Dorienke de Grave-Verkerk, auteur op Parker Advocaten Amsterdam

Alerts on employee participation: remuneration, the right of consent on the sale of the company, participation and role supervisor, and privacy

by Dorienke de Grave-Verkerk & Barbara Spliet | 20 February 2018 | Employment law, Employee Participation

Employee participation law keeps developing. Below are some alerts for those who are interested in or concerned with employee participation.

Complying with the confidentiality obligation in employment relationships

by Dorienke de Grave-Verkerk | 5 December 2017 | Employment law

Employees have a confidentiality obligation regarding confidential information on the employer’s business operations. It relates to customer base, pricing, bids, all the information that is not publicly available, and in cases where the employer has an interest in protecting the information, for instance because it concerns considerations of competition or reputation.

Changes to the civil servants’ legal status are in offing

by Dorienke de Grave-Verkerk | 25 November 2016 | Employment law

On 8 November 2016, the Upper Chamber of the Dutch Parliament (de Eerste Kamer) passed the bill “normalising the legal status of civil servants”. It aims at simplifying and modernising the administrative legal status. Traditionally – since 1929 – the civil servant´s legal status has been properly taken care of because of the government´s need for an effective civil administration.

Reviewing business case for which advisory reports are obligatory (art. 25 works counsils act – WOR)

by Dorienke de Grave-Verkerk | 22 April 2016 | Employment law, Employee Participation

In important decisions, the employer has to consult the organisation’s works council (Works Council-OR, Central Works Council-COR, Group Works Council-GOR, etc.). In doing so, a difference of opinion may arise about the business case, whether implementation of the decision is at all feasible and whether it will lead to the intended outcome?

Specifics WWZ (Employment and social security act) for immediate application

by Dorienke de Grave-Verkerk | 3 July 2015 | Employment law

From 1 July, after concluding a settlement agreement or agreeing to the dismissal, the employee enters a cooling-off period. In this period, s/he can reconsider the agreement. In writing, the employer has to draw the employee´s attention to this cooling-off period.