If you have missed our event on shareholder exit and liquidity events on 27 February 2020, check out our latest LexCast on which Leti McManus (Tiger Link Advisors), Vincenzo Braiotta (Grant Thornton) and Benjamin Dürig (Froriep) agreed to share their main takeaways from the event. The podcast is moderated by Cornelia Mattig.
The novel coronavirus, which has been declared a “public health emergency of international concern” by the WHO, continues to spread. Besides China, coronavirus cases have been confirmed in more than 30 countries. The virus has now also arrived in Switzerland and as a result, employers need to be aware of the employment legal issues involved. In particular, employers need to know what to do if employees refuse to attend work through fear of contracting the coronavirus at the workplace or if employees already have the virus. A number of different scenarios are possible, which we will briefly highlight in this blog post.
Artificial Intelligence (AI) has already started to revolutionise workplaces and is affecting both employers and employees in many ways. The purpose of this blog post is to provide an overview of some of the workplace areas which are significantly impacted by AI, from recruitment through performance assessment to remote working and robotics, and to set out the benefits as well as some potential dangers connected with each of them.
In today's Chamber judgement in the case of Ali Riza and Others v, Turkey concerning football disputes the European Court of Human Rights held, unanimously, that there had been a violation of Article 6 § 1 (right to a fair hearing) of the European Convention on Human Rights on account of the lack of independence and impartiality of the body, the Arbitration Committee of the Turkish Football Federation ("the TFF"), which had decided on disputes concerning Ömer Riza, a professional football player and Serkan Akal, a referee.