- The organization's structure, its business and its supply chains.
- Its policies in relation to slavery and human trafficking.
- Its due diligence processes regarding slavery and human trafficking in its business and supply chains.
- The parts of its business and supply chains vulnerable to slavery and human trafficking, and the steps it has taken to assess and manage that vulnerability.
- Its effectiveness in ensuring that slavery and human trafficking is not taking place in its business or supply chains, measured against such performance indicators as it considers appropriate.
- The training about slavery and human trafficking available to its staff.
The Supreme Court of Puerto Rico Clarifies Employer Obligations to Eradicate Sexual Harassment in the Workplace
The Puerto Rico Supreme Court recently held that, in fulfilling their obligation to prevent, prohibit and eradicate sexual harassment in the workplace, employers may adopt rules and regulations that go beyond the requirements of Law No. 17 of April 22, 1988 ("Law 17"), which prohibits sexual harassment in the workplace. In doing so, the Supreme Court clarified that an employer is not required to establish a prima facie case of sexual harassment under Law 17 to be able to terminate an employee for violating its sexual harassment policy.
In Rosa Maisonet v. Administración de Servicios Médicos, 2015 T.S.P.R. 19, 192 D.P.R. ___ (2015), plaintiff brought a suit against his government agency employer challenging his termination for violating the agency's sexual harassment policy. The termination occurred after another employee, whom the plaintiff supervised, complained that the plaintiff had publicly slapped her buttocks. Plaintiff had been employed by the governmental agency for over thirty years and had no disciplinary record. Having conducted an internal investigation and hearing to review the alleged victim's allegations, the employer fired plaintiff, concluding that he had failed to comply with the agency's internal regulations and policies prohibiting sexual harassment. Based on the employer's code of conduct, the discipline for a first violation of the sexual harassment policy could range from a 30-day suspension, as the minimum penalty, to termination from employment, as the maximum penalty. The termination decision was confirmed by the agency after the corresponding administrative process.Continue Reading...
Effective March 27, 2015, the regulatory definition of "spouse" under the Family and Medical Leave Act (FMLA) will cover same-sex married couples, ensuring that these couples receive the rights and protections afforded under the FMLA in any jurisdiction of the United States in which they reside. This definition applies in jurisdictions, like Puerto Rico, where same-sex marriages are not recognized.
Current FMLA regulations provided that whether or not an employee had a spouse was to be determined by the law of the state where the employee resided. Under this so-called "place of residence" rule, same-sex married employees were not permitted to take FMLA leave to take care of their spouse if their state of residence did not recognize same-sex marriage.Continue Reading...
Littler Global member BDS Asesores continues to gain traction in Central America with the opening of an office in Guatemala City, Guatemala. BDS has combined with one of the country's most highly-regarded labor and employment practitioners, Randolf Castellanos. Castellanos' career spans nearly 30 years and he is considered one of the leading authorities on labor law in Guatemala. BDS' move into Guatemala follows closely on the heels of the firm's expansion into the Dominican Republic and Honduras last year. Leveraging the local experience of our Littler Global member firms is a key element of our global growth strategy and we look forward to working with Randolf to provide additional resources for our multinational employer client base.
The following is a list of countries now represented by Littler Global: Colombia, Costa Rica, the Dominican Republic, El Salvador, Guatemala, Honduras, Mexico, Panama, Peru, Puerto Rico and Venezuela.
In addition to the international capabilities provided by our Littler Global member firms, Littler's U.S. offices are comprised of lawyers who have extensive experience handling the labor and employment needs of our global clients. We have licensed practitioners in Australia, Brazil, Canada, China, the United Kingdom and South Africa, among other countries.
To read the full Press Release, click here.
By Huan Xiong
On December 1, 2014, the amendments to the Workplace Safety Law ("Law") of the People's Republic of China ("PRC") came into effect. The amended Law heightens the government's regulation and control over workplace safety and aims to prevent and reduce workplace accidents. The amended Law is applicable to all businesses engaged in production and operational activities within Chinese territory and carries significant implications for employers with operations in that jurisdiction.
Below is a summary of the most important changes brought about by the amendment to the Workplace Safety Law with implications for employers:
Administrative Body or Personnel in Charge of Workplace Safety
The Law, originally enacted in 2002, required companies engaged in mining, construction, or the production, selling or storage of hazardous substances, regardless of their size, to establish an administrative body within the company or hire a full-time employee to manage and monitor workplace safety. The amendment extends this requirement to companies engaged in metal smelting and road transportation, also regardless of their size.Continue Reading...
By Daniel Jaime
Venezuelan President Nicolas Maduro announced at the National Assembly a fifteen per cent (15%) increase in the monthly minimum wage, effective February 1st 2015. This presidential announcement has not yet been published on the Official Gazette.
Minimum Wage Increase
The new minimum wage has been set at 5,622.47 bolivars (VEF 5,622.47) per month, and 187.41 bolivars (VEF 187.41) per day.
The minimum wage must be paid in cash. No other type of payment in kind can be counted as part of the salary.Continue Reading...
Asking Questions that Relate to the Diversity or Sensitive Personal Information of a Job Applicant or Employee May Be a Breach of Australia's Discrimination and Privacy Laws
An administrative tribunal in the Australian state of Queensland recently confirmed that employers with Australian operations must be careful about the personal information they ask job applicants and employees to provide or risk breaching discrimination and privacy laws.
The Willmott v. Woolworths Ltd  QCAT 601 (11 November 2011) case involved the largest grocery store chain in Australia and a member of the public who considered applying for a position with the company. After reviewing the company's recruitment website, the applicant took offense to some of the questions that were listed and filed a complaint with the Anti-Discrimination Commission of Queensland.Continue Reading...