business without worries
business without worries
Legal questions, or even conflicts, are part of doing business. According to LVH, this is not something to fear, but something to take seriously. LVH’s goal is to help you in such a way that you can continue to concentrate on your business operations with peace of mind.
LVH is a Rotterdam law firm with skilled, committed and decisive lawyers who, through their way of working, are able to build long-term relationships with their clients and, as in-house lawyer, can and may support entrepreneur with all possible legal issues.
LVH is convinced that professionalism and job satisfaction go very well together, both in the relationship with customers and with each other in the office.
We are happy to help you in the area of
CONFLICTS
A mistake is quickly made and a misunderstanding or miscommunication can happen to the best of us. Often such a thing is quickly resolved or talked out, but sometimes a conflict arises.
GOVERNMENT
For entrepreneurs, the government is an important party. In your business operations you have to deal with laws, regulations and government decisions, both at the national and local level, often with complex content. The relationship with the government has its pitfalls and obstacles.
News and articles
Managing director and works council: how to achieve effective cooperation?
Managing director and works council: how to achieve effective cooperation? ...
Director and works council: how to achieve effective cooperation?
The works council is an important body within the organisation. They represent their members and have the necessary powers to do so, such as the right to consent and the right of advice. Effective cooperation makes it easier to implement important decisions within your organisation and ensures that those decisions are also supported within your organisation.
Sick employee does not cooperate in reintegration: employer actions
A reintegration process starts by the employer reporting sick. Earlier, we wrote an article about the steps that should be taken in a reintegration process. But what if the sick employee does not cooperate? Which actions can you take as an employer to get the reintegration process back on track or can the employer fire the sick employee if he does not cooperate?
