Ogletree, Deakins, Nash, Smoak & Stewart, P.C. (JD Supra Germany)

6 results for Ogletree, Deakins, Nash, Smoak & Stewart, P.C. (JD Supra Germany)

  • German Employers’ Mandatory COVID-19 Testing and Telecommuting Requirements

    The dynamic development of the COVID-19 pandemic has brought forth a number of new regulations. On April 20, 2021, the second amendment to the SARS-CoV-2 Occupational Health and Safety Regulation (SARS-CoV-2-Arbeitsschutzverordnung) went into effect, requiring employers nationwide to offer employees who do not work exclusively from home offices COVID-19 tests at least once per week.

  • Changes in German Employment Law in 2021

    At the beginning of 2021, extensive changes in German employment law came into effect, including some of particular significance to employers. In addition, on January 19, 2021, the German Federal Government implemented restrictions on public life in order to contain the coronavirus pandemic that affect employers.

  • Working During the Pandemic - Current Occupational Safety Regulations in Germany

    On August 10, 2020, the German Federal Ministry of Labor and Social Affairs (Bundesministerium für Arbeit und Soziales (BMAS)) published the SARS-CoV-2 Occupational Safety and Health Regulation (SARS-CoV-2 Arbeitsschutzregel). For the duration of the coronavirus pandemic, this regulation, which became effective on August 20, 2020, specifies the requirements for occupational safety to reduce the...

  • COVID-19: FAQs for Employers Doing Business in Germany

    In response to the COVID-19 pandemic, all federal states in Germany have implemented containment measures, contact restrictions, and curfews. All shops, cultural institutions, and certain services (e.g., hairdressers and gyms) not serving the universal supply are currently closed and events have been prohibited.

  • German Federal Labor Court Rules Limitation Periods in Employment Contracts That Do Not Explicitly Exclude the Minimum Wage Are Ineffective

    The questions of whether limitation periods in employment contracts must expressly exclude claims to the statutory minimum wage and whether limitation/forfeiture clauses in employment contracts without such an exception are ineffective in their entirety or only partially with regard to minimum wage claims are especially important in practice. Despite their importance, these questions have been...

  • Germany’s First National Minimum Wage Law Will Take Effect on January 1, 2015

    On January 1, 2015, Germany’s Minimum Wage Law, or Mindestlohngesetz, will take effect. Under this first-ever national minimum wage law, almost any employee in Germany—including contract employees, as well as employees of employers based outside the country regardless of the choice of law of their contracts—will be entitled to a minimum wage of €8.50 per hour.

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