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Littler Mendelson—the largest U.S.-based law firm exclusively devoted to representing management in every aspect of labor and employment law, with more than 900 attorneys, 56 locations, and a practice that extends into every area and sub-area of workplace law—has the ability to provide rapid, integrated solutions for any labor, employment, benefits or global migration issue. Our international practice, which features offices in Mexico and Venezuela as well as affiliations with attorneys in over 100 countries, consists of 120+ lawyers who have worked on projects involving the employment laws of nations across the globe. This long-standing and diverse international experience enables us to effectively assist employers with the significant challenges of managing employees in multiple countries.

Littler, De la Vega y Conde, S.C.—Littler’s Mexican legal team strategically located in Mexico City and Monterrey—counsels employers on the country’s rapidly evolving employment, labor and social security laws. Our Mexico-based attorneys advise clients across key industries in all areas of workplace law, including immigration matters, enhancing the firm’s ability to better meet the ever-expanding needs of our clients in the Latin American region.

Littler has extensive resources to address the needs of multinational clients, from navigating international employment laws and labor relations issues to applying corporate policies worldwide. Established in 1942, the firm has litigated, mediated and negotiated some of the most influential employment law cases and labor contracts on record.

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Mexico: Amendments to the Legal Working Age

By Mónica Schiaffino and Tania Terrazas Arnaldo

On June 12, 2015, Mexico amended the Federal Labor Law ("FLL"), adopting the increase in the legal working age that was enacted through a constitutional amendment in 2014.  (Click here to read our discussion of the 2014 constitutional amendment).  The FLL - the country's employment law code - codifies the constitutional amendment that increased the legal working age from 14 to 15 years old and from 16 to 18 years old (where applicable).

With the amendment, only individuals who are 15 years old and older can be employed.  Additionally, employees who are under 16 years old must obtain authorization from their parents or legal guardian.  In the absence of a parent or legal guardian, the employee can obtain authorization from his or her union, the Labor Board, the Labor Inspector or the applicable Political Authority.
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Mexico: New Outsourcing-Related Obligations in Amendment to INFONAVIT Law

By Mónica Schiaffino and Tania Terrazas Arnaldo

On June 4, 2015, the National Workers Housing Fund Institute Law (the "INFONAVIT" law) was amended, to incorporate Article 29 bis as an additional layer of regulations over the practice of outsourcing.  Generally, INFONAVIT requires employers to contribute an amount equal to 5% of the employee's daily earnings to the national housing fund, to provide subsidized housing to employees, as well as loans at low interest rates for building a home or for home improvements. The addition of Article 29 bis appears to be designed to ensure that the national housing fund receives the required contribution from an outsourcing arrangement, regardless of whether the contribution is made by the contractor or the company benefiting from the services.

Specifically, Article 29 bis provides that, within the context of an outsourcing arrangement, where the contractor that provides the personnel to perform services fails to make the contributions into the INFONAVIT national fund or otherwise fails to fulfill its obligations as an employer, the beneficiary of the services--here, the company that hired the contractor for the services--must make the contributions.  The beneficiary of the services will be liable for such contributions only if the INFONAVIT governmental agency had already notified the contractor of its employment-related obligations and the contractor had failed to comply with them.  
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Mexico Approves an Increase to the Daily Minimum Wage for 2015 for Geographic Zones "A" and "B"

By Mónica Schiaffino and Rodrigo Espíritu Santo

money bag.jpgOn December 18, 2014, the Council of Representatives of Mexico's National Minimum Wage Commission ("Comisión Nacional de los Salarios Mínimos" or "CONASAMI") approved a general increase of 4.2%, to the daily minimum wage for geographic zones "A" and "B".  The wage increase will be effective as of January 1, 2015.

For Zone A, the 4.2% wage increase will raise the daily minimum wage to $70.10 Mexican pesos per day (currently approximately $4.80 USD per day).  Among the geographical areas covered under Zone A are Mexico City (Federal District) and its metropolitan area; the states of Baja California, Baja California Sur; the cities of Acapulco, Guerrero, Ciudad Juarez, Chihuahua, Guadalajara, Jalisco and its suburbs, Monterrey, Nuevo León and its metropolitan area, Hermosillo, Sonora, Matamoros and Reynosa, Tamaulipas and Coatzacoalcos, and Veracruz.

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EEOC and Mexican Consulates Team Up to Provide Guidance, Training, and Even Checks

By: Mel M.C. Cole

iStock_000016205425Small_monterrey_mexico.jpgWhat started as a local effort has now become a national endeavor, as the United States Equal Employment Opportunity Commission (EEOC) and the Mexican Ministry of Foreign Affairs officially agree to join forces to create programs that will benefit both Mexican nationals working in the United States as well as their employers.

On August 29, Jacqueline Berrien, the Chair of the EEOC, and Eduardo Mora, the U.S. Ambassador to Mexico, signed a national Memorandum of Understanding (MOU), committed to strengthening outreach on workplace rights, as well as reducing violations under Title VII of the Civil Rights Act of 1964; the Pregnancy Discrimination Act; the Equal Pay Act of 1963; the Age Discrimination in Employment Act of 1967; Title I of the Americans with Disabilities Act of 1990; and the Genetic Information Non-discrimination Act of 2008.  In particular, the MOU focuses on the harms addressed by the laws and regulations that are administered and enforced by the EEOC.

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Mexico Amends Federal Constitution to Increase Minimum Age for Employment

By Mónica Schiaffino, Rodrigo Espíritu Santo and Carlos Ferrán Martínez Carrillo

shutterstock_41970523_legal_definition_gavel.jpgOn June 17, 2014, Mexico amended Article 123 of its Federal Constitution, to increase the minimum age for employment from 14 to 15 years old.  The amendment, which became effective on June 18, 2014, seeks to protect the human rights of children, a principle in line with the International Labour Organization's (ILO) Minimum Age Convention (No. 138).  Convention No. 138, adopted by the ILO in 1973, recommends that countries place severe restrictions on the employment and work of children, to allow them to finish compulsory schooling, which generally occurs at the age of 15, and protect them from hazardous work. 

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Mexico: New Regulations Clarify the Requirements for Outsourcing

By: Monica Schiaffino, Eduardo Arrocha y Rodrigo Espiritu Santo

shutterstock_85424905_handshake.jpgMexico's Federal Conciliation and Arbitration Board recently published regulations to set a uniform standard for all labor boards to follow when determining whether outsourcing has occurred.  These regulations, entitled "Employment Relationship within the Outsourcing Framework" ("Relación de Trabajo en el Régimen de Subcontratación"), interpret the new outsourcing requirements established in the labor law reform of 2012 and serve as guidance to determine who - whether the contractor that hired the worker to perform services or the contractor's customer (the business that benefits from the services) - is liable for any employment obligations owed to that worker.

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US and Mexico Sign Agreement to Promote Enforcement of Employment Laws that Protect Migrant Workers

Imm Roundup Image 134 by 131.jpg

By Carlos Ferrán Martinez Carrillo

The Secretary of the U.S. Department of Labor (DOL) and the Secretariat of Labor and Social Welfare of Mexico (STPS) signed an agreement on April 3, 2014, to strengthen the relationship between both nations and promote compliance of the labor laws of both countries, especially as it relates to the protection of migrant workers. Through this joint effort, both governments seek to ensure that migrant workers become more knowledgeable of their legal rights, as well as of the employer's obligations.

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Tags: Migration

En Conformidad Con Criterios a la Ley Federal del Trabajo, Los Patrones Deben Implementar Programas de Capacitación, Adiestramiento y Productividad para los Empleados o, de lo Contrario, Correr el Riesgo de Ser Multados

El 14 de junio de 2013, la secretaría del Trabajo y Previsión Social de México ("STPS") publicó los criterios que describen la obligación de los empleadores a desarrollar e implementar programas de capacitación y adiestramiento que fomenten la productividad en los centros de trabajo. Los patrones tendrán un plazo de tres meses, el cual vencerá el 15 de septiembre de 2013, para cumplir con las disposiciones antes mencionadas, de lo contrario se harán acreedores a una multa. Derivado de las multas por incumplimiento, los patrones deberán inmediatamente implementar los cambios que en los criterios de capacitación, adiestramiento y productividad se establecen, para cumplir con la legislación laboral. Para más información sobre las disposiciones claves de los criterios, continúe leyendo aquí.

Tags: Training

Employers Must Implement Training Programs for Employees or Risk Steep Fines

On June 14, 2013, Mexico's Department of Labor and Social Welfare ("STPS") published final rules outlining an employer's obligation to develop and implement detailed employee training programs that will foster productivity. Pursuant to these rules, covered employers have a three-month window, until September 15, 2013, to come into full compliance with the law. Given the penalties for noncompliance, employers should immediately implement changes to their practices to comply fully with the law. For information on the final rules concerning the required employee training programs, continue reading here.

Tags: Training

Nuevos Lineamientos del Aviso de Privacidad en México Requieren de una Acción Inmediata

El 17 de abril de 2013, los nuevos Lineamientos del Aviso de Privacidad en México entrarán en vigor, con la imposición de requisitos extensos para la adecuada elaboración del Aviso de Privacidad y para la obtención del consentimiento del titular previamente a que los datos personales se recaben directamente de una persona o en forma electrónica a través de "cookies", "web beacons" u otros medios automatizados. Las Lineamientos son obligatorios y particularmente importantes para los empleadores que obtienen, procesan y/o transfieren datos personales de los empleados o candidatos, así como para las empresas que operan o hacen uso de publicidad en México que utilizan medios tecnológicos que permiten la obtención automática de datos personales en el Internet. Para obtener más información acerca de los nuevos Lineamientos del Aviso de Privacidad en México, continúe leyendo la nota de Actualidad Laboral de Littler, Nuevos Lineamientos del Aviso de Privacidad en México Requieren de una Acción Inmediata, escrito por Javiera Medina Reza y Eduardo Osornio García.