Labor law
In today's working world, employees are a company's most important resource. Increasing expectations of employers and extensive regulatory developments nationally and internationally have made employment law a multifaceted field where mistakes can have major consequences for both managers and the company as a whole.
1
Hiring processes and employment contracts
This area includes the preparation and negotiation of employment contracts, including terms of pay, work duties and employment conditions. It also involves guidance on legal requirements for employment processes and ensuring that employment agreements comply with applicable legislation. Proper handling of the employment process is crucial to avoiding later conflicts
2
Whistleblowing cases
Varslingssaker handler om beskyttelse av arbeidstakere som rapporterer kritikkverdige forhold på arbeidsplassen. Arbeidsgivere har plikt til å etablere forsvarlige varslingsrutiner og beskytte varslere mot gjengjeldelse. Dette området krever grundig kunnskap om arbeidsmiljøloven og intern prosedyrehåndtering
3
Discrimination and harassment cases
Dette omfatter håndtering av saker hvor arbeidstakere opplever ulovlig forskjellsbehandling basert på kjønn, alder, etnisitet eller andre beskyttede egenskaper. Arbeidsgivere har aktivt ansvar for å forebygge og håndtere diskriminering og trakassering. Slike saker krever sensitiv håndtering og grundig etterforskning.
4
Final agreement negotiations and individual terminations
This involves legal assistance in the termination of employees, including assessment of grounds for termination and procedural requirements. Termination agreements are negotiated to avoid disputes and ensure an orderly termination of the employment relationship. Correct handling can save both time and costs for both parties.
5
Personnel matters, labor disputes and sick leave cases
Personnel matters cover a wide range of employment law issues related to the ongoing management of employees. This can include disciplinary matters, competence development and other personnel administrative challenges. Proper handling requires a balance between the employer's management rights and the employee's rights. Labor disputes and sick leave cases include handling conflicts between the employer and employee, as well as following up on long-term sick leave. Sick leave cases require knowledge of inclusion work and cooperation with NAV. The goal is to find constructive solutions that safeguard both the company's needs and the employee's rights.
6
Change processes, restructuring and downsizing
Change processes are about the legal aspects of organizational changes that affect employees' working conditions. This requires participation from employee representatives and compliance with procedural requirements. Proper implementation ensures both legal security and good anchoring of changes.
Downsizing involves legal guidance on workforce reductions, including selection criteria and notification procedures. Restructuring processes must follow strict legal requirements and often involve negotiations with unions. Proper handling is critical to avoid costly litigation and reputational damage.
7
Competition restrictions and duty of loyalty
This area concerns employees' obligations to their employers, including confidentiality obligations and restrictions on competition after termination of employment. Non-competition clauses must be reasonable in scope and duration to be valid. The balance between the protection of business interests and employee mobility is key.
8
Working hours and holidays
This includes rules for normal working hours, overtime, flexible working arrangements and holiday entitlements. Working time regulations are complex and vary between different industries and job types. Correct management ensures both employee welfare and compliance with statutory requirements.
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