labor law

Dear Miguel.

Article 296 of the Labor Code provides that.

Probationary employment shall not exceed 6, 6, months from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating a longer period.

The services of an employee who has been engaged on a probationary basis may be terminated for a just cause or when he fails to qualify as a regular employee in accordance with reasonable standards made known by the employer to the employee at the time of his engagement.

Hello, and welcome to Medical Legal Quality Assurance Checklist.

They're not just for physicians, understanding the impact of Labor Code Section 4062.4. I'm Michael Felati, and I'm chair of the Workers' Compensation Section.

I'm an attorney at Grayware Kaplan, Vernick & Evans, and a certified specialist in workers' compensation law.

Before we begin, I'd like to take a moment to plug the workers' compensation section, a new and growing section of the Beverly Hills Bar Association.

So my disclaimer is there and that's that.

So I'm going to go through about 19 slides, actually fewer than that, just to kind of get you oriented towards where we're going today.

So the most important thing that we're going to talk about early on is Labor Code Section 4062.4. And in other seminars I've given, live ones, I've asked the audience, how many of you have read that section? And almost nobody has.

And the reason why, even though it's in your 2026 Blue Book section, It's buried, of course, in that big, thick thing that's over 1,400 pages.

hey youtube welcome back to the channel my name is carly jones and i'm an employment attorney at the manifest justice law corporation my home office is going through some renovations right now and there was some things that happened that i'm not going to get into to here on the channel that's just too personal but i miss the girls and the dogs being here with me when i record uh and i wonder if y'all miss them too but anyway now the mckenzie's gone let's get into our regularly scheduled programming Okay, here on this channel, we're typically talking about employment law and giving definitions and sharing and exchanging stories.

Because I'm an employment lawyer, I'm giving some insight into the field and like what's going on in the back end.

Today, I want to give a quick, quick shout out to one of my other lawyer colleagues, which like I say colleagues because we're both lawyers, but like really quite frankly, this person has like decades of experience over me.

And they're someone who I watched when I was all through law school and when I was a client going through my stuff.

And so I wanted to make a quick video for my New Yorkers.

First of all, I've never been to New York, so let's set something up.

But second of all, if you are looking for employment law information and you live in New York or you're from New York or you're working in New York or your company is based in New York, just like you have some kind of a New York connection to your employment law issue, you're still welcome to come here to this page, to this channel, listen in, kiki, be a part of it.

comment.

Minister, concerns with the draft labor bill.

Honorable Minister, the TUC supports the review of the Labor Act, Chapter 651.

Ghana needs a modern law that re-responds to changing forms of work, strengthens labor institutions, and advances decent work.

Now, psychiatrist Dr. Kwadwo Maforke Binneh says although females tend to make more suicide attempts, males are more likely to die from it.

So actually, because the employer already complied with his contractual termination clause, why wasn't that enough or what is the problem here?

So here, the ECT made a ruling that the statutory protection or the statutory inquiry under Section 14.2 of the Employment Act in Singapore, that statutory issue is separate from the contractual question.

So that means that you can dismiss someone pursuant to contract, pursuant to the notice period, and yet this may not satisfy the statute and be classified as lacking just cause or excuse.

To summarize, the key statutory question is, did the employer have a sufficiently established, operative and weighty cause for the dismissal? Compliance just with the notice clause in the contract only answers the contractual side and doesn't answer this statutory question of protection.

I want to invite someone in who now has legal knowledge about workplace surveillance.

Puneet Tiwari is a partner at Levitt LLP, Labor and Employment Law in Toronto.

And he's worked on surveillance disputes between employees and employers.

He's with us now to talk a bit more about some of the legal framework around all of this.

Thank you very much.

My pleasure.

I've been speaking to Puneet Tiwari, who is a partner at Levitt LLP, Labor and Employment Law in Toronto.

I want to return to our two expert panelists.

And to mark the achievement, Menteri Besar Dato' Seri Amirudin Shari declared a special public holiday for Selangor on September 1st.

But under Malaysian law, public holidays fall into two categories: national holidays gazetted under the Employment Act, and state-level holidays declared under the Holidays Act.

Uh, this has left many private sector employees in Selangor uncertain about their rights and employers scrambling to respond on short notice.

So what does this announcement actually mean for employees as well as employers' rights?

Um, but let me explain this a little further.

So as Frankie mentioned earlier, whenever a public holiday is declared in Malaysia, the first thing to do is to determine whether it's a national or a state holiday.

Now, why is this important? It's because, legally, when you look into the Employment Act 1955, it only makes specific reference to national holidays.

And when I say national declarations, right, um, the simple way to imagine this would be a public holiday that affects employees nationwide and not just one particular state.