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CMI Triangle 03

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  • Adjudication

    Inbrief

    01 March 2017

    Adjudication is a mandatory procedure for determining disputes, and was introduced in the construction industry by the Housing Grants, Construction & Regeneration Act 1996 (the “Construction Act”).

  • Data protection and employment

    Inbrief

    23 February 2017

    Data protection legislation aims to protect privacy. Organisations using and processing personal data must do so fairly and properly.

  • Salary sacrifice arrangements

    Inbrief

    14 February 2017

    A salary sacrifice arrangement is where an employee gives up the right to receive part of the cash salary due under their contract of employment in return for the employer’s agreement to provide some form of non-cash benefit.

  • Equality at work

    Inbrief

    03 February 2017

    Discrimination in the workplace is governed by the Equality Act 2010. This brings together into one place all of the equality laws that had developed over a number of years, including those based on EU law. It also covers discrimination in other areas such as the provision of goods, facilities and services.

  • Modern slavery - transparency in supply chains

    Inbrief

    26 January 2017

    Although many organisations take steps to promote ethical business practices and have policies to protect workers from being exploited, the Government considers that there is a significant way to go to tackle so-called “modern slavery”.

  • An agency guide to trade mark searching

    Inbrief

    20 January 2017

    Whenever a new launch is proposed, whether it is for a product, brand, business name or an advertising campaign, there is always a risk that someone else is already using an identical or a similar name or design.

  • Flexible working - the right to ask

    Inbrief

    13 January 2017

    Employees seeking a better balance between the demands of work and personal life may seek a change in their working arrangements – for example by part-time working, job-sharing or a change in working hours. 

  • Employment law in Indonesia - an overview

    Inbrief

    12 January 2017

    Although still a largely agrarian economy, Indonesia is rapidly industrialising and diversifying into other spheres. The continuous and steady growth of the country makes Indonesia an attractive place for business in the coming years. It is important that organizations currently doing business in the country or considering doing so are aware of the often strict employment laws in Indonesia.

  • Contracts of employment

    Inbrief

    12 January 2017

    A contract of employment can be a written document, a verbal agreement, or a mixture of the two.

  • Age discrimination in the provision of goods and services

    Inbrief

    12 January 2017

    Since 1 October 2012, it has been unlawful to discriminate on grounds of age in the provision of goods and services. Laws banning age discrimination in an employment context have been in force since 2006.

  • TUPE

    Inbrief

    11 January 2017

    The Transfer of Undertakings (Protection of Employment) Regulations 2006 and previous versions of the regulations (which have been in force in the UK since 1981) implement the European Acquired Rights Directive, the general purpose of which is to safeguard employee rights in the transfer of a business.

  • Immigration law in the Republic of Korea - an overview

    Inbrief

    30 December 2016

    A business visit is generally a short term trip in order to undertake business related activities for which the Immigration Authorities in the destination country would not require the individual to have employment or work authorisation.

  • Immigration law in Japan - an overview

    Inbrief

    30 December 2016

    This inbrief is designed to provide a general overview about business visits and employment authorisation requirements for Japan. As with all countries the immigration laws may be amended with little or no notice and this guide is designed to be general in nature.

  • Immigration law in the Philippines - an overview

    Inbrief

    30 December 2016

    A business visit is generally a short term trip in order to undertake business related activities for which the Immigration Authorities would not require the individual to have employment or work authorisation.

  • Immigration law in Macau - an overview

    Inbrief

    30 December 2016

    A business visit is generally a short term trip in order to undertake business related activities for which the Immigration Authorities in the destination country would not require the individual to have employment or work authorisation.

  • Immigration law in Hong Kong - an overview

    Inbrief

    30 December 2016

    This inbrief is designed to provide a general overview about business visits and employment authorisation requirements for Hong Kong. As with all countries the immigration laws may be amended with little or no notice and this guide is designed to be general in nature.

  • Immigration law in Australia - an overview

    Inbrief

    30 December 2016

    A business visit is generally a short term trip in order to undertake business related activities for which the Immigration Authorities would not require the individual to have employment or work authorisation.

  • Immigration law in Singapore - an overview

    Inbrief

    30 December 2016

    A business visit is generally a short term trip in order to undertake business related activities for which the Immigration Authorities would not require the individual to have employment or work authorisation.

  • Immigration law in Thailand - an overview

    Inbrief

    30 December 2016

    A business visit is generally a short term trip in order to undertake business related activities for which the Immigration Authorities in the destination country would not require the individual to have employment or work authorisation.

  • Immigration law in Vietnam - an overview

    Inbrief

    30 December 2016

    A business visit is generally a short term trip in order to undertake business related activities for which the Immigration Authorities in the destination country would not require the individual to have employment or work authorisation.

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