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Spain’s Ceca Magán Abogados Joins LINEE Alliance of Law Firms

June 18, 2020 by LINEE

Enrique_Ceca

Lawyers International Network for Employees and Executives (LINEE) is delighted to announce that Ceca Magán Abogados has joined as a new member.

Ceca Magán is a general practice but started as a boutique employment law firm. Headquartered in Madrid with offices in Barcelona and Tenerife, it is rated one of the top employment and labor law firms in Spain.

The firm’s employment team consists of some thirty lawyers who are very experienced in assisting executives, including those moving internationally. Enrique Ceca serves as the primary LINEE contact. Read more.

Filed Under: LINEE News

LINEE Member Firm Outten & Golden LLP Recognized Among “Best Law Firms” in the U.S. for 2018

November 30, 2017 by LINEE

Expat Employment Lawyer

Outten & Golden LLP, a founding law firm member of Lawyers International Network for Employees and Executives (LINEE), has been selected once again in multiple categories in U.S. News & World Report’s Best Lawyers, a US-based peer review.

For 2018, the firm is ranked Tier 1 nationally for Litigation—Labor & Employment, and Tier 1 in New York City for Employment Law—Individuals and for Litigation—Labor & Employment. In addition, Partner Darnley D. Stewart has been selected as 2018 New York City Employment Law – Individuals “Lawyer of the Year”.

Partners Wayne N. Outten, Adam T. Klein, Laurence S. Moy, Justin M. Swartz, Wendi S. Lazar, Tammy Marzigliano, Rachel Bien, Darnley D. Stewart, and David Lopez have been recognized by Best Lawyers®, along with the firm’s Senior Counsel, Lewis Steel. Read more.

Filed Under: LINEE Member Info

What to Do If You Are Worried about Getting a Bad Reference from Your Last Job

September 16, 2017 by LINEE

Itally Labor Lawyer

When you leave a job in difficult circumstances, it can come as a huge relief to be out of a stressful situation. But that relief can be short-lived when you come to applying for a new job and are worried about what will happen when your prospective employer asks for a reference. We set out some guidance that may help you handle the situation.

These days it is very common for an employer to give a basic reference covering job title and dates of employment, whether things end amicably or otherwise. These are so common that a reference like this is unlikely to harm your chances of finding a new job. The bigger the organisation, the more likely that they will have a policy of just giving this sort of reference. So however badly things ended, you might not get the negative reference you are worried about after all.

There’s no obligation on an employer to give a reference, but if they do then the reference should be true, accurate and not misleading. In practice, that’s not tremendously helpful; employers rarely lie, they just say “we think they were useless” or similar. That’s their opinion and it’s difficult to say it’s false. Commonly, the problem is not with the written reference, which may be bland, but if someone telephones your previous employer they may get more information in the call and it is very difficult to get evidence about this. Again, the bigger your former employer, the less likely this is to be a problem; the call is more likely to get directed to HR, who won’t know you personally and who will be less likely to expand on the written reference. Read more.

Filed Under: Workplace Issues

Fair Bonus Treatment for International Executives: Making Sure Everybody Gets Equal Treatment

July 10, 2017 by LINEE

Expatriate Employment Law

Bonuses have become a very important element of how many international executives are paid. Some are guaranteed and paid across the board to all staff; others are discretionary and based on individual performance.

Problems can arise when the criteria for payment of UK bonuses lack transparency or are discriminatory. For international executives who have a sufficient connection with the UK, the UK discrimination laws are there to protect you from detrimental treatment by your employer.

How Can Discrimination Occur?

If your bonus is based on individual performance, it can be directly related to the amount of profit or business that you create. However, you could be prevented from earning that profit or business because of discriminatory treatment by your employer. This could involve being excluded from marketing events with clients or important meetings; being excluded from communications; not being passed new opportunities etc. Read more.

Filed Under: Discrimination, Expatriate Employees

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From the LINEE Blog

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  • Paternity Leave in France: Extended Time for Fathers of Newborns
  • Telework, Smart Work, and the Right to Disconnect in Italy
  • Telework: A European Approach to Protecting Workers
  • Wendi Lazar and Cody Yorke Discuss “New Expatriate Employees” in Reuters Legal News

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