(With thanks to Lois Rodriguez from our Madrid office for preparing this post in collaboration with Yana Komsitsky.)
Before conducting workplace surveillance, employers who want to monitor their workplaces, even if they suspect their employees of stealing or other nefarious activity, should heed the recent European Court of Human Rights (ECHR) judgement in the case of Lopez Ribalda and others v. Spain.
In early January, the ECHR held in favor of five supermarket chain employees who had been dismissed after they were caught stealing on hidden cameras because the cameras had intruded on their right to respect for private and family life.
On December 22, 2017, the Tax Cuts and Jobs Act was signed into law bringing significant changes to US tax law. One provision of the Act may further incentivize individuals to work as independent contractors instead of as traditional employees.
The new provision allows for independent contractors, and for service providers structured as a partnership or other flow-through entities, the potential to deduct up to 20% of their revenue from their taxable income. And while some companies might view the opportunity to re-classify individuals from employees to independent contractors as a “win–win” scenario, it could create substantial legal exposure for employers.
Seraphim Ma, a partner in Baker McKenzie’s Taiwan office, shares a broad overview of Taiwan’s new Act for Recruitment and Employment of Foreign Professionals.
The Act provides a package of benefits designed to increase the desirability and convenience for foreign nationals to work in Taiwan. Currently, the Executive hopes to promulgate the Act by the end of February. While the Act is limited in applicability to specific fields, the passage of this legislation marks the start of an exciting era for Taiwan as it begins to compete for foreign talent.
Aimee Soodan, a Compensation attorney in Baker McKenzie’s Chicago office, answers the question.
[As reported by our Baker McKenzie Compensation colleagues]
As of December 20, 2017, both the House of Representatives and the Senate have voted to approve the final version of the Tax Cuts and Jobs Act, in substantially the form released by the Conference Committee on December 15th. The bill is expected to be presented to the President for signature before Christmas, making US tax reform a reality for 2018.
What’s In? From a Compensation & Benefits perspective, among other things, the approved bill includes:
- Significant changes to Code Section 162(m);
- A new tax deferral regime for options and RSUs granted by private companies;
- Elimination of exclusion for fewer than expected employer-provided fringe benefits; and
- Increased disallowance of compensation-related deductions under Code Section 274.
What’s Out? Fortunately, the final bill does not include a Senate proposal to require the use of a first-in-first-out (FIFO) methodology when calculating capital gains on sale of shares, nor does it add back any of the changes to non-qualified deferred compensation that were proposed in the initial House version of the bill. Also, most of the changes proposed to qualified retirement plans have been eliminated.
Narendra Acharya, a Partner our Chicago office, answers the question and explains why companies rely on them in their global employee mobility programs.
Moving employees across borders quickly and within budget is a formidable task considering the immigration and visa requirements, tax and social security implications, data privacy mandates, employment rules, stock benefits and…
The Tax Cuts and Jobs Act proposes sweeping changes to the taxation of executive compensation and employee benefits. It aims to be effective as of January 1, 2018 – which means limited time to react.
This week our friends over at the Compensation Connection published a helpful alert regarding the proposed tax reform bill.
Slavery and human trafficking has become a priority for many governments around the world.
The UK Government passed the Modern Slavery Act 2015 to simplify and bring up to date the criminal law in relation to modern slavery and human trafficking. The Act (section 54) imposes a new obligation on UK businesses to publish an…
In July 2017, amid political turmoil and protests by the opposition and the labor unions, president Michel Temer sanctioned a new law implementing the controversial labor reform in Brazil.
Some of the law’s most significant changes impacting US multinationals include:
- Labor Rights Negotiation: Agreements negotiated between companies and employees may override statutory requirements relating