L&E Global is pleased to present its Retail Sector Group Newsletter

BELGIUM: Choosing the Wrong Holiday Destination: Consequences for the Employment Relationship

Even in the midst of the COVID-19 pandemic, employees still have the right to take their annual holidays. However, the corona crisis makes the execution of this right more difficult than in previous years. This article looks at the issue regarding the location of the holiday destination, if the employee intends to go on vacation in another country. Belgium only allows trips to several European countries. In general, non-essential trips to non-EU countries (with the exception of Switzerland, Iceland, Norway and the UK) are prohibited » Read More

CANADA: Five Things to Consider Before Opening a Retail Location in Canada

Opening a retail location in a new jurisdiction requires a great deal of planning. Retail human resources professionals must consider the relevant workplace legislation, local best practices and workplace norms.
We discuss five important issues that retailers commencing operations in Canada need to know: Workplace laws vary between provinces; “Employment at-will” does not exist in Canada; Certain Policies are a legal requirement, not just a best practice; Employers are statutorily required to provide training to staff; and, Retail managers will often be entitled to overtime pay. » Read More

MEXICO: The Importance of E-Commerce Training

The current scenario has changed and retail companies are experiencing constant changes thanks to phenomena such as process automation, the impact of digitization and constant changes of employees. The role of technology and the values of new generations have transformed customer habits. E-commerce has grown in recent years and simultaneously investment in digital marketing and video consumption are at its historic peaks. » Read More

THE NETHERLANDS: Second Temporary Emergency Measure Bridging to preserve Employment announced: NOW 2.0

An employer with a turnover loss of at least 20% can request compensation for wage costs for the period June, July, August and September 2020. With NOW 2.0, the employer can start the period for which the turnover decrease is determined on June 1, July 1 or August 1, 2020. If the employer has also used the NOW 1.0, the chosen turnover period for the NOW 2.0 must correspond to the chosen period of the NOW 1.0. If the employer belongs to a group, the drop in turnover of the entire group serves as the basis for the subsidy. An example is a parent company with several subsidiaries. The turnover determination must then be determined jointly. This does not apply if the application is made at operating company level, provided that (among other things) the group’s drop in turnover is less than 20% in the chosen turnover period. » Read More

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