HOPICS’ Post

Samsung successfully restrains business manager from working for a direct competitor for 3 months: The NSW Supreme Court has granted a temporary injunction preventing a former employee of Samsung Electronics from starting a new role at Electrolux, a direct competitor of Samsung Electronics for a period of 3 months. Samsung Electronics commenced proceedings on 7 May 2024 to enforce the post-employment restraints after discovering that its former business manager was taking up a position as the National Business Manager at Electrolux. Despite the business manager’s objections that the post-employment restraints as contained in his employment contract were unreasonably wide as they prevented him from working for any company which provides products or services in the industry, the Court considered that there was an appreciable risk that Samsung Electronics would lose relationships with its clients who would likely follow the business manager to his new employer. The Court also found that the business manager signed his employment contract with Samsung Electronics containing the restraint knowingly and he was ‘author of his own misfortune’ when he signed the new contract with Electrolux. The Court has ordered the business manager be restrained for a temporary period of 3 months, being the minimum restraint period contained in the employment contract. The case will go to final trial later this year. This case is a rare example of non-competition restraints being held to be enforceable. However it is important to note that in NSW, the Restraint of Trade Act 1976 allows the Court to read down or adjust the scope of any restraint to ensure its effect is reasonable. If you have any questions regarding post-employment restraints, please contact HR Legal. Case reference: Samsung Electronics Australia Pty Ltd v Grenville [2024] NSWSC 608

YEY... SOLVIT DOES DRIVING RECRUITMENT … (IF ONLY YOU SEE THE JOY IN MY FACE AS I WRITE THIS (YES -THAT’S PROPER SARCASM & AN EYE ROLL) … Yep, you read that right – we now provide drivers within Warwickshire, Leicestershire and Northamptonshire. Am I thrilled? …Well, maybe not as much as you’d think – mainly because trucks and I don’t exactly see eye to eye. In fact, I’m about as fond of HGVs as you are of recruiters pissing you off by calling you 247 to try and get a slice of your business. However, the reality is, our clients need drivers and drivers seem to like us (probably because they keep seeing our quirky job adverts on social media). Now, this isn’t your typical “Oh look how great we are” recruiter post – because let’s face it, that’s not SolviT’s (or my) style. So I’ll just say this - if you need drivers and fancy working with a recruitment business who likes lorries about as much as you like recruiters then give us a shout. Here’s the sick twist to my logic though – because I’m not a huge fan, we’ll likely be even stricter in our checks. That means we’re 100% sure that the drivers we put forward are not only safe, reliable, will be respectful to the end hirer & actually show a bit of care on the road. So, if you want drivers that have been referenced higher than my personal opinion of trucks, let’s have a chat! I will warm you, we are NOT the cheapest but absolutely believe you get what you pay for.. Scott Saunders scott@wecansolvit.com 01455 818999 #DriverRecruitment, #WeCanSolviT, #NotWrittenWithAI, #NotCorporate

Every detail counts! AideWiser cares about your future! Here is how we do it: https://lnkd.in/ek4gNejM #Aidewiser #hiring #receuitment #reference #vendors #recruitmentconsultant #career #careerdevelopment #careeradvice #careergoals

More #manufacturers are turning to “Fair Chance” or “Second Chance” programs to ease hiring challenges. And both the companies and the new hires report a plethora of ongoing benefits. #labor #manufacturing #workforce #secondchances

A: If your company requires that new employees enter into a probationary period, make sure that your probationary period policies and procedures are carefully worded and applied consistently to all new hires

Navigating the complexities of care recruitment can be a daunting task. That's where the expertise of a specialist recruiter becomes invaluable. 🌟 With a niche focus on the care sector, Vetro Recruitment can bring a wealth of knowledge and experience that's simply unmatched. They understand the nuances of care roles, from the required qualifications to the personal attributes that make a candidate truly stand out. 🏥 Accreditation is another area where specialist recruiters shine. They're well-versed in the latest industry standards and can ensure that candidates not only meet but exceed the expectations of regulatory bodies. This is crucial in maintaining the high levels of care and safety that are non-negotiable in the sector. 📜 Experience in care recruitment also means that we have a keen eye for the soft skills that are so vital in care roles. Empathy, resilience, and communication are just as important as technical skills, and specialist recruiters can spot these traits. 🤝 By partnering with Vetro Recruitment, your organisations can streamline their hiring process, ensuring that they attract and retain the best talent. This not only saves time and resources but also contributes to the overall quality of care provided. 🚀 #CareRecruitment #SpecialistRecruiter #HealthcareHeroes #vetrorecruitment #vetro

When Office (Startek) "Rules" Only Apply to Some So, fun fact: I was recently sacked from my job for apparently violating company policies by posting a harmless Instagram reel from the office premises—wearing my office tag (because hey, I like being on-brand ). But here’s the kicker. The HR queen AISHI CHAKRABORTY who brought up my “violation” is still happily employed, despite her own Facebook photos and reels taken from—you guessed it—the same office wearing the same office tag. I guess there’s an exclusive VIP list for “rules” that I just wasn’t cool enough to be on. Rules for me but not for thee, huh? Dear Startek, Thanks for turning a deaf ear to my escalation. You’ve officially mastered the art of selective hearing (and selective policies). Bravo. Additionally you guys were kind enough to inform her so that she may take it down as a precautionary measure. Well guys here is the news......i have taken all the proof i need against her.....TADAAA........ Moral of the story: Make sure you’ve got the right connections before you hit 'post.' 😉 Dear Startek India Management team Pankaj Kakkar, Abhinandan J., Gurpal Singh, Priyanka Mohanty, Bharat Rao, Dheeraj Kumar, Partha Banerjee, @Deepak singh, Nishant Sinha could you please address the inconsistency in enforcing company policies. Kindly get in touch with me if you need any other information at sayaniroy590@gmail.com Labour Law Advisor, Labour and Employment #OfficeDrama #DoubleStandards #WorkplacePolitics #SelectivePolicies #HRFails #RulesForThee #OfficeLife #CorporateLife #UnfairTreatment #WorkplaceStories #HRPartiallities #Sacking #Aajtak #Kolkatacorporate

Kind Of Referral Every Corporate Employee Want! #CorporateReferrals #CareerConnections #JobOpportunities #ProfessionalReferrals #NetworkingSuccess #CorporateGrowth #ReferralProgram #CareerAdvancement #EmploymentOpportunities

Probationary periods offer a valuable opportunity for both employers and employees. This initial phase allows for mutual assessment, determining if both parties fit well together before committing to a long-term position. Click here to learn more! #klo #kahanelaw #kahanelawoffice #probationaryperiods #employer #employee www.Kahanelaw.com