COVID-19 in India: 5 Best Practices for Businesses Implementing Work-From-Home

Navigating the work from home model can be difficult, especially for businesses that have no experience with remote operations. Therefore, it is important that management along with the legal and HR department come up with a set of guidelines for their employees to make the transition from being physically in office to remote collaboration smoother.

Here is a list of best practices that businesses in India can refer to while operating remotely. These tips will ensure smooth business operations and well-being of the employees. Follow the latest India COVID-19 updates here.

Read the complete article here.

The government has vowed to continue implementing prudent macroeconomic policies and structural reforms to further enhance the ease of doing business and improve the country’s investment climate. These include issuing various tax incentives as well as widening the number of positions open to expatriate workers.

An Introduction to Doing Business in Indonesia 2020 covers the following:

• Corporate establishment;
• Tax and accounting; and
• Human resources and payroll.

Access the publication here. 

As part of measures to support the economy, the Russian Government issued Decree No. 409 dated April 2, 2020 introducing a tax deferral.

The right to apply the tax and insurance payment deferral for a period from 3 to 6 months is granted to small and medium-sized enterprises in the industries, which have been most affected by the spread of the coronavirus infection. At the same time the deadlines for the filing of tax returns have been extended. In addition, the said enterprises have been granted a moratorium on field tax audits.

Read the complete update here. 

Working from home

The government has stipulated three approaches to working from home. These are:

• The temporary closure of the business with employees working from their respective homes;
• The temporary reduction in working hours, the number of employees working, and reduction in business operations; or
• Businesses that are unable to fulfill the previous two obligations because they have a direct impact in relation to vital sectors, such as health services, energy, food and beverages, among others.

Read the complete article here. 

COVID-19 has resulted in an inevitable global shutdown frustrating businesses, investors, supply chains and Human Resource (HR) functions.

What started out as limited business disruption due to the low number of cases has now affected most if not all businesses. While Vietnam has controlled the pandemic relatively well, the government on March 31 issued Directive No. 16/CT/TTg – its strongest measures yet on social distancing nationwide until April 15. The directives also states that factories and businesses providing essential goods can remain open.

Two major concerns of our clients in Vietnam are labor shortages, and disruptions to supply chains.

Read the complete article here.

While the COVID-19 outbreak poses a short-term challenge for businesses, in the medium- to long-term it may actually provide the catalyst for companies to adopt the remote working concept, supplemented by the wide range of technology tools already available to increase worker efficiency. Indeed, it may herald the final nail in the coffin for the “traditional industries” – bricks and mortar retail, the leasing of physical office environments, and even offline consumer banking.

Read the complete article here.

Whether you are applying for an entry-level job or are being invited to fill a position in senior management, everyone gets to sit on the other side of the interview table. 

So what questions should you expect when being interviewed for a senior level position?

CT Executive Search specializes in the recruitment of candidates to executive positions in Europe, Middle East, Asia and Africa. Hence, many of our recruitment experts are often approached by potential candidates looking for advice on what to expect during the interview process. 

So here is a list of the most likely questions you should get ready to answer when applying for an executive position.

Read the complete update here.

Labour law issues

The COVID-19 pandemic is forcing companies to adopt measures to protect the health of their employees and continue operations. Quarantine requirements and limitations on the time spent in offices and business trips complicate the standardisation working process and compliance with the requirements of labour legislation. Accordingly, we recommend that employers consider implementing flexible work models. In particular, the ideal solutions would be remote working and the Home Office/Remote Work regime.

• Both options may be introduced for a specific time period and subsequently extended.
• To introduce both regimes, supplemental agreements to employment contracts must be concluded, while the establishment of the Home Office regime also requires the adoption of an internal regulation.

Read the complete article here. 

In the current situation, we get a lot of questions from companies and candidates. We would like to answer the most common of them in this information sheet.

Are companies still recruiting managers in the current situation?

All of our mandates that started prior to the pandemic and the resulting restrictions have been continued. So far, none of the ongoing executive searches have been discontinued or interrupted due to the coronavirus pandemic.

However, we are observing that new executive search assignments are being postponed because companies have a considerable need for internal clarification and coordination.

Manufacturing companies are struggling to keep up business because of extensive and ever-changing travel restrictions as well as the closure of kindergartens and schools. In addition, there are the challenges arising from the partial switch to working remotely. 

Read the complete update here. 

New legal amendments in Latvia will ensure effective labour protection.

The Labour Protection Law has been substantially amended. The changes concern the safety and health protection of remote employees as well as of self-employed persons.

In the case of remote employment, a risk assessment of the work environment must be carried out for the type of work if carried out in different places; in turn, the employer does not have to check each workplace in person. Under the principle of integrity of privacy, visiting a home as a designated workplace is only allowed with the employee’s consent. The employee must cooperate with the employer in assessing the risks of the working environment.

In future the self-employed will have to follow the general principles of labour protection, as far as this is consistent with the nature of the work to be carried out.

Read the complete article here. 

The coronavirus continues to spread and more and more companies are affected. To ensure that you are well prepared for the questions of your employees and that the company gets through the next weeks and months safely, the most important topics will be dealt with here. After all, information and the right communication are the best means against uncertainty among employees.

Read the complete article here. 

Which of the prepared measures would be most significant for employers?

In connection with the current situation in Slovakia we bring you an overview of the prepared governmental measures to mitigate the economic impact of the COVID-19 pandemic on entrepreneurs and their employees. Below is a brief overview of the measures that would be most significant for employers.

1. Exemption of wages from social and health contributions and from income tax

The exemption of wages from social and health contributions and from income tax for employees who cannot work because of government measures. The measure is aimed at employers who have had to close down their businesses or have lost orders due to the government's decision.

Read the complete update here. 

28 January 2020, the new edition of the Labour Code came into force in Belarus. The Labour Code has been subjected to many changes and amendments. Let us address the most important ones.

Hiring

1. There have been added extra requirements that regulate employment agreements.

Now each page of an employment agreement and annexes to it must be numbered and signed by the parties. Previously, an employment agreement was only to be made in writing in two original copies and signed by both parties.

2. The time period for documenting the act of hiring has been shortened.

The actual authorization for work must be documented no later than on the day following the day of authorization for work. In other words, an employment agreement must be signed and a CEO hiring order must be issued within this time period.

Previously, this period used to be three days following the employee's request for documenting the act of employment.

Read the complete article here

Businesses across China were disrupted early this year due to the novel Covid-19 outbreak. The nature of this outbreak has led to some fast-thinking on the part of business organizations throughout the world – who have had to balance the quarantine conditions imposed with the need to resume normal work processes and await resumption of supplies. In this special edition of China Briefing magazine, we identify key concerns for business managers during such crises, including: 

• managing a remote workforce,
• using IT solutions to navigate business operations more efficiently and securely,
• addressing the legal risks in case contractual obligations are not satisfied.

Get your copy here. 

• Vietnam on March 9 suspended the visa waiver program for 8 additional countries: Denmark, Norway, Finland, Sweden, the UK, Germany, France, and Spain amid growing concerns of the COVID-19 outbreak.
• Beginning March 3, Italian nationals will no longer be granted visa-free entry into Vietnam in response to the COVID-19 outbreak. In addition, ethnic Vietnamese from South Korean and Italy will longer be granted visa-free entry from March 8.
• Vietnam’s labor ministry announced that it will stop issuing new work permits to foreigners who come from areas hit by COVID-19.
• Vietnam stopped issuing visas for Chinese tourists on January 30 as a temporary measure. Foreign visitors who have visited mainland China (including transit) in the past 14 days from arrival will also be denied entry into Vietnam.

Read the complete update here. 

• In January 2020, Singapore launched the Tech@SG program, which helps local tech companies recruit highly-skilled foreign talents.
• Companies that qualify are eligible to receive up to 10 new Employment Passes (EPs), valid for two years.
• Companies must pass the eligibility criteria, such as digital or technology-based products or services as part of their core business.
• Foreign workers must also pass the eligibility criteria, which includes having a salary of SG3,600 (US$2,590).

In January 2020, Singapore’s government launched the Tech@SG program, which aims to help Singapore-based technology companies recruit highly-skilled foreign talent, and expand in the region.

Read the complete article here. 

Questions for HR related to the coronavirus outbreak

Q1. If an employee is infected with the novel coronavirus pneumonia, does the company have the right to terminate the labor relationship with the employee?

According to Article 42 of the PRC Labor Contract Law, “Under any of the following circumstances, the employer shall not terminate a labor contract pursuant to the provisions of Article 40 and Article 41…during the stipulated medical treatment period of an employee suffering from illness or non-work-related injury.”

Article 40 clarifies three circumstances where the company is able to terminate the employee who does not commit a breach of internal rules and policies. Article 41 stipulates details concerning economic redundancy. Therefore, if your employee is infected with the novel coronavirus pneumonia and he/she is either at home or in hospital, by law they are classed as being under medical treatment, and the company is unable to terminate the labor relationship with this employee.

Read the complete article here. 

This publication, designed to introduce the fundamentals of investing in Singapore, was compiled by the experts at Dezan Shira & Associates, a specialist foreign direct investment practice, providing corporate establishment, business intelligence, tax advisory and compliance, accounting, payroll, due diligence and financial review services to multinationals investing in emerging Asia.

Doing Business in Singapore 2020 covers the following:

• Corporate establishment;
• Tax and Accounting; and
• Human Resources and Payroll.

Read the complete briefing here. 

1.     Payment of Wages Act, 1936 now applies to all shops and commercial establishments in the state of Karnataka. This implies that employers must now meet all compliances prescribed under the Payment of Wages Act including timely payment of wages, fixing of wage-periods and so on. Non-compliances may result in penal consequences.

2.     The Bombay High Court has clarified that not every director of a company shall be held criminally liable for alleged violations resulting from non-compliances under the Bombay Shop and Establishments Act, 1948.

Read the complete update here. 

Make in India is the name of the programme launched by the Indian government, whose aim is to facilitate investment, foster innovation, enhance skill development, protect intellectual property and build the best in class manufacturing infrastructure in the country.

This was also the theme of the roundtable that was hosted by Hunt Partners in November, 2019. Christian Tegethoff, Managing Director, CT Executive Search was one of the corporate leaders who led the discussion at the roundtable. Mr. Tegethoff shed more light on how German corporations ensure sustainability of talent. Employee-centric policies were among the strategies mentioned with regard to talent retention. Corporate leaders present at the roundtable also discussed opportunities and drawbacks related to talent recruitment, development, and retention in India. In the end, everyone agreed that India offers a wealth of opportunities to both foreign and local companies looking to do business there.

Read the complete update from Hunt Partners here.

As of 2020 more inspections and tougher penalties are expected.

An announcement by the Ministry of Finance in November revealed that from 2020 Hungarian companies can expect intensified tax inspection.

Increased control will affect companies which employ staff under self-employed status instead of an employment relationship, harming both the employee (less pension) and the central budget (unpaid tax and contributions). These false contracts of employment will be sanctioned with a mandatory fine as detailed below.

At the same time, changes are also expected in labour inspections. According to the draft act on the website of the parliament, the labour authority’s powers are to be extended. This means that inspectors would be allowed to watch and copy video tapes found in the workplace and data about people entering and leaving.

Read the complete article here. 

One of Vietnam’s advantages making it a preferred destination for investors is its competitive minimum wages as compared to other countries in the region.

This is despite Vietnam increasing its minimum wage rates every year. This year Vietnam increased its minimum wage by an average of 5.7 percent. The new rates came into effect in January and range from US$132 to US$190 depending on the region.

Read the complete article here. 

Which specifics define the Indian market? What are the implications for managing businesses in India?

To succeed in India one has to have a long-term view, in face of multiple local challenges such as regulatory bottlenecks, fluctuating demand, and many times even degrowth as we are witnessing presently. Companies often fall victim to short rotation cycles that inhibit the execution of long-term strategy.

India being a large country, geographically dispersed, diverse teams make it difficult to standardise processes and hence supervision and control are harder to achieve. An important point to note as a call for localizing the processes to suit India is that companies who have built India-specific strategies have responded to business opportunities in India more quickly and successfully in comparison with their global counterparts.

Read the complete interview here.

With its population of more than 1.3 billion, India is an important export market for many European companies in the investment and consumer goods sectors. At the same time, the country is developing into a production hub where international companies produce both for the domestic and global markets.

In view of the slowdown in economic growth of 5% (first half of 2019), which is still remarkable compared to the rest of the world, India offers opportunities in a wide variety of areas.

Read the complete article here. 

Invalid agreements of GmbH managing directors are treated according to the principles of defective employment relationships.

When concluding a managing director contract, it may happen that the contract is not effectively concluded. The most common reason for this is probably the representation of the company by a person not entitled to do so. But also violations of a legal prohibition, the immoral nature of the agreement or a challenge, e.g. due to fraudulent deception by the managing director, can lead to the nullity or retroactive cancellation of the employment contract.

Read the complete article here.