By now, many of you will already be bleary eyed from only the first few World Cup football matches beamed live from Brazil. All the rowing over the millions of pounds spent building grounds in the middle of the rain forest – just so Gary Lineker can say: ‘Gosh, Alan, look at all those trees.’ – will be forgotten. We will have parked concerns over baton-wielding Robocop riot squads explaining to demonstrators why it is not a good idea to question the wisdom of Sepp Blatter and his Fifa cronies. The beautiful game has kicked off and that’s all that matters. Well, not quite, warns law firm Eversheds. Its commentators advise employers to produce plans to reduce the impact on staffing and productivity levels. Explains the firm: ‘Employers could encounter problems with over-enthusiastic employees who are heading out of work to catch the games, which will primarily be shown in the evening.’ Drafting World Cup guidance for employees may seem much less fun than moaning about whether Wayne Rooney should be in an England shirt, but it could save a lot of grief down the line. Click here for more information.
A far less cheery – but equally important – employment matter concerns the responsibilities of bosses to their staff suffering bereavements. Death is one of those subjects that most of us would prefer to consign to the head-in-sand department. But our commentator from law firm Shoosmiths points out that the Dying Matters Coalition – launched in 2009 in England and Wales by the National Council for Palliative Care – has recently called for a country-wide review of employment practice on bereavement leave. As the law currently stands, no statutory right exists for employees to receive paid time off work specifically when they suffer bereavement. There are some provisions for emergencies involving dependants, but the coalition is calling on the government to clarify and specify the law. Click here for more information.
Fairly or not, China has a reputation for being a trademark jungle in which bandits roam, eagerly hijacking brands and other valuable intellectual property baubles. Arguably stung by intentional criticism, Beijing’s politburo mandarins have cooked up an amended trademark law, which came into effect about a month ago. Has it made any difference on the ground? asks our commentator from DLA Piper. The view seems to be that the amended legislation looks good on paper, but there are some unaddressed practical issues. Click here for more information.
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Eversheds: Football World Cup 2014: an employer’s guideDownload
Penningtons Manches: Party time? Non-party costs orders and parties to proceedingsDownload
Shoosmiths: Bereavement leave: should employers be doing more?Download
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Asia-Pacific: China’s new trademark law: one month in, five things we knowDownload
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