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“Can I still work from home?” – Dealing with increased requests from employees to work remotely when returning to work post-pandemic – health and safety

Judith D. Perez — Fri, 28 Oct 2022 07:00:00 +0000

Greenberg Glusker Fields Claman & Machtinger

October 28, 2022

Greenberg Glusker Fields Claman & Machtinger

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As mask requirements have been lifted and COVID-19 infection rates have fallen, many companies are using this as an opportunity to welcome employees back into their workplaces. It is expected, and we have already seen, that there will be resistance from employees wishing to continue with a hybrid or fully remote work environment. In anticipation of these requests, employers need to consider three main points when dealing with the increasing requests from employees to work remotely.

An automatic yes/no decision for teleworking applications no longer works

The path “back to normality” is no longer passable. As so often in the past, this is a moment of change and adjustment to a new normal. Implementing a policy that automatically says either “yes” or “no” to all remote work is not recommended.

Employees can expect to work from home to some extent for a variety of reasons:

childcare

commuting routes

efficiency

Mental and/or physical health

What to consider when evaluating telework applications

What happens if you receive an invitation to work from home or resistance to returning to work? How are you beginning to evaluate this new normal? There are a number of factors to consider internally so that you can decide where to draw the line and where to be flexible as this has both short-term and long-term implications for your business.

Check the employee’s actual duties. Depending on an employee’s physical and/or operational responsibilities, the decision to allow an employee to work from home may vary. An assembly line worker (for example, an employee who works in a warehouse or assembly line or in a kitchen) looks very different from an employee in a call center. Of course there are gray areas. If you’re in a regulated industry, one of the considerations for employees working from home is the need for cybersecurity and additional security protocols for those working away from your physical presence. Let’s say your company supports a government agency or audits financial institutions. They have extremely robust layers of cybersecurity required for employees to be able to access the information on a computer. So it’s very difficult to orchestrate this from home. One option we saw put into practice was to select just a handful of employees to have full Virtual Private Network (VPN) access installed, and then conduct periodic cyber audits on a regular basis.

Check the basis for the request. Consider why the employee would want to continue working from home and not return to the office. If the reason is based on a medical problem or a mental health issue, this is placed in an analysis path, which is a conversation about housing for people with disabilities. If it is for logistical reasons (e.g. the employee no longer cares for an elderly parent or toddler, has sold their car, or for a variety of personal reasons), this is a different analytical framework that is not included in this Discussion about the accommodation of disabled people.

Consider the impact on the employee’s team. Is the employee who wants to work from home part of a collaborative team? Do you require a mixed approach or do you want to work from home permanently? What happens to the rest of the team? If one or more employees are not physically present, do you rotate the team on site on different days?

Consider the cost of allowing the person to work from home, like the cost of equipment. According to California Labor Code 2802, employers are required to reimburse employees for “all necessary expenses or losses incurred by the employee as a direct result of the performance of his or her duties.” This includes not just something as simple as a computer, but possibly a new desk chair, a desk, a work station, an ergonomic footrest, and utilities such as the Internet or a phone line. For employees who choose to work out of state, consider the administrative and tax implications of paying employees in multiple states.

Consider the costs of not allowing the person to work from home. Rejection of work-from-home regulations can result in higher employee turnover and loss of talent, and possibly even a loss of morale. Employees got used to not having to commute during the day or have the flexibility to run errands. Removing that flexibility can make it harder to recruit and retain talent.

How to manage remote work requests to reduce legal risks

There are several ways employers can manage remote work applications to reduce legal risk.

Have a written policy, but train for legal issues. This shouldn’t come as a surprise, but the first recommendation is to develop a written policy. Letting different departments decide what works for their team not only reinvents the wheel and is inefficient, it also creates problems that most managers fail to recognize. Ideally, HR decision makers should create a comprehensive written policy and train managers to address legal issues such as a potential handicap problem. Disability issues are not only triggered when an employee addresses them directly. Employers are informed about possible disability accommodations in a number of indirect ways, including informal discussions between an employee and their manager, and training is key to getting this right.

Document work-from-home interactions. As this potentially becomes a disability request, it is important to document all work from home requests and interactions. We’ve seen a pattern of different reasons for working from home, ranging from convenience to an emergency to a doctor’s note. When these requests are documented in writing, employers are much better able to assess the credibility of the information, including that which triggers a mediation interview. These requests may be perfectly genuine, but the documentation allows you to spot a pattern. A related consideration is that managers are not always well trained in documentation. You want to create a regulated system, e.g. B. Sending an email to Human Resources stating that a particular employee has asked to work from home, why and what the response was, including if and for how long has been approved.

Treat like with like. If you denied four people a remote work request and then agreed to a fifth, you want to be able to explain why. If there is a medical reason that needs to be addressed, this is a separate conversation. But that could lead to an awkward position where you can’t share medical issues with other employees, but you also don’t want people to feel like you’re picking favorites. To assess whether you are treating like with like, you can look at whether they work in the same department or whether they have similar responsibilities.

Set the duration of the WFH and require regular face-to-face meetings and/or at least video conferences. If you allow work from home, set the duration and require regular meetings, either in person or via video. Regardless of how employees assess their own productivity while working from home, we’ve found that remote workers are increasingly at risk of switching companies, doing other jobs, or no longer feeling part of the organization. When managers don’t see or connect with those who report to them, they stop thinking about them, which can lead to other problems such as attrition or potential discriminatory action.

Confirm that the employee is still working in CA. Employers should regularly confirm which state, county, and city the employee works in. Not only does California have its own laws that apply to workers, but different cities, counties, and municipalities have their own. So if an employee worked in one city and then moved, this could lead to several changes, e.g. B. to the paid sick leave to which he is entitled. Whereas in the past the employer did not need to know where the employee moved to live, today the home is the place of work. Often employees don’t say anything to their employers because either it didn’t occur to them or they didn’t think it was up to the employer to know. Employers must tell their employees who are working from home that it is important for the company to know this, as it affects a wide range of regulations.

Confirm your WC insurance accounts for WFH and associated risks. One of your checklist items, as part of your overall design, is determining how and to what extent your workers’ compensation coverage and policies, as well as workplace safety policies, need to be changed and updated. If everyone will be working from home at any level, your IPP and OSHA policies may need to be reviewed, and you may need to change a designated compliance person who is now responsible for regular workplace reviews to ensure they are in compliance meet safety standards for a workplace.

The content of this article is intended to provide a general guide to the topic. In relation to your specific circumstances, you should seek advice from a specialist.

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Unions in Asia Pacific are stepping up efforts to organize workers

Judith D. Perez — Wed, 05 Oct 2022 08:29:53 +0000

In the face of technological innovation and changing job descriptions, Singapore’s Advanced Manufacturing Employees’ Union has worked with its national center to lobby for reform of the country’s Industrial Relations Act to allow a limited number of employees to join the union.

“It is crucial to show that unions can offer benefits to employees. In Japan, for example, blue-collar and salaried union members can obtain low-interest loans from the labor bank set up by the unions. We need to make unions attractive to workers.”

said Yusuke Ishihara, deputy secretary-general of the Japan Council of Metalworkers.

In the Philippines, Indonesia and Thailand, most employees are women. A lack of awareness of workers’ rights, limited legislation to organize platform workers, and increasing automation to monitor and control workers are among the challenges of employee organizing.

The participants agreed to reconsider organizing plans for employees. Issues affecting employees’ interests, such as long hours, mental health, the right to separation and telework benefits, should be emphasized in the organizing campaign.

The importance of collective bargaining in protecting employees’ rights and benefits needs to be emphasized when organizing.

“The core labor standards are a guide to realizing freedom of association and advocating labor law reform in the digital economy. Trade unionists need to take mental health and safety issues more seriously as this has long been neglected. We need to do that, make our unions more relevant to employees,”

said Christine Olivier, deputy general secretary of IndustriALL.

Corinne Schewin, from CFE-CGC and co-chair of the sector, spoke about problems faced by white-collar workers and the strategy to organize them in France.

“Changes in the industry are leading to increased job creation for white-collar workers. So we need to organize in each country to attract them and increase our membership.”

said Magnus Kjellsson, head of international affairs at Swedish union Unionen, on behalf of Martin Linder, the union’s president and co-president of the sector.

Apparel, Corporate Brand, 6thStreet.com, Grand Opening, GCC’s, First Fashion, Lifestyle, Phygital, Store, Dubai

Judith D. Perez — Fri, 30 Sep 2022 17:03:38 +0000

India: 6thStreet.com, the leading fashion e-commerce destination in the GCC, has launched the first-ever Phygital fashion store in the GCC region; an innovative, technology-driven space where online shopping meets a physical store.

The 6thStreet.com store at Dubai Hills Mall is the future of retail, offering customers an integrated omnichannel experience with the benefits of online and in-store shopping. It is owned by Apparel Group, the global fashion and lifestyle retail conglomerate headquartered in Dubai.

Inaugurating the store, His Excellency Omar bin Sultan Al Olama, UAE Minister of State for Artificial Intelligence, Digital Economy and Teleworking Applications said: “6thStreet.com’s first physical store is a testament to the UAE’s leadership in future technologies and a Reflecting the country’s status as a global shopping and tourism hub. Packed with breakthrough artificial intelligence applications, it is part of a new generation of intelligent retail brands that are boosting traditional industries while strengthening the country’s digital economy.”

The 6thStreet.com store offers tangible proof of how AI and machine learning can be leveraged to create an exciting new store format, creating new retail opportunities that offer speed, cost and sustainability benefits. The nurturing ecosystem created by the UAE government allows ambition and innovation to thrive, so it is only fitting that we have opened our first Phygital store in Dubai.”

Customers in the 6thStreet.com store can use tablets to browse, select and add items, just like when shopping online in the app. They can be tried on at the station or in an assigned fitting room, where an interactive screen allows customers to swap sizes, request assistance and select purchases. Customers can touch and feel products and enjoy the social aspect of shopping without having to face the challenges of long delivery times, limited in-store stock or waiting at the checkout.

The 7535 m² hotel is located on the ground floor of Dubai Hills Mall. ft store is equipped with 38 tablets and 7 changing rooms. Customers are accompanied through the unique shopping experience by ten fashion consultants on the floor. The Phygital store has seven times the inventory of a regular store, with almost every brand offering the 6thStreet.com app in the UAE such as Birkenstock, Calvin Klein, Tommy Hilfiger, Crocs, Levi’s, Skechers, Adidas, Nike, Dune London, Aldo, Toms and more.

“6thStreet.com will continue to push boundaries when it comes to providing our customers with unprecedented experiences. We anticipate that the Phygital store will be embraced by the tech-savvy UAE residents,” concluded Dharmin Ved.

The 6thStreet.com Store addresses the UAE’s leadership in future technologies. The store is redefining retail in the region, blending a physical format with digital shopping to deliver an immersive customer experience. Shoppers have access to 1200+ brands available on 6thStreet.com: Birkenstock, Calvin Klein, Tommy Hilfiger, Crocs, Levi’s, Skechers, Adidas, Nike, Dune London, Aldo, Toms and more. 6thStreet.com is an omni-channel fashion e-commerce destination offering high street fashion and beauty brands in the United Arab Emirates, KSA, Kuwait, Oman, Bahrain and Qatar. As one of the largest footwear destinations in the GCC region, 6thStreet.com offers the latest collections from over 1000+ international brands such as Tommy Hilfiger, Calvin Klein, Dune London, Charles & Keith, ALDO, Crocs, Birkenstock, Skechers, Levi’s , Nike , Adidas, Rituals, Inglot and many more. The online platform also offers free 100-day returns both in-store and online, cash on delivery and the option for Click & Collect with real-time integration with 1337 stores.

Download the 6thStreet app for iOS and Android and follow @shop6thstreet on all social platforms to keep up with the latest fashion trends.

Apparel Group is a global fashion and lifestyle retail conglomerate based at the crossroads of modern economy – Dubai, United Arab Emirates. Today, Apparel Group serves thousands of eager shoppers through its 2010 retail stores and 78 brands across all platforms and employs over 17,300 multicultural associates.

Apparel Group has expanded its strong presence in the GCC, expanding thriving gateways to the market in India, South Africa, Singapore, Indonesia, Thailand and Malaysia. In addition, there are clear strategies for entering emerging markets such as Hungary, Pakistan, Egypt and the Philippines.

Apparel Group has created an omni-channel experience and operates brands from the US, Canada, Europe, Australia and Asia. Brands include leading names in fashion, footwear and lifestyle such as Tommy Hilfiger, Charles & Keith, Skechers, Aldo, Nine West, Aeropostale, Jamie’s Italian, Tim Hortons, Cold Stone Creamery, Inglot and Rituals.

Apparel Group owes its amazing growth to the vision and leadership of its dynamic Founder and Chairman, Ms. Sima Ganwani Ved, who has made the company ever stronger since its inception over the past two decades.

www.appareluae.com

Apparel Group’s 6thStreet.com brand opens GCC’s first fashion and lifestyle phygital store in Dubai

Judith D. Perez — Mon, 26 Sep 2022 10:02:20 +0000

ANI |
Updated: Sep 26, 2022 3:28 p.m IS

New Delhi [India], Sept. 26 (ANI/PNN): 6thStreet.com, the leading fashion e-commerce destination in the GCC, has launched the first-ever Phygital fashion store in the GCC region; an innovative, technology-driven space where online shopping meets a physical store. The 6thStreet.com store at Dubai Hills Mall is the future of retail, offering customers an integrated omnichannel experience with the benefits of online and in-store shopping. It is owned by Apparel Group, the global fashion and lifestyle retail conglomerate headquartered in Dubai.
Inaugurating the store, His Excellency Omar bin Sultan Al Olama, UAE Minister of State for Artificial Intelligence, Digital Economy and Teleworking Applications said: “6thStreet.com’s first physical store is a testament to the UAE’s leadership in future technologies and a reflects the country’s status as a global shopping and tourism hub. Packed with breakthrough artificial intelligence applications, it is part of a new generation of intelligent retail brands that are boosting traditional industries while strengthening the country’s digital economy.”
Dharmin Ved, Founder and CEO of 6thStreet.com said: “After a year-long learning journey, our smarter retail concept is ready to welcome shoppers. We’ve invested in digital transformation not only to drive revenue growth, but also to streamline efficiencies across the value chain The 6thStreet.com store offers tangible proof of how AI and machine learning can be leveraged to create an exciting new Create store format and create new retail opportunities that offer speed, cost and sustainability benefits. The nurturing ecosystem created by the UAE government allows ambition and innovation to thrive, so it is only fitting that we have opened our first Phygital store in Dubai.”
Customers in the 6thStreet.com store can use tablets to browse, select and add items, just like when shopping online in the app. They can be tried on at the station or in an assigned fitting room, where an interactive screen allows customers to swap sizes, request assistance and select purchases. Customers can touch and feel products and enjoy the social aspect of shopping without having to face the challenges of long delivery times, limited in-store stock or waiting at the checkout.
The 7535 m² hotel is located on the ground floor of Dubai Hills Mall. ft store is equipped with 38 tablets and 7 changing rooms. Customers are accompanied through the unique shopping experience by ten fashion consultants on the floor. The Phygital store has seven times the inventory of a regular store, with almost every brand offering the 6thStreet.com app in the UAE such as Birkenstock, Calvin Klein, Tommy Hilfiger, Crocs, Levi’s, Skechers, Adidas, Nike, Dune London, Aldo, Toms and more.
“6thStreet.com will continue to push boundaries when it comes to providing our customers with unprecedented experiences. We see Phygital Store as a store that will be embraced by the tech-savvy UAE residents,” concluded Dharmin Ved.
The 6thStreet.com Store addresses the UAE’s leadership in future technologies. The store is redefining retail in the region, blending a physical format with digital shopping to deliver an immersive customer experience. Shoppers have access to 1200+ brands available on 6thStreet.com: Birkenstock, Calvin Klein, Tommy Hilfiger, Crocs, Levi’s, Skechers, Adidas, Nike, Dune London, Aldo, Toms and more. 6thStreet.com is an omni-channel fashion e-commerce destination offering high street fashion and beauty brands in the United Arab Emirates, KSA, Kuwait, Oman, Bahrain and Qatar. As one of the largest footwear destinations in the GCC region, 6thStreet.com offers the latest collections from over 1000+ international brands such as Tommy Hilfiger, Calvin Klein, Dune London, Charles & Keith, ALDO, Crocs, Birkenstock, Skechers, Levi’s , Nike , Adidas, Rituals, Inglot and many more. The online platform also offers free 100-day returns both in-store and online, cash on delivery and the option for Click & Collect with real-time integration with 1337 stores.

Download the 6thStreet app for iOS and Android and follow @shop6thstreet on all social platforms to keep up with the latest fashion trends.
Apparel Group is a global fashion and lifestyle retail conglomerate based at the crossroads of modern economy – Dubai, United Arab Emirates. Today, Apparel Group serves thousands of eager shoppers through its 2010 retail stores and 78 brands across all platforms and employs over 17,300 multicultural associates.
Apparel Group has expanded its strong presence in the GCC, expanding thriving gateways to the market in India, South Africa, Singapore, Indonesia, Thailand and Malaysia. In addition, there are clear strategies for entering emerging markets such as Hungary, Pakistan, Egypt and the Philippines.
Apparel Group has created an omni-channel experience and operates brands from the US, Canada, Europe, Australia and Asia. Brands include leading names in fashion, footwear and lifestyle such as Tommy Hilfiger, Charles & Keith, Skechers, Aldo, Nine West, Aeropostale, Jamie’s Italian, Tim Hortons, Cold Stone Creamery, Inglot and Rituals.
Apparel Group owes its amazing growth to the vision and leadership of its dynamic Founder and Chairman, Sima Ganwani Ved, who has made the company ever stronger since its inception over the past two decades.
www.appareluae.com
This story was provided by PNN. ANI is in no way responsible for the content of this article. (ANI/PNN)

Clothing group 6thStreet.com brand opens fashion and lifestyle phygital store in Dubai

Judith D. Perez — Sat, 17 Sep 2022 04:29:56 +0000

The 6thStreet.com Store addresses the UAE’s leadership in future technologies
The store is redefining retail in the region, blending a physical format with digital shopping to deliver an immersive customer experience
Shoppers have access to 1200+ brands available on 6thStreet.com: Birkenstock, Calvin Klein, Tommy Hilfiger, Crocs, Levi’s, Skechers, Adidas, Nike, Dune London, Aldo, Toms and more

Dubai, United Arab Emirates: 6thStreet.com, the GCC’s leading fashion e-commerce destination, has launched the first-ever phygital fashion store in the GCC region; an innovative, technology-driven space where online shopping meets a physical store. The 6thStreet.com store at Dubai Hills Mall is the future of retail, offering customers an integrated omnichannel experience with the benefits of online and in-store shopping. It is owned by Apparel Group, the global fashion and lifestyle retail conglomerate headquartered in Dubai.

Dharmin Ved, Founder and CEO of 6thStreet.com said: “After a year-long learning journey, our smarter retail concept is ready to welcome shoppers. We have invested in digital transformation not only to drive revenue growth, but also to optimize efficiencies across the value chain. The 6thStreet.com store offers tangible proof of how AI and machine learning can be leveraged to create an exciting new store format, creating new retail opportunities that offer speed, cost and sustainability benefits. The nurturing ecosystem created by the UAE government allows ambition and innovation to thrive, so it is only fitting that we have opened our first Phygital store in Dubai.”

-End-

About 6thStreet.com

6thStreet.com is an omni-channel fashion e-commerce destination offering high street fashion and beauty brands in the United Arab Emirates, KSA, Kuwait, Oman, Bahrain and Qatar. As one of the largest footwear destinations in the GCC region, 6thStreet.com offers the latest collections from over 1000+ international brands such as Tommy Hilfiger, Calvin Klein, Dune London, Charles & Keith, ALDO, Crocs, Birkenstock, Skechers, Levi’s , Nike , Adidas, Rituals, Inglot and many more. The online platform also offers free 100-day returns both in-store and online, cash on delivery and the option for Click & Collect with real-time integration with 1337 stores.

Download the 6thStreet app for iOS and Android and follow @shop6thstreet on all social platforms to keep up with the latest fashion trends.

About Clothing Group LLC

The Apparel Group has expanded its strong presence in the GCC and developed thriving market entries in India, South Africa, Singapore, Indonesia, Thailand and Malaysia. In addition, there are clear strategies for entering emerging markets such as Hungary, Pakistan, Egypt and the Philippines.

www.appareluae.com

Workers say why they hide it

Judith D. Perez — Fri, 16 Sep 2022 15:08:50 +0000

With the era of remote work, the so-called digital nomads have much more freedom than ever living in remote paradises on their European salaries and for companies based in cities like London or Barcelona.

Vice has spoken about this phenomenon, interviewing people who hide from their companies that they live away from home while their company pressures them to return to the office. By Genebeta We also know of similar cases and have interviewed experts from Spain that they did such a thing and to know their reasons and their strategies to avoid getting caught and caught.

The pandemic has brought us teleworking. And many managers, with Elon Musk at the helm, want to take it from us. Many workers cite compelling reasons for following this trend: fuel economy and other issues (although there are studies that believe more is being spent on other factors), energy use, work-life balance, time savings on transfers… but there are still others who postpone this moment because They live in paradises far from their cities and don’t want to tell their companies.

We’ll see how digital nomads do their chores in front of an Asian beach (to say the least) while their boss thinks they’re at home in a European town or town on their PC. Y the tricks of the pros to avoid telling your life.

Tips to avoid being discovered

Ángela works for a company in the Basque Country. This summer he spent two months between the Maldives and Indonesia. She is not being pressured to return to the office as the agreement between the company and the worker was that if nothing changes, she would telecommute. There are companies that know that if they want talent, they must yield and offer conditions that interest the professional. Angela didn’t want to say that she would go to the other end of the world because she didn’t even know if she would be allowed to do it and because after all it’s her private life.

“I never ran away, I did my duty the same as in Spain,” he explains. Only his schedule has changed: from 3pm (here he starts at 9am and he says it would be much more complicated if he went to America as he would have to work at dawn) and he was scared that his company PCs might suffer an incident… how would you go about the company getting a new computer according to protocol?

How did you manage to disguise yourself in meetings so no one sees you’re sweating when you actually live in northern Spain, where it’s not as hot as the Maldives? asked. She says she never video calls. All meetings are without video. Of course, when he was working from a beach and had a call, he went to a closed place to avoid noise: it could be the room of his accommodation or, if it was far away, the car he moved with from one place to another.

Best of all, says Angela, when she was diving in the Maldives in her free time, her boss told her so He was on vacation with this mission in the Maldives. Come on, they could have been found perfectly. Angela says Bali is a teleworking paradise. “It is full”. Canteens and hotels are offices and afterworks can be held with people of different nationalities and different professions.

Vice speaks a guy named Daniel who lives in Chiangmai, Thailand, and his bosses think he’s in Birmingham, UK, and he has problems at meetings: it’s often night in one country while it’s day in the other, and in many cases it’s cold in Birmingham while in Thailand he’s sweating with a fan at his side cooling the temperature. Or when One of those noisy tropical night storms hits the Asian country that’s also hard to hide. He often checks whether it’s raining in Birmingham or not.

reasons not to say it

In addition to data protection: why For a company, it shouldn’t matter if I’m in Badajoz or in Hanoi as long as I’m doing my job?

Silvia says she also hid her location from her company because she wanted to volunteer for a project she loved. “I was self-employed, particularly bogus self-employed, I made an agreement with my company that I would spend time in another country to cover the information there. As is the case with many journalists, They send us to other countries without any kind of protection or co-payment for this work. I accepted because I was very interested, but I was aware that my labor rights were being violated, so I took advantage of it,” explains Silvia.

Silvia’s boss wanted to send her to Buenos Aires earlier than agreed. She had just returned from Bogotá and didn’t want to leave so quickly. When they previously agreed to this collaboration, there was never any talk of the company being able to enforce the dates. On the contrary, Silvia was interested in a project in Bulgaria to volunteer in her free time. She claimed to have family problems to prolong her move to Argentina, but in reality she went to Bulgaria. He got up early (a lot, says Silvia) to do his job duties and have a lot of work done when his boss came at 9am. Then she volunteered for the project and did her homework in the afternoon. It wasn’t that difficult because they weren’t on a platform that chatted in real time and video calls were rare.

Once, already in Buenos Aires, he decided to go to the north of the country for a few weeks. He didn’t notify her bosses in Spain because after all she was autonomous, although in practice they imposed schedules (not a salary or benefits corresponding). It was carnival time, festive, and not much movement or important events were planned in Buenos Aires.

He spent a few weeks with friends up north, very close to Bolivia, while performing his daily work duties. There her boss calls her: They have to send her to an event in the USA in a few days. The nearest international airport was thousands of miles away. She had to travel nearly three days by bus to get back to the big city in time because flights were too expensive (and inaccessible) to catch up.

Another case is Matt’s, this one was picked up by Vice as Daniels. Wanting to stop paying the high real estate prices in Manhattan where he lived, he made the decision to move to Europe. His company agreed. Over time, wanted to apply for a visa to stay on the old continent because someone from America can’t legally stay here indefinitely if they don’t sort it out.

His company arbitrarily refused. Since there were no compelling reasons for this refusal, Matt lied. Cbought a flight, showed it to his boss, then canceled it and he remained alive in Europe, mostly hiding the light or darkness that surrounded him in assemblies (lest the time difference be noticed). To hide his location he used a VPN and it worked for him. A Genbeta colleague says that a friend recently asked him how to use a VPN to lie about her location and “it seems to have worked”.

Juan works in a public institution. And like the rest of the industry, he has days a week when he’s entitled to telecommute. However, he says they told him that a few days agoIf they choose to telework from home, they must inform the agency the one you work for “He’s not in the agreement and I think he’s acting abusively,” says Juan, who is a lawyer.

Alfonso also cheats on his location. However, not to go to a remote paradise, but because the company forces him to live in the region where his headquarters are located, although he works remotely and prefers to stay in his hometown, which is about 300 kilometers away. “I don’t know if I can work by phone at my mother’s house, it’s not that remote, but I spend many seasons here and don’t tell my company about it,” says Alfonso.

That Managers or managers also sin in it. Explains Sergio, head of a technology department in his company, who often goes for a walk on the beach at work. You only need a cell phone because “It’s what you have to do in all meetings or state how to do something‘ explains Sergio. Most of these phone calls are with clients, and he doesn’t lack the camera. If he needs a video call, he is already looking for a more suitable place.

There are companies that say this is a problem

A survey conducted for HR firm Topia found that up to 40% of HR professionals had recently discovered that employees have worked outside of their home state or country, and that only 46% of male and female bosses were “very sure” they knew where the majority of their employees were. Last year it was 60%.

In the same survey, 66 percent of the 1,500 full-time workers surveyed in the United States said they did not share with Human Resources all data they worked on outside of their state or country, and 94% said they believe they should be able to work wherever they want when it comes to their job is carried out.

From Topia, they say they are aware of the cases of some companies that have already fired employees who have refused return home after the company found out they were working from foreign countries.

2022 Tullamore and District Chamber Business Awards nominees announced

Judith D. Perez — Tue, 13 Sep 2022 12:55:48 +0000

Released:
Tue 09/13/2022, 1:55 p.m

Last updated:
Tue 09/13/2022, 1:56 p.m

The shortlist of companies nominated for the 2022 Tullamore and District Chamber Business Awards sponsored by Tullamore Credit Union was announced this week.

The nominees are recognized for their quality, innovation and achievements, especially during these challenging times for businesses.

The shortlisted companies were first nominated by the public and the jury then had the difficult task of shortlisting the finalists, with the winners announced at the awards ceremony on Saturday 22nd October at The Bridge House Hotel to be given, Tullamore.

The event begins at 7pm with a champagne reception, followed by a gala dinner and live entertainment by the band Eden.

The judges and chamber awards committee congratulated all of the shortlists, saying each had “shown true innovation and leadership in advancing business, creating jobs and supporting local economies.”

In addition to main sponsors, Tullamore Credit Union, the event is also sponsored by Dunnes Stores and Hendricks Gin.

Tickets for the awards ceremony can be purchased online at: www.tullamorechamber.com

The nominees for the award are as follows:

Best Customer Service (Individual): Darren Yates (Midland Travel); Marian O. Connell (Ritzy); Seanie Morris (M103); Niall O’Rourke (Tullamore Hardware); Arif Soysal (Captain’s House).

Best Customer Service (Business): Cloonan’s hardware; Guy clothing; NIS Ltd.; Lambe’s Oil; Annaharvey Chauffeur; The flower barn.

Retail Excellence: nakid; Cloonan’s hardware; Guy clothing; Doyle’s Gala; Galvin’s menswear; The wooden hanger.

community effort: Ballycommon Telework and Training Centre; Tullamore Meals on Wheels; PLOT; Dochas Tullamore; Offaly Hospice

Best SME 1-30: PrintPlus; DS hardware; ARO Logistics Irish Ltd; NIS; Lambe’s oil.

Best SME 30+: Glenisk; Browns on the Green; KMK metal recycling; Bord na Mona; Glenwood.

Best professional services: Offaly Innovation and Design Center CLG; Philip Kelly real estate agent; outlaw funeral directors; Andrew Lynam Electrical; Cloud9 Travel.

Emerging new business: Browns Bistro; heart on my sleeve greetings; First class farm shop; Create Ireland; The Thatch Rahan.

category nominees

Best Licensed Premises: JJ Houghs; the power rail; Tom & Gerry’s Bar; The Thatch & Coffee Shop; Fergie’s bar.

Best dining experience: The Captain’s House; Shishir Indian and Thai Restaurant; The Balcony Restaurant; Italian mezzo restaurant; The blue apron.

Best Multinational Company: steris; Tullamore Distillery/William Grant & Sons Ltd.; integra; cardinal health; Zoetis.

Entrepreneur of the Year: Nigel Giant; Gerry Buckley; Rita Lambe; Sharon Leavey; Tony McCormack.

Best Website/Social Media: play town; KMK metals; JJ Hough’s Bar; Lambe’s Oil; Kate & Charlie; Power Cutz Gym.

Offaly Tourism Prize: Birr Castle; play town Tullamore; Tullamore DEW; Giltrap’s Townhouse & Glamping; Lough Boora Discovery Park.

Released:
Tue 09/13/2022, 1:55 p.m

Last updated:
Tue 09/13/2022, 1:56 p.m

Thailand, Greece hold high-level tourism talks to expand mutual tourism

Judith D. Perez — Tue, 13 Sep 2022 07:00:00 +0000

Also, Visit Thailand Year 2022-2023: Amazing New Chapters campaign will be promoted at Amazing Thailand, Amazing New Chapters Reception in Athens, Greece.

BANGKOK, Thailand – Thailand and Greece (the Hellenic Republic) are in talks to rebuild and further expand mutual tourism between the two countries. High-level meetings were held in Athens on September 5, 2022, the same day 16 years ago 2006 since the signing of a Memorandum of Understanding (MOU) on tourism cooperation between Thailand and Greece.

Representing Thailand, Mr. Pornsith Pibulnakarintrcouncil of ministers, Royal Thai Embassy, Athens, Greeceand Mr. Yuthasak Supasorn, DID Governor. They met with Mrs. Sophie ZacharakiGreece’s Deputy Minister of Tourism to discuss ways to promote mutual tourism and continue the cooperation signed on September 5, 2006 between the Ministry of Tourism and Sports of Thailand and the Ministry of Tourism of Greece.

Mr. Yuthasak said: “This is a great opportunity for the Kingdom of Thailand and the Hellenic Republic to strengthen their good relations and close cooperation, which will contribute to the prosperity of tourism between the two countries. Both countries have policies that focus on sustainable tourism – in Thailand this is in line with the government’s Bio Circular Green or BCG economic model – and this ensures significant synergy between our two wonderful destinations.”

A plan to promote mutual tourism between Thailand and Greece emerged from the meetings in Athens, including knowledge sharing through a digital workshop, an exchange trip for bloggers and influencers in tourism, education and other fields, and the possibility of a Greek Tourism Fair in Thailand.

Following the meetings, a joint press conference was held by Mr. Yuthasak and Ms. Olympia Anastasopoulou, Secretary General for Tourism Policy and Development at the Hellenic Ministry of Tourism. The main topics included the Thai-Greek Memorandum of Understanding on Cooperation in Tourism and the Action Plan to Promote Mutual Tourism.

Amazing Thailand, Amazing reception of the new chapters

To support the talks, the TAT Rome office hosted the “Amazing Thailand, Amazing New Chapters Reception” that same evening.

Chaired by Mr. Yuthasak and Mr. Pornsith, over 50 people attended the event, including tour operators, media and representatives from the Greek public and private sectors, including the Hellenic Ministry of Tourism and the Hellenic National Tourism Organisation.

Speaking at the reception, Mr. Yuthasak provided an update on the “Visit Thailand Year 2022-23: Amazing New Chapters” campaign, in which Thailand invites travelers from around the world, including Greece, to come and write their own memorable chapters on the Thai holiday.

TAT focuses on the use of “storytelling” marketing to enrich the tourism experience and visitor self-esteem. This is done through NFT – as “Nature to keep”, “Food to explore” and “Thainess” to be discovered along with the sense of experience, fun and love that travelers will gain during their travels in Thailand.

The focus is on promoting Thailand as a year-round destination for health and wellness enthusiasts, families with children, active seniors and telecommuters/remote workers through joint promotions with leading tour operators, travel agencies and consumer brands. Key messages will highlight the wealth of tourism products and services in Thailand that meet the travel needs of all travellers. This idea is presented along with the Kingdom’s 5F Soft Power Foundations; namely food, film, fashion, festival and fight.

“Besides many tourism products and services, 2022-2023 will also be the years of meaningful travel. Not only will it highlight responsible travel, but it will also be a moment of reuniting friends and family after a long hiatus during the pandemic.” Mr. Yuthasak closed.

Law No. 14,442 of 2022, which regulates the rules for teleworking and meal allowances, is published – employee benefits and remuneration

Judith D. Perez — Tue, 13 Sep 2022 07:00:00 +0000

September 13, 2022

Tauil & Checker

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Law No. 14,442 of 2022 was approved by the President of the Republic and published in the Official Gazette on September 5, 2022, with the aim of improving the teleworking system and the payment of meal allowances and the Worker’s Food Program (“PAT” in Portuguese).

The aspects of Law No. 14.442 of 2022, which derive from the legislative process resulting from Interim Measure No. 1.108 of 2022, bring important changes to the concept of telework and economic implications for the employer. On the other hand, the regulations on the subsistence allowance have already been applied and are helpful in completely dispelling doubts about the use of the funds.

The changes regarding telework can be broken down as follows:

a) Concept of telework regime and control of working hours

The concept of a telework system no longer requires the element of “predominance” as a necessary characteristic to recognize the provision of services in the telework system, and it is sufficient that the worker performs his function in a hybrid system to be covered by the regulations of Article 75-A of the Labor Code. This interpretation follows from the amendment of Article 75-B of the Labor Code.

The law also amended Article 62, III of the Labor Code by providing that workers performing their functions in a telework system are not exempt from the control of their working time, with the exception of workers providing post-task or production services.

b) Union membership and the need to expressly provide for the teleworking regime in an individual employment contract

Collective agreements and conventions are applied to workers in a telework system, taking into account the location of the entity for which they provide services.

In addition, the type of service provision in a teleworking or “hybrid” regime must be expressly stated in the individual employment contract.

c) The new telework regime for interns and trainees

With the insertion of paragraph 6 in Article 75-B, the regulation of telework can be extended to trainees and trainees, provided that this is expressly provided for in the traineeship contract, with the express consent of the trainee, the traineeship employer and the trainee’s training establishment.

d) Application of Brazilian legislation to workers providing services abroad under a labor regime

Brazilian law applies to workers subject to the telework regime who choose to provide their services abroad, unless the parties provide otherwise.

e) Expenses for the resumption of on-site work and the use of telematics means

The employer shall not be liable for the costs related to the return of employees in a telework system to the physical office, in the event that the employee chooses to provide his services in this system outside the contractually envisaged location, unless the parties agree otherwise agree.

The worker in the telework system who, outside of working hours, uses technological resources and the necessary infrastructure, software, digital tools or Internet applications for telework, does not mark standby or on-call times, unless a collective regulation provides otherwise.

f) Prioritizing the teleworking regime for workers with disabilities, workers with children or with children under judicial care

The law also provided that the employer must prioritize the introduction of the telework system for workers with disabilities, workers with children and workers with children under the age of four who are in custody.

The changes to the meal allowance are broken down as follows:

a) Necessity of the earmarked meal allowance for meals and the purchase of groceries

Article 2 of Law 14.442 of 2022 established, in a reassuring sense, that given the behaviors observed by employers, the meal allowance dealt with in Article 457, paragraph 2 of the Labor Code must be intended exclusively for the payment of food and meals.

b) Limits of the contract on the granting of meal allowance

The law also imposes restrictions when the employer hires a company to provide meal allowances, such as B.: prohibition of any kind of rebate or rebate from the contracted value; transfer or payment terms that remove the prepaid character of amounts to be made available to employees; other amounts and donations of any kind, direct or indirect, not directly related to the promotion of the health and food safety of the worker under the contracts concluded with the companies issuing instruments for the payment of food allowances

The concept of the telework regime no longer requires the fact of “predominance” as a necessary characteristic, so that for the recognition of the provision of services in the telework system it is sufficient that the employee performs his function in a hybrid regime to be recorded by the provisions of Article 75-A of the Labor Code. This interpretation follows from the amendment of Article 75-B of the Labor Code.

It is not yet known whether the application of the law will be similar to that of Law 13.467 of 2017 as applied to contracts in which the provision of services has already been made through the telework system, if the amendment is immediately complied with by those already in progress Contracts, if the application is limited to the effectiveness of the law, if employers have to pay overtime to employees who were already under this regulation, if the limitation is from the effectiveness of the law or retrospectively taking into account provisional Measure No. 1.108 of 2022 .

In short, it still seems premature to foresee the timely application of the law and its respective effects, but it must be noted that “tense regit actuam“, since all the changes introduced by Law No. 14,442 of 2022 are aimed at substantive law and not procedural law.

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This article provides information and comments on legal issues and developments of interest. The foregoing is not a comprehensive treatment of the subject matter covered and is not intended to provide legal advice. Readers should obtain legal advice before taking any action with respect to any matter discussed herein.

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Cross-border commuters, tax burden and social security obligations: Which rules will apply from July 1, 2022? – Employee benefits and compensation

Judith D. Perez — Thu, 04 Aug 2022 07:00:00 +0000

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Due to the development of teleworking in the context of the COVID-19 pandemic, the issue of taxation and social security affiliation of cross-border workers was discussed. In response to the COVID-19 pandemic, the Luxembourg government agreed in early 2020 with the Belgian, French and German governments on exceptional and temporary measures regarding the tax and social security situation of Belgian, French and German cross-border workers who normally reside in Luxembourg work and work remotely from where they live (the “agreement“).

The agreements partially expired on July 1, 2022. What are the consequences for employers?

Social security for cross-border workers

In principle, European Regulation 883/2004 stipulates that employees who are employed in Luxembourg and live outside Luxembourg remain affiliated with the Luxembourg social security system provided they do not work more than 25% of their annual working time in their country of residence.

As an exception to the above rule, the agreements allowed cross-border workers who worked more than 25% of their time from their home town to remain affiliated to the Luxembourg social security system during the COVID-19 pandemic.

The social security agreements were due to expire on June 30, 2022. However, the Administrative Commission for the Coordination of Social Security in the European Union has decided to apply a transitional period of 6 months from July 1, 2022 to December 31, 2022.

As a result, cross-border workers can continue to work remotely and remain affiliated to the Luxembourg social security system, even if the 25% threshold is exceeded.

Taxation of cross-border commuters

Bilateral tax treaties already existed before the COVID-19 pandemic between Luxembourg on the one hand and Germany, Belgium and France on the other. These bilateral tax treaties provide that taxation of employees normally employed in Luxembourg who work remotely from their place of residence will be maintained at 100% in Luxembourg if the following thresholds are not exceeded:

Germany: maximum 19 teleworking days per year;

France: maximum 29 teleworking days per year;

Belgium: maximum 34 teleworking days per year.

The agreements negotiated in the context of the COVID-19 pandemic allowed cross-border workers who exceed the above thresholds due to the number of working days from their place of residence in Germany, France or Belgium to remain taxable in Luxembourg.

However, the cross-border taxation agreements expired on June 30, 2022.

As a result, as of July 1, 2022, the salary relating to all days worked outside Luxembourg will be taxable in the worker’s country of residence if the above thresholds are exceeded.

Apart from the employees concerned having to pay tax on their earned income in their country of residence, remote work by cross-border workers can also pose tax risks for Luxembourgish employers. In particular, it could be assumed that the employer has a permanent establishment in the employee’s country of residence and therefore has to pay taxes in that country.

Leaving aside the practicality of the above rules, both employers and employees are advised to keep a record of the number of working days spent by employees outside of Luxembourg for whatever reason.

The content of this article is intended to provide a general guide to the topic. In relation to your specific circumstances, you should seek advice from a specialist.

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