTH.MAYBE BEYOND THE GRAVE 👀 URGENT LEGAL REFORM IS KEY TO ACKNOWLEDGE REAL POLITIK,HERE.COVEY WRITES ON THE SPEED OF TRUST, ESSENTIALLY FROM A CORPORATE BUS/WORK PLACE ANGLE, BUT TRUST, A UNIVERSAL IMPERATIVE. ULTRA KEY IN POLITICAL AND CIVIL SERVICE SPACE!!! Cader deployment, yes, is not perfect.What is, on earth, anyway? Yes, it needs a tight leash, can at times, bring in chronyism, here or there.The solution though is to reduce its capacity for abuse through sensible regulation and more by sheer common sense political tolerance, as choeckens revert home. Not by denying the Ruling Mandate, as that just nullifies the vote.Who did voters ombudise, to minimise, through the courts, the ability of the party with a full political mandate to govern through its trusted ones, regardless of political stripes, green, red, or blue stripes etc. Is the Country going to be governed wholly through litigation ad infinitum? ARE DEALING HERE WITH A LAW OF UNINTENDED CONSEQUENCES? All political hues, must guard alertly against releasing a python to go and swallow so and so, as the same python (when next hungry)might also swallow its handler, when it has no one else to consume.Lets ponder this deeply. Is the Mzansi voter being told the ruling party must do the same,l and bring myriad PAIA applications for deployment lists docs and minutes of any and all other parties that ever ruled a Province,or Municipality or even tiniest Dorpie?Just imagine the administrative chaos that can erupt Country wide? NO ONE IS PROMOTING THE DEPLOYMENT OF ANY INCOMPETENT AT THE COST OF PHENOMENAL TALENT The above subtopic is self explanatory.Find smarter regulatory solutions than the courts or your own chickens will soon come home to roost. President Obama once said "Elections have Consequences". Quite! Period!.To try and not regulate but to wipe out Cader deployment, not muzzling electorate's choice?!!! 🙄https://lnkd.in/d4cVZW_z
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This also includes a couple of tips on avoiding misclassifications. https://bit.ly/48WEP9l
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reporter at Law,com and New Jersey Law Journal. Contact me at [email protected] or 973-854-2944.
Misclassification could be costly.
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#SCOTUS 2023/24 Lookback and Preview: 8 Key Rulings that Impact the #Workplace and 4 New Cases for #Employers to Track Next Term https://lnkd.in/gnWGRQxj #Regulations #Legal
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AB5 HAS REACHED THE FEDERAL LEVEL. "The law is inspired by California's state law, Assembly Bill 5 (AB5), which forced companies to reclassify independent contractors as employees, with few exceptions... The law was criticized by cross-partisan groups for the potential loss of flexibility in hours for gig workers, many of whom might be attracted by working outside of a fixed schedule, and the potential higher cost redistributed to customers after reclassifying workers." If you have been impacted by AB5, please share your experience and opinion with the Newsweek reporter at [email protected]! We all must voice our opinions to be heard before it's too late. See full article: https://bit.ly/3RVpRt2
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If this case is won it could change the face of contractural relationships and accountability. When a contracted company and not the employees company is directed to remove staff and do other things then the company is in fact showing that they are the ones making the calls that affect contracted employees not the company that employs them in the first place. Which means if I’m reading this correctly that the company contracting workers may end up having to take accountability over their contractors as well as the company that hires the workers when issues with wages, firing, reprimands etc, arise. The outcome of this legal action may set up a lot of companies who hire workers through contracts up for future lawsuits. Honestly I’m interested to see what happens with this.
Head of Executive Protection|UHNW & Family Office Specialist|Author|EP Program Building|Global Travel|EP Advisory|Thought Leader| always open to discuss job offers
Interesting case https://lnkd.in/eW8PByP7
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Advocate on Record at Supreme Court of India, Competition & Antitrust Lawyer and Registered Indian Patent Agent
The recent decision by a federal judge to block the Federal Trade Commission's (FTC) proposed ban on non-compete clauses is a significant development in antitrust and employment law. As an antitrust expert, this ruling highlights the ongoing tension between efforts to promote fair competition and the rights of employers to protect their legitimate business interests. Non-compete clauses have long been a controversial issue. On one hand, they can restrict employees' mobility, suppress wages, and stifle innovation, particularly in industries where competition for talent is fierce. On the other hand, employers argue that these clauses are necessary to protect trade secrets, proprietary information, and investments in employee training. The FTC's push to ban non-compete clauses was rooted in concerns that such agreements can harm competition by preventing workers from moving freely between jobs, thus limiting their bargaining power and potentially leading to monopolistic or oligopolistic labor markets. By attempting to implement a blanket ban, the FTC aimed to shift the balance more in favor of employee mobility and competition.
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Certain agreements made before 2010 that were still in operation (‘zombie agreements’) have now terminated (‘sunsetted’) unless an application was made to the Fair Work Commission before today to extend its operation. If you were covered by a zombie agreement, it is important to find out what legal minimum pay and conditions now apply. Visit our website to find out more, including information about extension applications made before today that are still pending: https://lnkd.in/ghcRfkd6 #enterpriseagreements #zombieagreements #securejobsbetterpay
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The News from The Queue® is in --> 📜 Landmark FTC Proposal: Banning Non-Compete Clauses in Employment Contracts 📜 At Quintairos, Prieto, Wood, & Boyer, P.A., we're addressing the Federal Trade Commission's (FTC) proposed rule to ban non-compete clauses in employment contracts, which has sparked significant debate. This proposal aims to prohibit non-compete agreements, requiring employers to rescind existing clauses and inform employees. Key strategies for businesses include reviewing employment contracts, implementing alternative protective measures, effective employee communication, legal risk assessment, and staying updated on compliance. These changes aim to enhance worker mobility and competition, striving for fairer outcomes in the labor market. 👉READ MORE about this legal update on The Queue®: https://lnkd.in/gWWqpMpE #QPWBdifferent #QPWBattorney #NewsFromTheQueue #LaborLaw #EmploymentLaw #FTCProposal #NonCompeteBan #LegalUpdate
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A solution in search of a problem.
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