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Our company has specialized in protecting employers in labor relations for many years and also represents the interests of company executives in labor disputes. Experience in servicing business structures clearly confirms that if there are gaps in a company’s labor practices, sooner or later, disloyal employees, unscrupulous competitors, or regulatory authorities may take advantage of them. This, in turn, can lead to lengthy court proceedings, fines, criminal liability, and reputational losses for the company as a responsible employer.
Another significant risk factor today is the ongoing yet partial transformation of labor legislation. Almost every month, numerous amendments to labor laws are adopted, requiring constant monitoring to stay informed. This places an additional burden on the HR department, accounting, or legal services of a company.
Therefore, timely assessment of labor law risks by professional attorneys and regular labor law consultations on current labor relations issues will help minimize numerous problems and labor conflicts. In the event of labor disputes, qualified legal advice and appropriate legal assistance will contribute to resolving issues with minimal financial and reputational losses.
How to properly hire an employee for part-time work?
In which cases and how should employment contracts be correctly executed?
How to mitigate the risk of reclassifying civil law agreements into employment relationships?
How to avoid fines if an employee refuses to take vacation?
How to correctly apply disciplinary sanctions?
How to properly conduct reorganization and staff reductions?
How to prevent labor conflicts?
How to choose the right defense strategy in case of a labor dispute?
How to prepare for a labor inspection by the State Labor Service?
How to lawfully terminate an employee, including for absenteeism or violation of confidential information protection policies?
How to respond correctly in case of fines imposed by regulatory authorities?
A record of the employee’s employment must be entered into the labor book no later than 7 days from the date of the corresponding order for hiring.
When filling out the labor book for an employee who is hired for a probationary period, the fact that a probationary period has been established is not indicated; this is only noted in the order for hiring.
When an employee resigns on their own initiative due to relocation to another city, they are not required to provide any documents confirming the move.
Persons under the age of 18, pregnant women, women with children under the age of 3, and employees who are studying in general educational institutions and would be forced to miss classes due to overtime work are not involved in overtime activities.
According to Article 147-1 of the Labor Code of Ukraine, the body authorized to hire an employee also has the right to impose disciplinary sanctions. If an authorized person, such as the head of an institution, hires an employee, then that same person has the authority to apply disciplinary measures. However, the head of the institution may delegate this authority to another official, such as the HR director or deputy director.
Yes, current labor legislation allows the father to take childcare leave until the child reaches the age of three. This is based on a written application, the child’s birth certificate, and a certificate from the mother’s place of work (study, service) confirming that she has returned to work before the end of this leave. This is stipulated in Part 4 of Article 20 of the Law of Ukraine "On Leave."
Yes, an individual whose rights have been violated has the right to represent themselves in court. However, in labor disputes, it is advisable to seek the assistance of an attorney specializing in labor law, as this significantly increases the chances of a favorable outcome. One key advantage of professional legal assistance is that attorneys have specific powers and rights that may play a crucial role in resolving a labor dispute in your favor.