Employment law

Human capital is a main drive force for the most of the businesses. However, employment relationship is complex as it imposes different obligations on its participants. Apart from paying salaries, employer is responsible for creation of adequate and safe workplace, for the provision of health insurance; professional growth opportunities and other benefits. On the other hand, employees apart from their performance have to follow various internal regulations and are responsible for protection of confidential information and other tangible and intangible assets of the employer.

In employment relations different issues may arise for instance,  employer may be harmed by action or omission of its employees; or employer may be held responsible for the third party damages caused by their employees. Therefore, it is vital to have legal framework clearly regulating employment relations.

In addition, employment relations are very strictly regulated area of law, which is being amended on a regular basis. Generally, such amendments introduce various additional paperwork which has to be accomplished in compliance with state regulations. Failure to harmonize/adjust employment relations documentation in line with new regulations may entail imposition of different sanctions and penalties by regulatory authorities.

Our Company offers services aimed at ensuring well-defined and harmonized employment relationship:

• Advice on choosing the best employer-employee relationship model considering the specific need of your business activities;
• develop drafts of employment agreements tailored to your specific business activities;
• creation, improvement or modification of internal rules regulating the rights and duties of employees including work order and code of ethics;
• preparation drafts of service agreements for the procurement of different types of short-term services;
• drafting non-competition agreements and agreements concerning duties of employees related to business secrets (non-disclosure agreements)
• advising on issues related to employees working hours, overtime, holiday,  vacation, maternity leave and etc.;
• reviewing, commenting and advising on improvement of organizational structure, remuneration, bonus and promotion system;
• advising on recovery of damage caused by employees;
• Avoiding claims arising to work related disputes, including but not limited to the breach of right to equal opportunities, discrimination based on rise, gender, religion,  and other factors;
• Provision of risk assessment related to the dismissal of particular employees and in case of management decision to conduct lawful and smooth dismissal procedures minimising the risks of potential dispute.
• Representation of the employer in relations with trade unions and employee councils, advising on collective bargaining agreements.