CLINT | Littler Explains!

#6 – Fixed Term Employment Explained! – by Wouter Engelsman

Wouter explains fixed term employment from A to Z. For what purposes and how do you conclude the contract, what are possibilities – and limitations – for a probationary period and what should you keep in mind with regard to the termination of the contract.

#5 – Protection of Business Secrets Explained! – by Sander Theunissen

The Trade Secrets Act clarifies what a business secret is and how you can protect it. The law allows you to take action against unauthorized acquisition, use or disclosure. At the same time though, the Act does not cover all breaches. For that matter parties often agree to an additional confidentiality clause.
Sander explains what to invoke and when.
 
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#3 – The Works Council Explained! – by Dennis Veldhuizen

A works council is an independent co-determination body within the employer’s organization, meant to keep both the employer’s and employee’s interests in check. Companies durably employing 50 people or more, are obliged to install a works council. At the same time, many companies do not comply with this obligation out of a perceived fear of losing ability to act swiftly. As explained by Dennis, the opposite is mostly true.
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#4 – Sickness and Reintegration Explained! – by Tanya van Nieuwstadt

When an employee is sick or otherwise incapacitated for work, the most far-reaching consequence for the employer, is that the employe is protected from dismissal for at least 2 years. This legal protection of course serves a purpose, namely to reintegrate the employee back to work as soon as possible, which is essentially beneficial for both parties. A secondary aim is to prevent the employee from becoming dependent on state benefits.

#2 – The Termination Clause Explained! – by Fleur van Lieshout

Jasper Hoffstedde and Fleur van Lieshout discuss the termination cluase. This seems an easy and straightforward clause; you simply invoke the clause and terminate employment, right? For the employee that is indeed in the case, but the employer has another hoop to jump through. He has the obligation to substantiate the reason for termination, the so-called valid ground.
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#1 – Non-Compete Clauses Explained! – by Eric van Dam

Jasper Hoffstedde and Eric van Dam discuss non-compete clauses. Non-compete clauses may be agreed in writing in indefinite term employment agreements with a person of age (18+). Additional conditions apply for fixed term agreements – these are strict, which more often than not leads to invalidity or voidability of the clause.
 
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