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The revised Code of Practice on Employment (the
"Code") under the Disability Discrimination Ordinance
("DDO") took effect on 3 June 2011 replacing the previous
Code which was introduced in 1997.
Although the revised Code does not introduce any new legal
requirement (indeed, it is not an authoritative statement of the
law and does not create legal obligations), it has been amended to
bring it up-to-date and to contain more practical examples and
suggestions. Some of the examples are taken from actual cases that
have occurred in the years since the previous Code was published;
others are taken from enquiries and complaints the EOC has handled
over the years. The Code has also been revised (e.g. at section
8.5) to include reference to the newly enacted Minimum Wage
Ordinance (
http://www.mayerbrown.com/publications/article.asp?id=11190&nid=6)
where provision was made for the assessment of the statutory
minimum wage applicable to disabled persons.
Although the Code itself is not legislation, section 65(13) of
the DDO provides that the court may take into account the Code in
determining any relevant question in disability discrimination
proceedings. Therefore, employers should consider their obligations
under the DDO in conjunction with the comments under the Code.
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comprising legal practices that are separate entities (the Mayer
Brown Practices). The Mayer Brown Practices are: Mayer Brown LLP, a
limited liability partnership established in the United States;
Mayer Brown International LLP, a limited liability partnership
incorporated in England and Wales; Mayer Brown JSM, a Hong Kong
partnership, and its associated entities in Asia; and Tauil &
Chequer Advogados, a Brazilian law partnership with which Mayer
Brown is associated. "Mayer Brown" and the Mayer Brown
logo are the trademarks of the Mayer Brown Practices in their
respective jurisdictions.
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 seek specific
legal advice before taking any action with respect to the matters
discussed herein. Please also read the JSM legal publications
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With the long-running saga between Unite and CT Plus set to continue for the time-being, there are more and more calls upon both Guernsey and Jersey States' Ministers to give the matter serious thought going forwards.
Employment relationships in the United Arab Emirates are governed by Federal Law No.8 of 1980 Regulating Labour Relations as amended by Federal Laws No.24 of 1981, No.15 of 1985 and No.12 of 1986 (the Labour Law).
It is mandatory for an expatriate employee to sign a labour contract in the format stipulated by the Ministry of Labour prior to commencing employment.
As the name implies, end of service gratuity is an amount of money that every employee is entitled to receive, and every employer is liable to pay, upon termination of an employment relationship in the UAE, provided that the employee meets the conditions set out in the Labour Law (UAE Federal Law No.8 of 1980).
Asia's legal and human resources advisors are often required to function across multiple jurisdictions.
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