The year 2020 bought crucial changes to the employment laws in Ireland. These have impacted the workplace, ensuring employee safety, and are set to erase discrimination. New updates include work-life balance provisions, employment record-keeping, legal representation, and more.
To adapt to the uncertainty that COVID-19 brings, the government of Singapore has adopted some policies. These policies are to comply with international regulations while ensuring the safety of the workplace.
COVID-19 has created a very real concern for a number of business owners worldwide. What happens if the business can’t fulfill the contractual obligations of their business agreements during this time? Singapore has recognized that a vast number of businesses are in this situation and have therefore provided temporary relief to individuals and businesses that are unable to fulfill the obligations of their current contracts specifically due to COVID-19 related reasons.
Across the world, a number of emergency funds and new laws have been enacted to financially aid employees that have been laid off due to COVID-19. Each region offering these economic relief benefits has different eligibility requirements, from being laid off due to COVID-19 to interest free loans for small business, and deferred tax payments. However, while policies are still being created, there is one general area that is quite uncertain across North America – what do all of these laws mean for those that are freelancing in the gig-economy?
As much as many countries around the world have been working towards elimination of gender pay discrimination, there are still a number of countries lagging further behind than others. In Ukraine in the past year, data has been compiled and has shown that the country has a serious gender pay gap where women are paid an average of approximately 32% less than men. This rate varies quite a bit across different regions and industries within the country; however, there is a noticeable gender pay gap across the nation as a whole.
As an employer, what do you do when an employee behaves inappropriately outside of the workplace? Or when they post something online that negatively affects your company?
Given the ubiquity of social media platforms, universal access and a culture of posting contrarian views, employers find themselves in a bit of a pickle. While there may be disclaimers about personal views on social media posts, is this really enough to protect the employee at their workplace? Is it also enough to protect the workplace against negative repercussions?
In order to facilitate a greater understanding for local cultures in Myanmar, the Directorate of Investment and Company Administration, in alignment with the Myanmar Centre for Responsible Business, have collaborated to create a nation-wide useable guide titled “Respecting Myanmar Culture in the Workplace”. This guide was created in order to provide those working in Myanmar with more background information on the local culture and norms of the country, to educate the many foreign workers in this nation.
Recently, one of the biggest changes we have seen in US – Mexico economic relations is the overhaul of the North American Free Trade Agreement (NAFTA). This has not just changed business operations in the United States, but has also impacted the employment opportunities for workers in Mexico. Furthermore, with a more labor-friendly Mexican President we will surely start seeing changes in the workforce for the majority of North America.
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With apologies to Dr. Seuss, it really is true that a globally expanding employer can pay their employees in any country these days.