Close this search box.
Connecting number

Labor and Employment Law

Labor and Employment Law

Employee recruitment and job seeking

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 as discriminatory?

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.

Establishing employment relations

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.

Confidentiality and privacy of the computer and abusing company time

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 misconduct.

Terminating employment relations

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.

This number is a virtual number and is part of a content service operated by Zap Group Ltd, and refers the correspondent to the respective business. A user who makes use of the virtual number, agrees that the company may keep a record of the telephone number from which he is calling, for inclusion in a data base or may contact the user through it, and also that the number might be changed from time to time. The business’s telephone number appears in the contact us page of the website.

Skip to content