Employees
Dismissal
Of course you like to keep your employees within your company, but sometimes it can be good or even necessary to say goodbye to each other. In that case it is wise to make use of an employment lawyer. The employment lawyers of LVH Advocaten can assist you in all aspects of dismissing employees.
Industrial dispute or reorganisation?
If, for example, there is a difference of opinion or an industrial dispute, this usually leads to tensions and irritations and you want to quickly realize the dismissal of the employee, in order to restore peace in your company.
In the event of job losses, you want to switch quickly in order to save costs, remain competitive and ensure continuity. In this way you go from a financially insecure to a cost efficient and competitive situation.
No negative energy but a smooth and professional settlement
A long-term dismissal situation costs negative energy and (if only) that is why a dismissal must be handled smoothly and professionally. The quickest way to bring about a termination of employment is by making an arrangement in mutual consultation with the employee. This often succeeds, sometimes not. In the latter case, a dismissal procedure must be conducted at the UWV or at the subdistrict court.
Whichever option is chosen, all relevant facts and circumstances must first be brought to light and then a course of action must be set with conviction aimed at a smooth and professional settlement. An employment lawyer from LVH Advocaten can assist you in determining this course of action for an optimal result.
Resignation by the employee
Of course, it may also be the case that an employee himself resigns by terminating the employment contract. This raises questions about the applicability of competition and relationship clauses and intellectual property issues. Clear agreements on these matters are important to protect your business flow. Our employment lawyers specialise in dismissal law and can determine important points of attention in this respect and organise the appropriate protection for you.
The employment lawyers at LVH Advocaten in Rotterdam specialise in dismissal law and are happy to assist you in all aspects that your company is faced with when dismissing an employee.
More about employees:
Click further if you would like to know more about how we can advise you on the areas/subjects below:
SPECIALIZED LAWYERS
These are our lawyers who specialize in this area.
Richard Ouwerling
Peter Verheijden
More about employees
Requirements for CO2 reduction in state aid to KLM?
An important topic in aviation is the reduction of CO2 emmission. Aircraft burn kerosene and therefore emit CO2. Recently, the preliminary relief judge of the District Court of The Hague issued a judgment in the context of CO2 reduction by the Dutch airline KLM and the state aid that KLM received due to the corona pandemic. What conditions for CO2 reduction can be attached to that state aid?
Employee leaving sick: what about premium differentiation?
Are you familiar with the financial consequences of a sick employee leaving your company? The Sickness Benefits Act and WGA premiums are differentiated. This means that the premiums depend on the inflow of employees who became ill on the last day of their employment or within 4 weeks after the dismissal date. In this article we discuss the premium differentiation and the calculation of this premium.
Medium-sized business premises or other business premises: what is the difference and how do you determine which is which?
There are two different rental regimes for commercial property: rental for medium-sized business premises, such as stores and catering establishments (7:290 business premises) and other business premises (7:230a business premises). The applicable rental regime is indicated by the section of the Dutch Civil Code that applies to that rental regime. Rent for medium-sized business premises is regulated in Section 7:290 of the Dutch Civil Code and is therefore also referred to as 7:290 business premises. Section 7:230a of the Dutch Civil Code regulates the rent for other business accommodation, the so-called 7:230a business accommodation.
