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Ecuador 82 Puerto Rico 189 Patricia Ponce Melissa C Rodriguez Bustamante & Bustamante Law Firm Morgan, Lewis & Bockius LLP GETTING THROUGH THE DEAL Labour & Employment Labour & Employment Labour Contributing editors Matthew Howse, Sabine Smith-Vidal, Walter Ahrens and Mark Zelek 2016 2016 © Law Business Research 2016 Labour & Employment 2016 Contributing editors Matthew Howse, Sabine Smith-Vidal, Walter Ahrens and Mark Zelek Morgan, Lewis & Bockius LLP Publisher Law The information provided in this publication is Gideon Roberton general and may not apply in a specific situation. [email protected] Business Legal advice should always be sought before taking Research any legal action based on the information provided. Subscriptions This information is not intended to create, nor does Sophie Pallier Published by receipt of it constitute, a lawyer–client relationship. [email protected] Law Business Research Ltd The publishers and authors accept no responsibility 87 Lancaster Road for any acts or omissions contained herein. Business development managers London, W11 1QQ, UK Although the information provided is accurate as of Alan Lee Tel: +44 20 3708 4199 April 2016, be advised that this is a developing area. [email protected] Fax: +44 20 7229 6910 Adam Sargent © Law Business Research Ltd 2016 Printed and distributed by [email protected] No photocopying without a CLA licence. Encompass Print Solutions First published 2006 Tel: 0844 2480 112 Dan White Eleventh edition [email protected] ISSN 1750-9920 © Law Business Research 2016 CONTENTS Global overview 7 Germany 101 Mark E Zelek Walter Ahrens Morgan, Lewis & Bockius LLP Morgan, Lewis & Bockius LLP Using non-competes and other restrictive covenants globally 9 India 109 Matthew Howse Rohit Kochhar Morgan, Lewis & Bockius LLP Kochhar & Company Afghanistan 11 Indonesia 115 Ghazi Khan and Muhammad Ismail Johannes C Sahetapy-Engel and Anissa Paramita Legal Oracles Arfidea Kadri Sahetapy-Engel Tisnadisastra (AKSET) Australia 16 Italy 120 Joydeep Hor and Therese MacDermott Valeria Morosini People + Culture Strategies Toffoletto De Luca Tamajo e Soci – member of Ius Laboris Austria 22 Japan 128 Thomas Boller Motoi Fujii and Tomoko Narita BLS Rechtsanwälte Boller Langhammer Schubert GmbH TMI Associates Belgium 29 Kazakhstan 138 Emmanuel Plasschaert, Evelien Jamaels and Alex Franchimont Klara Nurgaziyeva and Marat Mukhamediyev Crowell & Moring Morgan, Lewis & Bockius LLP Brazil 34 Korea 144 Fabio Medeiros Sun Ha Kweon, Milosz Zurkowski and Sung Il Yoon Machado Associados Advogados e Consultores Kim & Chang Bulgaria 41 Luxembourg 150 Maria Drenska and Maya Aleksandrova Pavlov and Partners Law Firm in cooperation with Guy Castegnaro and Ariane Claverie CMS Reich-Rohrwig Hainz Rechtsanwälte GmbH Castegnaro – member of Ius Laboris Canada 47 Malaysia 160 Craig T Munroe, Roy L Heenan and Andrea L Zwack Selvamalar Alagaratnam Gall Legge Grant & Munroe LLP Skrine Chile 56 Mexico 166 Jaime Salinas Toledo and María Francisca Montenegro Humberto Padilla Gonzalez Philippi, Prietocarrizosa & Uría Morgan, Lewis & Bockius LLP China 63 Norway 171 Min Duan Tore Lerheim and Ole Kristian Olsby Morgan, Lewis & Bockius LLP Homble Olsby advokatfirma AS Cyprus 70 Peru 177 George Mountis and Yiannis Karamanolis Alberto Varillas and Sara Kalinicos Dr K Chrysostomides & Co LLC García Sayán Abogados Denmark 76 Portugal 182 Morten Langer Ricardo Grilo Norrbom Vinding Barrocas & Associados – Sociedade de Advogados, RL Ecuador 82 Puerto Rico 189 Patricia Ponce Melissa C Rodriguez Bustamante & Bustamante Law Firm Morgan, Lewis & Bockius LLP Finland 87 Russia 196 Seppo Havia Bela Pelman and Dmitry Dmitriev Dittmar & Indrenius Morgan, Lewis & Bockius LLP France 94 Singapore 203 Sabine Smith-Vidal and Charles Dauthier Ian Lim, Nicole Wee and Jamie Chin Morgan, Lewis & Bockius LLP TSMP Law Corporation 2 Getting the Deal Through – Labour & Employment 2016 © Law Business Research 2016 CONTENTS Slovakia 212 Turkey 244 Pavol Rak and Lucia Trnková Nilgün Serdar S¸ims¸ek, Çag˘ıl S¸ahin Sünbül and İpek Okucu Noerr s.r.o. GSG Attorneys at Law Slovenia 218 United Arab Emirates 251 Darja Miklavčič Charles Laubach Odvetniki Šelih & partnerji, o.p., d.o.o. Afridi & Angell Spain 224 United Kingdom 257 Iñigo Sagardoy and Ricardo García Fernández Matthew Howse, Lee Harding and Nicholas Hobson Sagardoy Abogados – member of Ius Laboris Morgan, Lewis & Bockius LLP Sweden 231 United States 264 Robert Stromberg and Jonas Lindskog David A McManus and Michelle Seldin Silverman Cederquist Morgan, Lewis & Bockius LLP Switzerland 238 Venezuela 272 Roberta Papa and Thomas Pietruszak John D Tucker, Pablo Benavente and María Elena Subero Blesi & Papa Hoet Peláez Castillo & Duque www.gettingthedealthrough.com 3 © Law Business Research 2016 ECUADOR Bustamante & Bustamante Law Firm Ecuador Patricia Ponce Bustamante & Bustamante Law Firm Legislation and agencies Background information on applicants 1 What are the main statutes and regulations relating to 5 Are there any restrictions or prohibitions against background employment? checks on applicants? Does it make a difference if an The main regulations are: employer conducts its own checks or hires a third party? • the political Constitution of Ecuador; No. Background checks are confidential and the results cannot be pub- • international conventions, among others, those of the International lished or delivered to third parties. Labour Organization, duly ratified by Ecuador; • the Labour Code; and 6 Are there any restrictions or prohibitions against requiring a • the Social Security Act. medical examination as a condition of employment? The law requires at least one medical examination prior to employment 2 Is there any law prohibiting discrimination or harassment in and one when the employment relationship is over. Based on certain regu- employment? If so, what categories are regulated under latory requirements, and depending on the type of job, medical examina- the law? tions will be required from time to time. Yes. Different laws, including the Political Constitution, ILO Conventions, Labour Code and specific laws for the disabled, prohibit the harassment of, 7 Are there any restrictions or prohibitions against drug and and discrimination against, women or the disabled, as well as harassment alcohol testing of applicants? or discrimination because of race, gender, political and sexual preferences, This kind of examination cannot be directly requested, but may be included catastrophic or specific diseases, such as HIV, and so on. in the medical examination at the commencement of a job. Alcoholics and drug addicts cannot be barred from employment, although drinking alco- 3 What are the primary government agencies or other entities hol or taking drugs on the job can be prohibited as the law prohibits bring- responsible for the enforcement of employment statutes and ing drugs and alcohol into the workplace and taking or drinking them there. regulations? The Labour Ministry and the Ecuadorian Social Security Institute (IESS). Hiring of employees 8 Are there any legal requirements to give preference in hiring Worker representation to, or not to discriminate against, particular people or groups 4 Is there any legislation mandating or allowing the of people? establishment of a works council or workers’ committee in In the public sector the law is aimed at procuring a balance between the the workplace? number of men and women hired. For minority sectors, a specific number National Labour and Salary Council: A three-party consultant body for of points is assigned to the score needed to fill a public position. implementing dialogue and labour and employment policies covering The law states that when an employer from either the public or the pri- salaries. It is integrated by the Labour Vice-Minister, two employer repre- vate sector has more than 25 employees, at least 4 per cent of personnel sentatives and two workers’ representatives. must be disabled people or individuals who take care of disabled persons. Inter-Institutional Committee of Occupational Safety and Health: A new type of employment agreement has been created for young The Inter-Institutional Committee of Occupational Safety and Health is adult workers, between 18 and 26, to enter into a relationship of employ- in charge of coordinating the executive actions of all public-sector entities ment. The minimum percentage for this kind of agreement will be set in that have to be taken by employers and workers for preventing occupa- a regulation and is mandatory for employers. One year of social security tional hazards and occupational diseases and also for improving the work taxes normally paid by employers will be covered by the state, if the sal- environment. The Committee is integrated by: ary is less than or equal to two times the unified base salary for workers • the chief of the Occupational Safety and Health Department, repre- in general. In addition, the number of employment agreements for young senting the Ministry of Labour; adults cannot exceed 20 per cent of the total payroll of stable workers in • a delegate from the National Environmental Control Office represent- each company. ing the Health Ministry; • the chief of the IESS Risks Division, in representation thereof; 9 Must there be a written employment contract? If yes, what • three delegates from the employer sector; and essential terms are required to be evidenced in writing? • three delegates from the labour sector. Yes, employment agreements have to be in writing and must fulfil the mini- mum requirements that are
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