Lisa van den Goorbergh
Lisa van den Goorbergh has been working as a paralegal at Palthe Oberman since September 2018. She has been admitted to the Amsterdam Bar in May 2019. Lisa is involved in all aspects of employment law. She has a special interest in employee participation and has also graduated on that subject. Her thesis focused on the differences in employee participation between the works council and the university council (the highest representative body of the university).
During her studies, Lisa herself was also active in the university council where she represented the interests of the students. Lisa has also been involved as a paralegal at a large law firm in setting up complex employee participation structures in the education and childcare sector.
Lisa graduated from the University of Amsterdam in January 2018, where she followed a specialized master in employment law (master track employment & corporate law). During and after her studies, Lisa did internships at various law firms, after which she chose to join Palthe Oberman.
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L&E Global Employment Law Tracker June 2022
Palthe Oberman is pleased to present you with the most recent Employment Law Tracker consisting of employment law updates of all firms connected to the L&E Global Network for June 2022.
Successive term of employment: when does it occur?
Will an employee join a new employer? Then it is very important for both the employer and the employee to determine whether the employer can be regarded as a ‘’successive employer’’. If successive term of employment is the case, then there are a certain number of legal consequences involved. For this reason, it is important to know when this is the case. Read more about successive term of employment in this blog.
LinkedIn: Where is the boundary between work and home?
For several years now, social media has been an integral part of our lives. One consequence of this is that the line between work and private life is sometimes blurred. Where previously the employer had nothing to say about the statements made by the employee in discussions on birthdays or in the pub, the most heated debates now take place online before everyone's eyes. Certainly on the platform LinkedIn, where the users are often linked to their employer, this can raise interesting issues for employment law. May an employer protect its reputation online? Or is this a restriction of freedom of speech?
These questions were answered by the Arnhem-Leeuwarden Court of Appeal on 16 May 2022. In the assessment of this judgment, the Subdistrict Court and the Court of Appeal illustrated how the scope of the right of freedom of expression within the employment contract should be assessed. Read more about this judgment in this blog.
Please note: entry into force of the Transparent and Predictable Employment Conditions Act on 1 August 2022
As we previously reported, the Transparent and Predictable Employment Conditions Act will take effect on 1 August 2022. Here are briefly the main changes that will take place.