Employees
A proactive application of the rules of labour law has a positive effect on the result of your company.
As an entrepreneur, you work with people every day. You make agreements, provide direction and build your organisation together. That requires clear employment terms, clear communication and a careful approach when something changes or gets stuck.
In practice, personnel issues often arise sooner than expected. An employee does not perform as hoped, a discussion arises about agreements made, someone becomes ill or your organisation changes. Then it is important to know what is legally possible and which steps are sensible.
Employment law is not only about rules. It is also about timing, evidence, communication and the consequences for your business. By choosing the right course in time, you avoid unnecessary risks and stay in control of the process.
LVH Advocaten helps entrepreneurs with a wide range of personnel-related matters. We think along with you about practical solutions, assess your legal position and guide you through the necessary steps. From employment contracts and employment terms to illness, reintegration, performance, dismissal, employee participation, proceedings and agreements on non-compete or non-solicitation clauses.
Because personnel issues often involve several interests, we look beyond the legal rules. We also consider what is workable within your organisation. This gives you advice that helps you move forward quickly and make well-considered choices.
Would you like to discuss a personnel issue or find out in advance which route is sensible? Our employment law specialists would be happy to help.
More about employees:
Click further if you would like to learn more about how we can advise you on the following areas/topics:
SPECIALIZED LAWYERS
These are our lawyers who specialize in this area.
Jamie Janssen
Richard Ouwerling
Peter Verheijden
More about employees
Right to consent of Works Council: what to do in case of refusal by Works Council (WC)?
A works council WC has a right to consent with regard to proposed decisions to adopt, amend or repeal a regulation pursuant to Section 27 of the WOR. But what if the Works Council refuses to give its consent to the implementation of the resolution? Is that reasonable, or do the interests of the employer outweigh the interests? And what can the entrepreneur do?
Actions against non-competition agreements
Many employees have a non-compete agreement, and many employers come into contact with potential employees who have a non-compete agreement. The question that then arises is, can the employee join a new company? Or in other words, is the non-competition clause legally valid, can the current employer successfully invoke the clause, or can the non-competition clause perhaps be (partially) voided?
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.
