Employee recruitment, on the employer's side, or of job
seeking, on the employee's side, is a phase during which legal interactions
between the potential employer and the potential employee abound. In this
preliminary stage, when a contract of employment has not yet been signed, the
interactions between the parties are largely unregulated by the labor and
employment laws. Nevertheless, the parties are not wholly unprotected by law
from misconducts of the other party. Both employers and job seekers are facing
difficult dilemmas: is it legal to perform a certain checkup or test during the
stages of recruitment? What questions are not to be asked during a job
interview? In which situations can a refusal to hire an employee be construed
Our office provides legal consultation to employers and employees who ask
themselves these questions, as well as consultation for other legal issues that
employers and job seekers often face during the screening process.
Additionally, our office represents employers and employees in legal disputes
arising during recruitment and job seeking.
Our office provides legal consulting services in the
field of employment contracts. A contract of employment between the employer
and the employee is the most important legal tool for both employers and
employees. Many laws are enforced on employers and employees, regardless of any
contract of employment (binding legislation). In order to protect their legal
rights, both parties (employer and employee) should ensure that the contract of
employment covers all issues that might become relevant during, or after the
termination of employment relations. The contract of employment is to be signed
by the parties before the beginning of the employment, or on the first day of
employment, at the latest.
Currently, most of the employees use the computer as
their main working tool. The widespread use of computers generates new legal
issues, pertaining to abuse of company time, as well as to confidentiality and
privacy. Many employers and employees face complex dilemmas: Which activities
can be legally monitored as part of the regulation of an employee's use of the
computer? Which uses of the computer may be considered non-work-related? Where
can one draw the line between legitimate use of the computer for private
matters and abuse of company time? Which
uses can be construed as a violation of confidentiality? How can corporate data
be legally protected?
Our office provides legal consultation to employers and
employees facing these and similar dilemmas, arising from the use of a computer
as the main working tool. Additionally, our office represents employers and
employees in disputes concerning breach of confidentiality, lawsuits regarding
privacy in the work place and employers' claims for indemnifications due to
abuse of company time.
Our office provides a unique service for employers who
regulate the use of computers in the workplace:
Legal consultation concerning the introduction of a
regulation and monitoring system.
Consultation regarding data protection.
Immediate legal consultation around the clock relating
to the operation and use of a regulation and monitoring system.
Representation in lawsuits in the sphere of computer
Termination of employment relations is often an event
fraught with litigation and negative emotions for both parties. In order to
exercise the full extent of their rights, employers and employees, who face
termination of employment relations must give due consideration to the plethora
of ancillary issues it entails.
Our office provides consultation in all legal issue
arising from of termination of employment: severance package, causes of
dismissal, revocation of severance package etc. In addition, our office
represents employers and employees in disputes relating to severance packages,
revocation of severance packages etc.