A will-maker is free to dispose of his or her assets as he or she sees fit. However, if you have received an unfair share or been disinherited by a parent, you may be able to challenge the Will.Under the Wills, Estate and Succession Act (“WESA”), a spouse or child of the will-maker may seek
An employer’s right to monitor the workplace has been a topic of interest to many business owners, and rightly so. How employees spend their time determines productivity, and in turn, affects profit margins. It can also be crucial for businesses to ensure employees are not abusing their access to confidential information such as trade secrets.
When an individual is wrongfully dismissed, it can be difficult for them to get back on their feet right away. If an individual has been working for the same employer for some time, making a specific salary, they may get used to a standard of living commensurate with that salary. So, when an individual is
고용주가 직접적으로 근로자를 해고 하지는 않았지만 간접적으로, 행동으로, 환경적으로 일을 그만두게 만들었다면 이것또한 부당해고로 간주가 될수 있습니다. 이걸 한마디로 constructive dismissal (의제해고) 라고 하는데요, 형태와 상관없이 실질적으로 부당해고를 당했음을 의미합니다. 엄연히 부당해고이기에 의제해고당한 근로자도 termination/severance pay (퇴직금) 을 받으실 수 있습니다. 하지만 의제해고가 독자님의 상황에도 적용되는지 법적요소들을 꼼꼼히 따져보아야 하니 의제해고가 의심되시면 지체없이 이 분야를
Employees may find themselves in a situation where their employer has not actually fired them, but where they are left with little choice but to quit their job. This is the basic premise of constructive dismissal. If an employee has been constructively dismissed, they may be entitled to severance pay or other monetary damages. If