In deze praktisch-wetenschappelijke bijdrage wordt aan de hand van de CEO-fraude bij Pathé stilgestaan bij het onderscheid tussen de aansprakelijkheidspositie van de bestuurder en de aansprakelijkheidspositie van de werknemer en de in dat verband gehanteerde terminologie.

In haar recent verschenen proefschrift onderzoekt de auteur in hoeverre het risico dat voortvloeit uit het gebruik van ongeschikte medische hulpzaken voor rekening van de hulpverlener dient te komen. In dit artikel worden de belangrijkste bevindingen uit dit onderzoek uiteengezet. De auteur komt tot de conclusie dat het risico dat voortvloeit uit het gebruik van ongeschikte medische hulpzaken in beginsel voor rekening van de hulpverlener komt. De redelijkheid zal niet snel gebieden dat het risico dient te worden verschoven naar de patiënt.

Contractstabiliteit in het internationale voetbal versus de vergoeding bij de eenzijdige beëindiging van de arbeidsovereenkomst door de voetballer. De auteur gaat in op de eigenaardigheden van dit onderwerp en concludeert dat een intro van een objectieve rekenmethode de gelijkheid tussen werkgever en werknemer meer in balans brengt.

Vanwege de naderende vierde en vijfde fase van de initiëlemargeverplichting voor niet-geclearde otc-derivaten onder EMIR wordt in deze bijdrage stilgestaan bij de vermogensrechtelijke overwegingen ten aanzien van deze verplichting. Het regelgevend kader wordt hierin geschetst, alsmede enige praktische overwegingen ten aanzien van de verplichte vermogensscheiding.

Alternative/amicable dispute resolution (ADR) is omnipresent these days. In line with global evolutions, the Belgian legislator embraced the use of these ADR mechanisms. Recent reforms of the law, first in 2013 with the act concerning the introduction of a Family and Juvenile Court and consecutively in 2018 with the act containing diverse provisions regarding civil law with a view to the promotion of alternative forms of conflict resolution, implemented more far-reaching measures to promote ADR than ever before. The ultimate goal seems to alter our society’s way of conflict resolution and make the court the ultimum remedium in case all other options failed.In that respect, the legislator took multiple initiatives to stimulate amicable dispute resolution. The reform of 2013 focused solely on family cases, the one in 2018 was broader and designed for all civil cases. The legal tools consist firstly of an information provision regarding ADR for the family judge’s clerk, lawyers and bailiffs. The judges can hear parties about prior initiatives they took to resolve their conflict amicably and assess whether amicable solutions can still be considered, as well as explain these types of solutions and adjourn the case for a short period to investigate the possibilities of amicable conflict resolution. A legal framework has been created for a new method, namely collaborative law and the law also regulates the link between a judicial procedure and the methods of mediation and collaborative law to facilitate the transition between these procedures. Finally, within the Family Courts, specific ‘Chambers of Amicable Settlement’ were created, which framework is investigated more closely in this article. All of these legal tools are further discussed and assessed on their strengths and weaknesses.
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Alternatieve of minnelijke conflictoplossing is alomtegenwoordig. De Belgische wetgever heeft het gebruik van deze minnelijke oplossingsmethodes omarmd, in navolging van wereldwijde evoluties. Recente wetshervormingen implementeerden maatregelen ter promotie van minnelijke conflictoplossing die verder reiken dan ooit tevoren. Het betreft vooreerst de hervorming in 2013 met de wet betreffende de invoering van een familie- en jeugdrechtbank en vervolgens kwam er in 2018 de wet houdende diverse bepalingen inzake burgerlijk recht en bepalingen met het oog op de bevordering van alternatieve vormen van geschillenoplossing. De ultieme doelstelling van deze hervormingen is een mentaliteitswijziging omtrent onze wijze van conflictoplossing teweegbrengen, waarbij de rechtbank het ultimum remedium dient te worden nadat alle overige opties faalden.De wetshervorming van 2013 focuste uitsluitend op familiale materies, de hervorming van 2018 was ruimer en had alle burgerlijke zaken voor ogen. De wettelijke mogelijkheden bestaan vooreerst uit een informatieverstrekking omtrent minnelijke conflictoplossing in hoofde van de griffier van de familierechtbank, advocaten en gerechtsdeurwaarders. Rechters kunnen partijen horen omtrent eerdere ondernomen initiatieven om hun conflict op een minnelijke manier op te lossen, zij beoordelen of minnelijke oplossingen alsnog kunnen worden overwogen, zij kunnen de diverse minnelijke mogelijkheden toelichten aan partijen alsook de zaak voor een korte periode uitstellen om partijen toe te laten de mogelijkheden aan minnelijke conflictoplossing te verkennen. Er werd voorts een wetgevend kader uitgewerkt voor een nieuwe oplossingsmethode, namelijk de collaboratieve onderhandeling. De wet creëert tevens een link tussen een gerechtelijke procedure en de methodes van bemiddeling en collaboratieve onderhandeling, om de overgang tussen deze procedures te vereenvoudigen. Tot slot werden er binnen de familierechtbanken specifieke kamers voor minnelijke schikking opgericht, waarvan het wetgevend kader in detail wordt bestudeerd in dit artikel. Al deze wettelijke opties worden nader besproken en beoordeeld aan de hand van hun sterktes en zwaktes.

When it comes to learning, mapping turns out to be an effective tool. There is a wide variety of information maps, such as mind maps, argument maps and concept maps. This paper develops a teaching method that puts mapping at the centre of a seminar. It builds upon ideas of cognitivism and constructivism. The proposed didactic method incorporates a new variant of mapping, Basic Building Blocks Map (BBB Map), with a specific style of teaching. It is argued that this teaching method leads to engaged and active student participation. By dividing the subject up into small pieces and searching for answers to questions interactively, the student will learn more effectively. The paper concludes by providing teachers tools to put the method of BBB Mapping into practice.

According to German law, every employee is entitled to paid annual leave. The amount of pay is generally calculated based on the current salary (known as the “principle of loss of pay”) but a reduction of working hours during the year does not lead to a reduction of entitlement to holiday pay for previously acquired holiday entitlements. If the entitlement was already acquired before the reduction of working time (which can happen because in Germany holiday entitlement is acquired at the beginning of the calendar year), pay during leave will be based on the salary agreed between the employer and employee when the holiday entitlement was acquired and thus, based on the ‘old’ salary.

Following the ECJ’s decision in Somoza Hermo – v – Ilunion Seguridad, C-60/17 (Somoza Hermo) of 11 July 2018, all eyes were on the Spanish Supreme Court. Since 2016, the Court has ruled a number of times that limitations to the liability of the new contractor established in a collective bargaining agreement (‘CBA’) in the context of a CBA-led transfer were valid (see e.g. EELC 2018/21). Somoza Hermo established that a CBA-led transfer that entails a non-asset-based transfer is a transfer within the meaning of the Acquired Rights Directive. Now the Supreme Court (in a decision dated 27 September 2018 taken with one dissenting opinion) is clear that its doctrine must be reviewed and has therefore held that limitations on pre-transfer liability for a new contractor under a CBA-led transfer that trigger a non-asset-based transfer, are not valid.

For workers without a fixed workplace, travelling time between their place of residence and the first customer and travelling time between the last customer and the place of residence constitutes working time.

In dit artikel staat centraal dat de beperking van de door het Hof van Justitie geformuleerde ‘cao-exceptie’ op het Europese mededingingsrecht tot ‘werknemers’ en ‘schijnzelfstandigen’ zich moeilijk tot een grondrechtenbenadering lijkt te verhouden. Zelfstandigen met een zwakke arbeidsmarktpositie hebben namelijk evenzeer behoefte aan collectieve middelen om hun arbeidsvoorwaarden te verbeteren en vallen ook onder grondrechtenverdragen. Door een uitgebreide beschouwing van de relevante rechtsinstrumenten van de VN, de IAO en de Raad van Europa en de uitleg die de toezichtorganen hieraan geven blijkt dat het grondrecht op vrijheid van (vak)vereniging, collectief onderhandelen en collectieve actie evenzeer aan deze groep lijkt toe te komen, en een te rigoureuze inperking vanwege het mededingingsrecht niet gerechtvaardigd wordt geacht. De conclusie bevat enkele gedachten over hoe het Europese mededingingsrecht met een grondrechtenbenadering overeenstemming te brengen. Daarbij passeren zowel de recente ontwikkelingen rondom het zelfstandigenvraagstuk in Nederland als initiatieven op Europees niveau de revue.

In this paper I propose to analyse the binary notion of personal data and highlight its limits, in order to propose a different conception of personal data. From a risk regulation perspective, the binary notion of personal data is not particularly fit for purpose, considering that data collection and information flows are tremendously big and complex. As a result, the use of a binary system to determine the applicability of EU data protection law may be a simplistic approach. In an effort of bringing physics and law together, certain principles elaborated within the quantum theory are surprisingly applicable to data protection law, and can be used as guidance to shed light on many of today’s data complexities. Lastly, I will discuss the implications and the effects that certain processing operations may have on the possibility of qualifying certain data as personal. In other terms, how the chances to identify certain data as personal is dependent upon the processing operations that a data controller might put in place.

In recent years, there has been growing policy support for expanding worker ownership of businesses in the European Union. Debates on stimulating worker ownership are a regular feature of discussions on the collaborative economy and the future of work, given anxieties regarding the reconfiguration of the nature of work and the decline of standardised employment contracts. Yet, worker ownership, in the form of labour-managed firms such as worker cooperatives, remains marginal. This article explains the appeal of worker cooperatives and examines the reasons why they continue to be relatively scarce. Taking its cue from Henry Hansmann’s hypothesis that organisational innovations can make worker ownership of firms viable in previously untenable circumstances, this article explores how organisational innovations, such as those embodied in the capital and governance structure of Decentralised (Autonomous) Organisations (D(A)Os), can potentially facilitate the growth of LMFs. It does so by undertaking a case study of a blockchain project, Colony, which seeks to create decentralised, self-organising companies where decision-making power derives from high-quality work. For worker cooperatives, seeking to connect globally dispersed workers through an online workplace, Colony’s proposed capital and governance structure, based on technological and game theoretic insight may offer useful lessons. Drawing from this pre-figurative structure, self-imposed institutional rules may be deployed by worker cooperatives in their by-laws to avoid some of the main pitfalls associated with labour management and thereby, potentially, vitalise the formation of the cooperative form.

The Norwegian Supreme Court concludes that time spent on a journey ordered by the employer, to and from a place other than the employee’s fixed or habitual place of work, should be considered working time within the meaning of the statutory provisions implementing the Working Time Directive (2003/88/EC). This ruling takes into account the Advisory Opinion of the EFTA Court.

An employee is entitled to protection against insolvency if s/he is entitled to severance pay on the basis that the employer has changed the workplace, so forcing the employee to choose between relocating and ending the employment relationship - but before paying the severance in full, the employer becomes insolvent.

The transferee in this case attempted to replace the transferred employees’ salaries with lower in accordance with its collective agreement, compensating for the reduction by means of a ‘personal allowance’, which it then proceeded to reduce by a set percentage based on the age of the employees each time there was a wage increase. The court held that this ‘basket comparison’ method of harmonising the wages of old and new staff was at odds with Directive 2001/23, rejecting the transferee’s argument that the ‘ETO’ provision in that directive permits such an amendment of the terms of employment.

CBA-led transfer may constitute transfer of undertaking.

Even if a breastfeeding worker only works for part of her shift at night, the rules on the health and safety of pregnant and breastfeeding workers and those having recently given birth set out in Directive 92/85 apply, meaning that an assessment of her individual situation is necessary. If the worker brings a claim before the court, once she has provided a prima facie case of discrimination, the burden of proof switches to the employer. In other words, reversal of the burden of proof is also applicable to Article 7 (night work) of Directive 92/85/EEC.