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The State of Israel continues to cope with the COVID-19 crisis and its implications for the workforce. In recent days, new and important guidelines were updated for the Israeli workforce’s handling of the coronavirus crisis
More will be told of the COVID-19 crisis and the changes it brought to Israeli labor relations. In the meantime, we have gathered brief guidelines on a return to normal:
On April 19, new guidelines were introduced allowing a gradual return to the workplace. Here are the key guidelines. According to the guidelines, it is permitted to employ in a workplace whose opening has not been banned 10 employees or up to 30% of employees, whichever is higher. However, it is possible to increase the number of employees in the workplace in the industries and services fields beyond the 30% cap, subject to each workplace complying with the "purple tag" rules.
New regulations were signed on April 6, 2020 that allow pregnant women, women and men undergoing infertility treatment, and women returning to work after maternity leave to be put on unpaid leave, under certain conditions, without the need for a permit from the Ministry of Labor.
New guidelines for conduct in the workplace came into effect today in Israel.
On March 22, 2020, and again on March 25, 2020, emergency regulations on limiting market activity and limiting the number of employees in the workplace were published.
Several employment restrictions in light of the emergency regulations that were published in Israel and an update on giving retirement insurance and car use benefits during unpaid leave.
On March 18, 2020, the Israeli Ministry of Labor, Social Affairs and Social Services published new regulations permitting employers to engage overtime workers at a larger scope, significantly in excess of what has been permissible to date.
As a result of the economic downturn and in order to reduce expenses, one of the alternatives is imposing unpaid leave on employees.
Because of the coronavirus, many employers have been forced to consider minimizing expenses. In Israel several alternatives are being explored: reducing the scope of employment, lowering salaries, utilizing any available leave days, imposing unpaid leave on employees, reducing manpower, and conducting layoffs.
The Director-General of the Israeli Ministry of Health published a directive on February 4, which states that an employee, volunteer, or service provider who is required to be quarantined under the home quarantine directive shall not be required to arrive at the workplace and shall not be granted entry even if he or she were to request this.
According to the Supreme Court, an employer may stipulate in the employment agreement an employee's right to royalties for the provision of service, as well as the compensation the employee may be entitled to for an invention.
In September, Israel's National Labor Court dismissed an appeal by the Café Noir restaurant and affirmed the Tel Aviv Regional Labor Court’s judgment, which held that the restaurant must pay NIS 300,000 compensation for infringing on its employees’ right to organize.
The Tel Aviv Regional Labor Court recently ruled that an employee who took advantage of her sick leave as vacation days immediately after being summoned to a termination hearing warranted being denied severance pay and early notice payments.
In a recent ruling, the Labor Court found that a short-term unapproved absence from work may constitute a disciplinary violation, and therefore be cause for termination, but cannot be seen as resignation.
The National Israeli Labor Court is an independent tribunal and thus only rarely does the High Court of Justice (HCJ) intervene in its decisions. Recently, in an unusual move, the HCJ twice reversed the rulings of the National Labor Court. In both cases as part of its policy to eliminate the phenomenon of workplace sexual harassment.
The Hellenic Data Protection Authority (HDPA) recently imposed a EUR 150,000 fine on the international consulting firm PwC for its violations of the new European data protection regulations (the General Data Protection Regulations, or GDPR).
A new ruling may affect due diligence employment findings and reclassify high-tech companies as companies operating in the industrial sector.