Employment Dispute Arising from Global Reorganization
Lead counsel to a Fortune Global 500 company in connection with an employment dispute with a senior executive as a result of global reorganisation.
我们的劳动争议诉讼业务在更广泛的背景下受益于我们一流的争议解决 业务与金融服务监管业务。一直以来,我们的争议解决业务与金融服务监管业务被包括《国际金融法律评论》(IFLR1000)、The Legal 500、钱伯斯 (Chambers and Partners)、《亚洲法律概况》 (Asialaw Profiles) 在内的多家国际法律评级机构评定为一流推荐业务。我们的律师也一贯被形容为该领域的“领军人物”以及“被高度评价的律师”。
我们的业务范围涵盖:
涉及受监管金融机构(例如香港证监会、香港保险业监管局及香港金融管理局)与及其雇员或雇员代表的争议,包括金融机构声称其雇员存在不当行为或雇员因不当行为指控而遭受解雇的情况。
在香港劳资审裁庭与香港高等法院原讼法庭审理的劳动争议案件。
就《雇佣条例》的有关规定提供法律意见,包括终止雇用、长期服务金、遣散费、年假、病假、产假、扣减工资、奖金的分类、激励计划等、普通法中奖金支付酌情权的合理行使,以及奖金及其它激励计划的发放与归还安排的分类。
考虑到我们在金融服务业务中的强大背景,我们为金融机构雇主及雇员提供的法律意见具有独特优势。我们在金融领域的业务背景使我们得以关注雇佣合同可能涉及的监管要求、合规政策及合规程序。因此,我们可以提供实用且精细的法律意见,以确保雇佣关系与香港证监会、香港金融管理局及香港保险业监管局下维持或申请牌照、注册及批准的要求相符合。
Lead counsel to a Fortune Global 500 company in connection with an employment dispute with a senior executive as a result of global reorganisation.
Lead counsel to New York based hedge fund manager with over US$4 billion of assets under management on establishment of Hong Kong operations. Fund focused on volatility and convertible arbitrage and special situations. Addressed all corporate, tax, employment and regulatory issues.
Lead counsel to former employee of a US based bank in respect of suspicions of fraud and dishonesty arising from trading activities. Advised on potential criminal offences and prepared submissions which ultimately resulted in no prosecution moving forward.
Lead counsel to a portfolio manager of a PRC based asset management firm with over US$110 billion of assets under management in connection with potential employment, regulatory and negligence claims arising from a trading loss exceeding US$100 million.
Our bankers employment termination checklist provides key considerations for employers and employees in banking when transitioning out of employment.
Employees in regulated financial industries facing investigation or discipline and their employers should understand employment and regulatory...
Post-employment restrictive covenants such as non-compete and non-solicitation clauses may be unenforceable or narrowly construed in Hong Kong.
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