This article addresses how a multinational employer’s electronic information systems can comply, worldwide, with old legal rules that presuppose HR documents on paper.
On February 14, 2018, Law 7, which prohibits sexual harassment, mobbing (bullying), racism and discriminatory practices in all environments, took effect. Employers must be in full compliance under the new law by May 16, 2018.
El 14 de febrero de 2018 se aprobó la Ley 7 que prohíbe el acoso sexual, el hostigamiento, el racismo y las prácticas discriminatorias en todos los ámbitos, incluyendo el lugar de trabajo y las instituciones educativas.
On March 21, 2018, the Governor of Puerto Rico announced his “Initiative to Reform the Labor Force,” with the express goal of increasing the employment rate.
The Puerto Rico Supreme Court recently issued an Opinion in the case of Roldán Flores v. M. Cuebas, in which it addressed again the requirements for applying the “successor liability doctrine.”
The Governor of Puerto Rico recently signed into law Act No. 28 (“Act 28”), entitling all employees, including temporary employees, with up to six days of paid leave per year if they suffer from a “catastrophic illness.”
A new law in Puerto Rico provides greater protections for non-exempt private sector employees by prohibiting employers from using sick leave to measure employees’ efficiency in their annual performance evaluations.
On January 18, 2018, the PR Treasury issued Internal Revenue Informative Bulletin No. 18-03 notifying employers that the sworn statement to report Qualified Payments related to Hurricane Maria must be submitted no later than January 31, 2018.
