Watching 2014 FIFA World Cup Brazil: A Guide for Employers

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Watching 2014 FIFA World Cup Brazil: A Guide for Employers
Watching 2014 FIFA World Cup Brazil:
A Guide for Employers
Labour and
Employment Law
Issues
Prepared by the
Employment Law Alliance
and Member Law Firms
in Latin America

                             www.employmentlawalliance.com
Watching 2014 FIFA World Cup Brazil: A Guide for Employers
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Watching 2014 FIFA World Cup Brazil: A Guide for Employers
T
        he euphoria surrounding 2014 FIFA World Cup Brazil, with the opening match     CONTENTS
        scheduled to kick off in Sao Paulo, Brazil on June 12, 2014, has gripped       Absenteeism • 4
        countries all over Latin America and around the world. No doubt the games
                                                                                       Work Time
will be very exciting, yet work must still go on as usual. Clear communication
                                                                                       Organization • 9
should be made to all staff about their conduct and the employer’s expectations
                                                                                       Company IT Tools • 13
during this event, especially regarding the key dates between June 12 and July 13.
Despite all the hype surrounding the World Cup, employers in all jurisdictions are     Intoxication • 16
encouraged to take time out to think about the ways in which this international        Off-Duty Conduct /
sporting event will impact their employees and, in turn, their businesses.             Football Hooliganism • 19

This publication intends to serve as a quick-help guide for employers regarding the    Gambling /
most likely labor and employment law questions that may arise during 2014 FIFA         Office Pools • 22

World Cup Brazil. Further, the information can apply to essentially any major event    CONTACT
– sporting or otherwise – that grips the attention of a large part of the population   Participating ELA
                                                                                       Member Law Firms • 25
during traditional working hours.

Key Questions for Employers                                                            Countries
                                                                                       REPRESENTED
ABSENTEEISM                                                                            ARGENTINA
• How can the company react to unjustified or short-term absences or to a false        BRAZIL
  medical certificate submitted by an employee?
                                                                                       CHILE

WORK TIME ORGANIZATION                                                                 COSTA RICA
• Are there ways of organizing work time so that the employees can follow              EL SALVADOR
  matches?                                                                             GUATEMALA
• If the company adapts working time, what risks are incurred in respect to            HONDURAS
  discrimination against women, other nationals, and those unmoved by football?        MEXICO
                                                                                       NICARAGUA
COMPANY I.T. TOOLS
• May a company filter internet use or e-mails? On what conditions, if any?            PUERTO RICO
                                                                                       VENEZUELA
INTOXICATION
• Can a company administer breathalysers in the work place?
• What action, if any, can be taken against employees who report to work
  under the influence of alcohol?

OFF-DUTY CONDUCT / FOOTBALL HOOLIGANISM
• How does a company deal with off-duty misconduct, such as football
  hooliganism?

GAMBLING / OFFICE POOLS
• Is it lawful for a company’s employees to conduct office pools at the work
  place in which money is contributed for the chance to win the entire pot?
• If office pools or gambling are prohibited, what steps should an employer take
  to prevent office pools from being conducted at the work place?

                                                                                                               3
ABSENTEEISM

Q:   How can the company react to unjustified or
     short-term absences or to a false medical certificate
     submitted by an employee?
                                                                                          Absenteeism • 4
                                                                                          Work Time Organization • 9
                                                                                          Company IT Tools • 13
                                                                                          Intoxication • 16
                                                                                          Off-Duty Conduct /
 ARGENTINA                                                                                Football Hooliganism • 19
     The company is entitled to ask an employee to justify any absence from             Gambling / Office Pools • 22
     the work place – and employees are obliged to give notice to the company           Participating ELA Member
     about any absence from the work place. There is no formal or mandatory             Law Firms • 25
     manner for the employee to give such notice; it can be done by any means
     and is considered valid, provided the company is aware of the employee’s
     absence. When an employee does not comply with this obligation, the company is entitled to sanction
     him/her for not having duly justified the absence. The nature and the scope of the sanction will depend
     on the employee’s background and the circumstances involved.

     Short-term absences are different from other types of absences, as they may be evaluated by the
     company from another perspective. Despite the fact that employees are obliged to stay at work during
     the whole workday, it is common practice to authorise them to leave their position for a few hours if
     necessary (e.g., a visit to the doctor, which is usually authorised by companies without any impact on an
     employee’s salary). However, it is of key importance that an employee notifies the company of such a
     short-term absence; otherwise, the company may sanction the employee, as explained above.

     In Argentina, the relationship between companies and workers is based on trust and the principle of good
     faith. Any breach of this principle may result in termination of the employment contract. An employee who
     produces a false medical certificate to justify his/her absence from work may in fact be dismissed by the
     company. Taking such a step, however, would have to be made on a case-by-case basis. A company may
     opt not to dismiss the employee, but instead sanction him/her severely, although it would be duly justified
     for the company to legally terminate the relationship.

 BRAZIL
     In the event of an unjustified absence, the company may deduct the missed work time from the
     employee’s monthly salary and, depending on the situation, take disciplinary action against the employee.
     A case-by-case analysis is necessary. Further, if the employee’s absence results in losses to the employer
     (for instance, it stops or jeopardizes production), more severe sanctions may be applied.

     The consequences for short-term absences are the same as above for unjustified absences. On the other
     hand, if the company agrees to the short-term absence, it may offset the employee’s missed work time with
     extra work on other days within the same week of the absence, or with extra work rendered in another week,
     provided that there is a specific agreement with the union. In the event that official holidays are set by law for
     the match days, no deduction or offset will be applicable.

     Presenting a proven false medical certificate is a serious violation of the trust between the employee
     and employer, which is essential to the employment relationship. Thus, the company can impose severe
     penalties, such as suspension of the employment agreement or even termination for cause. Whatever penalty
     the employer applies, it must have material evidence that the medical certificate was presented by the
     employee and it is in fact false. A case-by-case analysis is needed.

                                                                                                                       4
ABSENTEEISM continued

CHILE
 The company may dismiss an employee if he/she has two consecutive unjustified absences, two Monday
 unjustified absences, or three unjustified absences (consecutive or not) within a one-month period.

 Chilean law allows for termination for cause by an employer without liability when an employee has
 unjustified and untimely absences during working hours without the employer’s permission. The employer
 also has ground for dismissal as a result of an employee’s unjustified refusal to work during working hours.
 Employees who arrive at work late may be given warnings (verbal or written) or have their pay deducted,
 provided that the offense violates the company’s Internal Rule Code.

 Forgery of a medical certificate could result in a finding of lack of integrity on the part of the employee who
 produces it. It also allows the company to consider the absences covered by the false certificate to be
 unjustified absences, with the employee facing the consequences described above. However, the falsity
 of the certificate must be proven in case of a lawsuit for unfair dismissal.

COSTA RICA
 If an employee accumulates two consecutive or three non-consecutive unexcused absences in the same
 calendar month, the employer can dismiss the employee with payment of the proportional holiday and
 Christmas bonus only. In case of fewer than two consecutive unjustified absences, the employer can
 consider disciplining the employee with a warning.

 We recommend treating a short-term absence as a late arrival. The company should have an internal
 policy or guideline that regulates the issue of late arrivals. However, by law, it is possible for the employer
 to sanction this type of misconduct even if there is no policy or guideline applicable in the company. The
 recommended sanction is to apply a written warning notice to the employee.

 The employer may check the authenticity or falseness of a medical certificate at the medical center where
 the certificate was issued. If it is verified that the document is false, it is possible to dismiss the employee
 by paying only the proportional holiday and Christmas bonus. The employer can also assess whether to
 criminally denounce the employee for this irregular action.

EL SALVADOR
 In the event that the employee does not attend work for two full and consecutive working days, or three
 non-consecutive working days within the same calendar month (in this case, partial absences will be taken
 into account), and has not received the corresponding leave from the employer or does not have a cause
 that duly justifies his/her absence, the employer will be able to terminate the individual labor agreement
 without any liability. If absences are for shorter periods, the employee may be subject to disciplinary action
 in accordance with the Internal Work Rules of the company, if any; for example: verbal warning, written
 warning, suspension of work up to one day without pay, etc.

 In the case of brief temporary absences, the employee may be subject to disciplinary action in accordance
 with the Internal Work Rules of the company, if any. However, if the employee has three temporary absences,
 consecutive or not, within the same calendar month, and has not received the corresponding leave from
 the employer or does not have a cause that duly justifies his/her absence, the employer will be able to
 terminate the individual labor agreement without any liability.

                                                                                                                    5
ABSENTEEISM continued

 Salvadoran labor legislation does not address the issue of presenting a false medical certificate specifically;
 however, this can be treated as “cheating,” which could entitle the employer to terminate the individual
 labor agreement without any liability and regardless of the criminal liability that may be caused due to the
 falsification of documents.

GUATEMALA
 The sanction established by the Internal Working Rules of the company must be applied. An employee’s
 absence that is longer than two complete and consecutive business days or six half-working days in the
 same month is a cause for dismissal without liability for the company.

 An employee’s unauthorized brief, temporary absence constitutes just cause for dismissal without liability for
 the company if the employee’s absence lasts two complete and consecutive working days or six half-working
 days in the same month. If temporal unexcused absences are not given in the manner indicated above, the
 company will have to apply the appropriate sanction according to its Internal Working Rules.

 Presenting a false medical certificate is a serious labor misconduct that is punishable with justified dismissal,
 without liability for the company, unless the Internal Labor Regulations stipulate a different punishment.

HONDURAS
 It is a justified cause for the employer to terminate the individual employment contract, with no liability on
 its side, if the employee is absent without justification for two consecutive and complete days or three
 labour days within a one-month period. Otherwise the employer may consider disciplining the employee
 with only a warning for absenteeism. This justified termination will generate for the employer the obligation
 to pay only accrued rights consisting of proportional vacations, thirteenth salary (or Christmas bonus) and
 fourteenth salary.

 We recommend treating short-term absences as a late arrival, applying the sanctions provided by the
 company’s internal labour rules for this type of fault, when unjustified.

 Every medical certificate presented by an employee to an employer must be issued by the Honduran
 Institute of Social Security (IHSS) or countersigned by IHSS if it was issued by a private doctor. If the falsity
 of the certificate is ensured, the employer may terminate the employment contract, with no responsibility,
 paying only accrued rights consisting of proportional vacations, thirteenth salary (or Christmas bonus) and
 fourteenth salary. Furthermore, this type of action is considered a felony, and the company may denounce
 the irregular action.

                                                                                                                     6
ABSENTEEISM continued

MEXICO
 The Mexican legislation has established that an employer has legal cause for terminating the employment
 of a worker who has more than three unjustified absences within a 30-day period. Further, workers are not
 entitled to receive the salary corresponding to those days in which they have an unjustified absence.

 For short-term absences, it is possible to apply disciplinary measures such as verbal/written warning or
 suspension without payment of salary as long as such measures are established within the Internal Work
 Regulations, and such action complies with all formal requirements for its enforceability. Depending on the
 consequences of the short-term absence, it is possible for the employer to terminate a worker for legal
 cause without liability.

 The Mexican legislation has established that an employer has legal cause for terminating the employment of
 a worker who is involved in dishonest or lack of probity acts, such as presenting a false medical certificate.

NICARAGUA
 If the absence is for one day, it is not a justified cause for the company to terminate the labor contract,
 but the company could give the employee a warning, in addition to ensuring compliance with the terms of
 the company’s internal regulations. If the employee is absent for more than three consecutive days, it is
 considered work abandonment, thereby giving the company a justified cause to end the labor contract.
 The unjustified absence policy must be included in, and informed to the employees by means of, internal
 guidelines duly approved by the Ministry of Labor.

 It is recommended to consider a short-term absence as a late arrival, and apply the terms of the company’s
 internal regulations. The company can also give the employee a warning, but it is not a justified cause to
 end the labor contract. The short-term absence policy must be included in, and informed to the employees
 by means of, internal guidelines duly approved by the Ministry of Labor.

 If the company can prove the falsity of a medical certificate, it is a justified cause to end the labor contract.
 Further, it is considered a crime for both the person who issued the certificate and who requested and
 used it; thus, the company could bring criminal charges against those involved and/or terminate the labor
 relation with just cause. Presenting a false medical certificate should be detailed in the internal guidelines
 duly approved by the Ministry of Labor.

PUERTO RICO
 The employer may dock pay to non-exempt employees who have unjustified absences and issue disciplinary
 measures, up to and including termination, depending on the previous disciplinary record of the employee.
 Generally, all disciplinary measures must be issued pursuant to written guidelines previously distributed
 among the workforce.

 Short-term absences are treated similarly to unjustified absences. However, any unexcused absence of
 more than three days is considered abandonment of employment, and constitutes just cause for immediate
 termination.

 The Puerto Rico Supreme Court has specifically held that offering false information to an employer to obtain
 vacation time or sick leave does not automatically constitute just cause for immediate termination in PR.
 What discipline the employer does decide to pursue will depend on the previous disciplinary record of the
 worker in question.

                                                                                                                     7
ABSENTEEISM continued

VENEZUELA
 An unjustified absence may be regarded as a form of misconduct and may lead to disciplinary actions.
 The employee is not entitled to receive his/her wages during the period of the unjustified absence.

 For first-time offenses, a warning is an adequate response. Warnings should be issued in writing and kept
 in the employee‘s personal file in order to build a possible case. It should be noted that time limits for the
 employer to take action are very short (30 days).

 Presenting a fraudulent medical certificate to an employer constitutes a serious violation of obligations under
 the employment relationship. Should this occur, the employer may extraordinarily terminate the employment
 contract, and would be duly justified in doing so, even for those employees who enjoy stability or tenure and
 who otherwise can’t be easily removed according to the Venezuelan Labor Law.

                                                                                                                  8
WORK TIME ORGANIZATION

Q:   Are there ways of organizing work time so that the
     employees can follow matches?
                                                                                           Absenteeism • 4
                                                                                           Work Time Organization • 9

     If the company adapts working time, what risks are                                    Company IT Tools • 13

     incurred in respect to discrimination against women,                                  Intoxication • 16
                                                                                           Off-Duty Conduct /
     other nationals, and those unmoved by football?                                       Football Hooliganism • 19
                                                                                           Gambling / Office Pools • 22

 ARGENTINA                                                                                 Participating ELA Member
                                                                                           Law Firms • 25
     Depending on the company and the activity involved, it is common practice
     for companies in Argentina to allow employees to leave their work position
     to watch the Argentine team football matches. Another alternative usually followed by companies is to
     provide a place at work (big screen TV, TV room, etc.) where the employees may watch the matches.
     This allowance applies only to the matches in which the Argentine team participates unless the company
     decides to authorise otherwise (for example, to follow relevant matches, such as quarter- or semi-final
     games). Of course, not all employees are obliged to watch the matches, but employee attendance at these
     types of events in Argentina is high.

     As mentioned above, viewing attendance of matches in Argentina (whether at or outside the work place) is
     particularly high, as Argentine society is very keen on football, given that it is the national sport. We foresee
     very low risks related to a complaint by an employee unmoved by football on the grounds of discrimination.
     Moreover, the time involved in a football match is not particularly significant; thus, any damage to such an
     employee or group of employees would not be significant.

 BRAZIL
     There is an expectation that the Brazilian Government will declare some days during the World Cup as
     holidays. For those days not set as holidays, the employer has the prerogative to determine the employees’
     working hours. In this sense, the company may adapt work time (for example, allowing earlier arrival
     and/or departure) so that employees who want to can follow matches in a way that does not adversely
     affect work production or productivity. If there already is a collective bargaining agreement with the
     employees that determines a working time offset structure, it should be analysed with respect to work
     time during the World Cup. If not, a collective bargaining agreement with the union is advisable to regulate
     the work time during the World Cup.

     Some employees may claim that reorganizing the working time is detrimental to them. Since adapting the
     working time would depend on a collective agreement – which requires the approval of the majority of
     employees – once the company executes such an agreement, risks such as discrimination against those
     unmoved by football will be reduced.

 CHILE
     It is possible. However, to avoid any claims arising from compliance with normal workday hours and any
     eventual extraordinary hours, the employees must have signed an addendum to their employment contract
     modifying their working day for a determined period of time.

     There is a very low risk of a discrimination claim, given the employee’s signature on the addendum
     described above. Further, the individual workday is enforceable only to and by each employer individually.

                                                                                                                          9
WORK TIME ORGANIZATION continued

COSTA RICA
 The workday may not be unilaterally modified by the employer since it is an essential condition of the
 employment contract. However, the employer could rearrange working hours to allow workers to see
 matches, as long as doing so does not affect the smooth running of the company.

 As noted above, the employer cannot unilaterally alter the workday. We recommend reaching an agreement
 with the employees who want to vary their work schedule to adjust to the football matches they wish to
 watch. In this way, the employer will not incur an abusive unilateral modification of the workday or schedule,
 and employees who do not wish to watch the matches can retain their usual workday or schedule.

EL SALVADOR
 Yes, it is possible. However, the employer has to take into consideration that doing so would represent a
 modification to the schedule of work, which, regardless of being a casual or temporary modification, shall be
 implemented under a mutual agreement with all employees. In case of a disagreement between the employer
 and employees, such difference or dispute may be submitted to the General Directorate of Labor.

 The modification of the work schedule shall be mutually agreed with all the employees. In that sense, the
 agreement may stipulate a differentiation between those employees who are moved by football and those
 who are not so that the latter can continue their work under normal conditions.

GUATEMALA
 It will depend on the workday hours agreed between the company and the employee in his/her employment
 contract, taking into account whether the change affects the normal production of work and does not affect
 other employees who continue to work their usual schedule and hours. If the company and the interested
 employees agree to temporarily modify the workday, measures should be taken to ensure that such change
 in no way implies that overtime has to be paid to the employees and that the employees will meet their
 regular weekly working hours required under the labor contract. If it is agreed to temporarily modify the
 workday, it is important to record such modification in writing, stipulating the terms of the amendment, and
 have the employee sign it.

 A risk of discrimination would exist if the change to the workday is not made for all employees interested
 in watching the matches. Any employee who feels discriminated may file a complaint before the labor
 authority, reporting a discriminatory practice, and the authority will initiate a complaint before a judge. For
 those employees who have no interest in modifying the workday, it couldn’t be considered a discriminatory
 practice. However, it could inconvenience an employee if he/she cannot adequately do his/her job, if
 his/her work depends on or is related to the work of employees who temporarily changed their workday, or
 if this activity adversely affects the work environment. In such instances, the employee may file a complaint
 against the company before the appropriate authority for failing to provide a healthy environment and prevent
 occupational or professional diseases. In this case, the authority may initiate a complaint before a judge.

                                                                                                              10
WORK TIME ORGANIZATION continued

HONDURAS
 The workday may not be unilaterally modified by the employer, although it can reorganize the work schedule
 to allow employees to follow the matches, provided that such a reorganization does not affect the productiv-
 ity of the company’s activities or interfere with the work of those employees who choose not to follow the
 matches, and therefore work their usual schedule. The company may also decide by mere liberality to grant
 the day or shift off, with salary pay.

 As noted above, the company cannot unilaterally change the workday without having the contingency of
 claims by those employees who consider themselves affected by the change of schedule. For this events,
 it is recommended that the modification of the schedule be optional and apply only to those employees
 who want to take advantage of it. As noted above, there is always the option to grant the day or shift off,
 with salary pay, depending on what is in the best interest of the company.

MEXICO
 As long as the legal maximum hours for work shifts are observed, as established by Mexican legislation,
 it is possible to organize work time so that the employees can follow matches. We do not consider that
 there is a legal risk regarding this possible temporary change in working time.

NICARAGUA
 The company cannot unilaterally change the workday, since it is an essential condition of the labor contract.
 However, the company can reorganize the work schedule in order to allow employees to follow the matches,
 as long as they perform their work in the manner and time agreed with the company, in compliance with their
 work schedule, orders, and instructions, and as long as the change does not affect the productivity of those
 who do not want to follow the matches, or the production or productivity of the company.

 As noted above, the company cannot unilaterally change the workday; regardless, it is not considered
 discriminatory because those who do not want to watch the football matches can also request the company
 to reorganize their work schedule in order to perform an activity of their choice. The same requirements
 would apply in these situations, i.e., as long as the company approves the request and the employees
 perform their work in the manner and time agreed with the company, in compliance with their work schedule,
 orders and instructions – and, as long as the change does not affect either the productivity of those who do
 not want to perform the activity or the production or productivity of the company.

PUERTO RICO
 Yes, it is possible to reorganize work time. However, in practice, this would be very difficult to achieve and
 manage, particularly in the health, manufacturing, retail, transportation, hospitality and security industries.
 Less disruptive alternatives that we have seen implemented in the past include periodically announcing the
 scores of the most popular matches via e-mail or intercom, posting match results on bulletin boards, and
 installing temporary TV sets on lockers and/or in rest areas so employees can watch whatever matches are
 being played during their off-duty hours.

 We do not think that any such reorganization will pose a legal issue in Puerto Rico. However, from a human
 resources perspective, such a possibility should perhaps be considered as another reason for not altering
 work schedules around the FIFA World Cup matches.

                                                                                                                   11
WORK TIME ORGANIZATION continued

VENEZUELA
 It is possible for the employer to organize work time so that employees can follow matches of the World Cup.
 The way work time is organized depends on the employer, who determines the employees’ working hours
 and breaks. Employees who wish to follow matches should always seek the agreement of their employer.
 Without such an agreement, participating in any activity that does not fall within an employee’s work tasks is
 considered a breach of duty.

 If an employer adapts working time to allow employees to watch World Cup matches, it also should consider
 requests for time off to watch other major sporting events that might be enjoyed by those employees
 unmoved by football (for example, the Baseball World Championship, the UEFA, Tennis, or the Olympics).

 Although it is unlawful to directly or indirectly discriminate against employees on the basis, for example, of
 gender, race, religion, nationality, or social background, it is unlikely that adapting working time to football
 matches will be found to constitute discrimination against any group of employees.

                                                                                                                    12
COMPANY I.T. TOOLS

Q:   May a company filter internet use or e-mails?
     On what conditions, if any?
                                                                                      Absenteeism • 4
                                                                                      Work Time Organization • 9
                                                                                      Company IT Tools • 13
                                                                                      Intoxication • 16
 ARGENTINA
                                                                                      Off-Duty Conduct /
     Yes. In Argentina, the I.T. systems provided by a company are consid-            Football Hooliganism • 19
     ered the company’s property; therefore, the company is allowed to filter         Gambling / Office Pools • 22
     employee internet use and check employees’ e-mail content. However,
                                                                                      Participating ELA Member
     companies should be careful when doing this since an employee may claim          Law Firms • 25
     invasion of privacy. Checking internet use and e-mails on an employee’s
     personal I.T. devices is not allowed in principle, as it could be considered
     an invasion of the employee’s personal life and privacy.

     The company should duly notify employees about its use of internet filters and checking of employee
     e-mails. This is usually done by means of a written policy or a memorandum notifying employees at the
     time of their hiring of these actions on the part of the company. Otherwise, the employer may face claims
     from its employees for privacy invasion and damages.

 BRAZIL
     Yes. The company may filter internet use, check the content of employees’ work e-mails, and take other
     measures related to using the company’s IT systems, provided that such actions are expressly provided in
     the employment agreement or internal work policies, and pertain only to the company’s e-mail accounts.
     Employers should not access employees’ personal e-mail accounts, even with their consent.

     Monitoring e-mails or internet use must be expressly provided in an employee’s employment contract or in
     the company’s internal work policies. Employees must be notified in writing about the conditions for using
     their company’s IT systems, and must agree in writing.

 CHILE
     Yes. The company may limit internet access or access to certain websites and/or social platforms. It is
     also possible to monitor employee e-mails, provided they are sent and received on the company’s e-mail
     accounts; otherwise, employees can claim that taking such action affects their privacy.

     Blocking internet access or access to certain websites and/or social platforms is deemed to be within
     the directive powers of the company, provided it is done within the premises of the company, and only on
     company computers and during the employees’ work time. It is necessary to include these restrictions in the
     company’s Internal Rule Code or publish a statement on the matter duly informing the employees. It is also
     necessary to include in the Internal Rule Code the conditions and restrictions for using e-mail on company
     computers during work time – and to do so in a way that does not affect employees’ privacy.

                                                                                                                     13
COMPANY I.T. TOOLS continued

COSTA RICA
 It is not possible to monitor the contents of websites that a worker views or personal e-mails that a worker
 sends, even when using the company’s network; nor may the employer access the content of the websites
 or personal e-mails of the worker. It is possible, however, to restrict access to certain internet sites that are
 not specifically required to perform daily work.

 Under normal conditions there are no exceptions. If there is suspicion of a crime, it is possible to request
 judicial authorization to access the browsing history and personal e-mails of the worker.

EL SALVADOR
 Assuming that internet access and the use of the company e-mail are tools provided by the employer
 to be used for the exclusive purposes of the employees’ work, and whose property corresponds to the
 company, the employer is entitled to filter internet use (e.g., restrict access to certain websites, etc.)
 or e-mails sent from work computers.

 Such actions must be carried out with extreme caution to prevent transgressions to the constitutional right to
 privacy that is inherent to every person. In the case of personal e-mails, care must be even greater as a result
 of the constitutional protection to privacy and the sensitive information that may be included in such e-mails.

GUATEMALA
 Yes. Employees must sign a document acknowledging that information systems and equipment are owned
 by the company, and are granted as part of their working tools. Therefore, the same cannot be used for
 activities that are not directly related to their work. Noncompliance of this obligation shall entitle the company
 to apply sanctions for such behaviour, according to the Internal Labor Regulations.

HONDURAS
 Yes. By means of an internal policy or its internal labour rules, the employer may inform its employees that it
 will have the right to filter internet use and/or e-mails in an effort to ensure the proper use of the work tools
 provided by the company. Employees are prohibited from using the work tools given by the employer in a
 manner or for a purpose that is different from their intended use. However, filtering e-mails and monitoring
 internet use without first informing the employees may create liability on the part of the employer.

 The employer can create internal rules to regulate, restrict, or even eliminate employees’ personal use of
 the internet, e-mail, social networks, etc. if such use interferes with employee productivity.

MEXICO
 For equipment or devices that are company property, it is possible to filter employee internet use and
 e-mails. For equipment or devices that are workers’ property, it would be possible to filter their use only
 when they use networks provided by the company, thereby accepting the conditions of use established
 by the company. To ensure compliance, the company might install software that impedes access to
 certain categories of web materials.

                                                                                                                     14
COMPANY I.T. TOOLS continued

NICARAGUA
 Yes. A company can supervise the technology tools it makes available to its employees in order to verify the
 employees’ compliance with their obligations and work duties. However, employees must be informed about
 these monitoring guidelines by means of internal guidelines duly approved by the Ministry of Labor or labor
 handbooks.

 The employer can accomplish this by eliminating and/or restricting (as appropriate) access to social
 networking (i.e., Facebook, Twitter, etc.), all kinds of chat, downloads, web pages, etc., blocking them
 by sector (i.e., sports, shopping websites, etc.), and by any other venue that the company considers is a
 potential delay for the employee in completing his/her daily work.

PUERTO RICO
 Yes. An e-mail and internet usage policy should be previously distributed to the employees, which alerts
 them to the fact that corporate IT systems are the property of the employer, subject to its total control, and
 are to be used solely for company business.

VENEZUELA
 The best practice is to prohibit any private use of the internet and e-mail at work. As such, the employer
 is generally free to monitor and filter e-mails because they are then considered business-related
 correspondence.

 The limitations must be justified by the necessity to safeguard the security of the company’s network or
 forbid any content that would be contrary to morals and public order, or by the employer’s desire to avoid
 any abuse from employees.

 Any filtering of e-mail must be done using automated analysis tools; it cannot be based on a human
 reviewing the messages, as it can be considered an invasion of the employee’s personal privacy.

 As this issue is not specifically regulated under the law, it is recommended that a company inform its
 employees of such monitoring and develop clear rules and expectations in the company’s internal policies or
 working regulations. Thereafter, any online disobedience should result in disciplinary actions or dismissal.

                                                                                                                  15
INTOXICATION

Q:   Can a company administer breathalysers in the
     work place?
                                                                                          Absenteeism • 4
                                                                                          Work Time Organization • 9

     What action, if any, can be taken against employees                                  Company IT Tools • 13

     who report to work under the influence of alcohol?                                   Intoxication • 16
                                                                                          Off-Duty Conduct /
                                                                                          Football Hooliganism • 19
                                                                                          Gambling / Office Pools • 22
 ARGENTINA
                                                                                          Participating ELA Member
     Yes. In principle, there is no specific obstacle to administering breath-          Law Firms • 25
     alysers in the work place. However, to avoid any discrimination, we
     recommend implementing any alcohol control equally to all employees or
     using a non-selective system that may prevent employees from claiming different treatment in relation
     to others who are not controlled. Even if the company arbitrarily selects employees for testing, it does not
     have much argument to compel them to cooperate. However, even when an employee is not visibly under
     the influence, the company may be entitled to administer a breathalyser, indicating that it is for his/her
     own sake and safety.

     A company can sanction an employee who comes or returns to work visibly under the influence after
     watching a football match either outside of the office or at the company’s premises. Depending on the
     seriousness of the infringement and any damages the employee may cause due to his/her intoxicated state,
     the company may reprehend or admonish him/her. Regardless, the employee’s background must be taken
     into account

 BRAZIL
     Administering a breathalyser in Brazil is not provided by law and therefore is not recommended. Further,
     based on case law, it may be deemed a violation of an employee’s right to privacy. Labour courts accept this
     type of test only in very specific situations, e.g., when the employee’s health or life is at risk. A case-by-case
     analysis is needed.

     According to Brazilian law, drunkenness at the work place is grounds for terminating the employment
     agreement for cause (a less severe penalty may also be applied if the company wishes). In case of a labour
     claim, the company must prove the employee was drunk; otherwise penalties cannot be imposed.

     Over the past few years, Brazilian Labour Courts have started recognizing that alcoholism is a disease; thus,
     if an employee’s drunkenness at work is a result of alcoholism, the company cannot dismiss the employee.
     Instead, the employee shall be subjected to a medical examination by the Social Security, which can result
     in a sickness allowance. Again, a case-by-case analysis is needed.

                                                                                                                         16
INTOXICATION continued

CHILE
 Yes, as long as the procedure is expressly established by the company’s Internal Rule Code, clearly
 conveyed in advance to all employees, executed randomly (not discriminatorily), is proportionate, and
 does not affect the privacy and honour of the employees who are tested. Regardless, the results must be
 confidential. Special care should be taken if the procedure, management, and outcome are executed by
 an external company.

 Depending on the seriousness of the breach, reporting to work under the influence of alcohol could be
 cause for dismissal for lack of integrity, or even serious breach of the employee’s obligations under the
 employment contract. Also, depending on the consequences generated by the intoxication, the employer
 could determine grounds for dismissal as a result of acts that endanger the safety of other workers or the
 work of the company. Notwithstanding, it is possible to apply warnings (verbal or written) or fines if the
 offenses violate the Internal Rule Code.

COSTA RICA
 The employer is entitled to apply tests to determine the use of alcohol or drugs in the work place, which
 should be done in a random manner. If such use within the company is detected, the employer must invite
 the employee to be rehabilitated in a specialized center because this situation is considered a disease.
 The employee is not required to accept, but if he or she comes to work again under the influence of alcohol
 or drugs, the employer may proceed with dismissal with just cause.

 The existence of an internal policy governing this situation is most advisable. If the employee does not
 comply with what was stated in the policy, the employer may proceed with a warning, or, as mentioned
 above, invite him or her to rehabilitation.

EL SALVADOR
 If an employee attends work under the influence of alcohol, the employer will be entitled to terminate the
 labor relationship without any liability. However, the labor legislation does not regulate the possibility of
 subjecting the employee to breathalyser tests, so the employee may undergo such examination only on
 a voluntary basis. Regardless, breathalyser test results cannot be used as evidence in legal proceedings
 related to the labor termination; therefore, in instances of suspected intoxication, the employer will need
 to produce other means of evidence, such as the deposition of witnesses.

 The termination of any employee due to intoxication shall be properly documented by the execution of a
 notarized release by the employee. If that is not possible, the employer must, at least, have witnesses who
 can corroborate the facts so that they can testify in an eventual judicial procedure filed by such employee.

GUATEMALA
 Yes. Working while intoxicated is a cause for justified dismissal if an employee’s drunkenness endangers the
 life or safety of other persons or company property. Further, a company cannot allow employees who are
 drunk to enter the work place. If the justified dismissal does not apply according to the above, the penalties
 provided in the Internal Working Rules of the company should be applied.

                                                                                                                 17
INTOXICATION continued

HONDURAS
 Yes. Employers are prohibited from allowing employees to enter the work place if they are intoxicated with
 alcohol or drugs or are in any other abnormal analogous condition – and employees are prohibited from
 going to work while intoxicated. Employers also are prohibited from allowing employees to either direct
 or allow other employees to direct any work while intoxicated or exhibiting any other abnormal analogous
 conditions.

 If an employee arrives at work under the effects of alcohol or drugs, he or she can be dismissed with cause
 such that the employer needs to pay only the employee’s accrued rights (proportional vacations, thirteenth
 month (Christmas bonus) and fourteenth month).

MEXICO
 Yes, this is allowed within Mexican legislation. The Mexican legislation has established that an employer has
 legal cause for terminating the employment of a worker who arrives at work in a state of drunkenness.

NICARAGUA
 Yes, when there is a presumption that an employee is under the influence of alcohol or drugs. The company
 may apply the terms of its internal regulations. While habitual intoxication is considered a justified cause for
 the company to terminate the labor contract, such behaviour on a casual basis is not a justified cause unless
 it is detrimental to company productivity.

PUERTO RICO
 A company may not issue breathalysers in an indiscriminate manner. Employers in Puerto Rico must
 have a drug and alcohol testing policy in place that complies with PR law. The law limits such testing to
 pre-employment situations, “reasonable suspicion” scenarios, and bona fide random testing of workers
 employed in certain specific trades.

 An employee who reports to work under the influence of alcohol can be required to immediately leave the
 employer’s premises. Disciplinary measures may be applied, up to and including termination of employment,
 depending on the previous record of the employee. Active drug use and alcoholism are not protected under
 Puerto Rico disability discrimination law.

VENEZUELA
 Using alcohol or being under the influence while at work may be deemed a serious breach of an employee’s
 obligation and is grounds for terminating his/her employment.

 An employer may forbid an employee from performing his/her duties, particularly if the employee’s intoxi-
 cation constitutes an occupational health and safety risk. Depending on the circumstances, the employer
 may also take disciplinary action.

                                                                                                               18
OFF-DUTY CONDUCT / FOOTBALL HOOLIGANISM

Q:   How does a company deal with off-duty misconduct,
     such as football hooliganism?
                                                                                        Absenteeism • 4
                                                                                        Work Time Organization • 9
                                                                                        Company IT Tools • 13
                                                                                        Intoxication • 16
 ARGENTINA
                                                                                        Off-Duty Conduct /
     The company has no authority or control over an employee’s acts or                 Football Hooliganism • 19
     behaviour outside of work; thus, any act of hooliganism displayed by an            Gambling / Office Pools • 22
     employee outside the work place is not within the company’s scope of
                                                                                        Participating ELA Member
     action and control. However, if the employee is wearing the company’s              Law Firms • 25
     uniform or in any way invoking its name, the employee may be sanctioned
     with respect to the damage that his/her behaviour may have caused to the
     company and its name and reputation.

 BRAZIL
     A company may penalize an employee (e.g., with a written warning, suspension, or even termination for
     cause) for hooliganism performed outside the work place or work day if it causes repercussions to or a
     negative impact on the company, other employees, or the employee’s work performance. A case-by-case
     analysis is needed.

 CHILE
     Employees are excluded from the employer’s correctional and directive powers while off duty. Consequently,
     there is nothing the employer can do in case of vandalism or hooliganism committed when not at work.

 COSTA RICA
     As long as this behavior does not damage company property or its image, the employer may not sanction
     workers for actions committed outside working hours or outside the work place. However, the employer
     can dismiss the employee with just cause if he or she commits libel or slander, or physically assaults the
     employer or its representatives outside the work place. In addition, the law also punishes with dismissal with
     just cause an employee who commits a crime against the employer’s property or causes material damage
     to the company’s assets.

 EL SALVADOR
     An employee’s off-duty behavior, i.e., outside of the work place or the corresponding work schedule, is
     not subject to supervision or control by the employer. In the event that the employer considers that such
     inappropriate behavior can result in damages to the company generally or the normal order of the company,
     one option would be to analyze whether to proceed with dismissing the employee. In such a situation, the
     employer will be obliged to pay the employee the corresponding severance, as well as any other labor
     allowance that might result from the termination.

                                                                                                                       19
OFF-DUTY CONDUCT / FOOTBALL HOOLIGANISM continued

GUATEMALA
 A company cannot intervene in an employee’s activities outside of working time. If the employer decides to
 terminate the employment contract with the employee under these circumstances, it will be considered a
 dismissal without just cause and the company must pay full compensation to the employee for time served.
 If the employee is arrested, the employment shall be suspended until the employee regains his/her freedom
 and can be reinstated to the job. If the employee is arrested, criminally prosecuted, and sentenced to
 imprisonment, the company can terminate the employment contract with just cause.

HONDURAS
 When the misconduct or behaviour of employees does not negatively affect or damage the company’s
 property or image, the employer may not penalize them for actions committed outside the work shift
 or the work place. If an employee’s acts cause a material damage to the company’s property or endanger
 the security of persons and things within the work place, the company may terminate the employment
 relationship, with no liability on its part, and pay only accrued rights (proportional vacations, thirteenth
 month (Christmas bonus) and fourteenth month). If the employee is detained as a result of his/her actions,
 the employer may terminate the employment relationship if the employee is condemned for a felony or
 other crime, as duly proven by the competent authority.

MEXICO
 The Mexican legislation has not established any legal consequence regarding an employee’s off-duty
 misconduct unless he/she is criminally processed and sentenced to spend time in prison. Thus, any
 misconduct that is carried out off duty and out of the work place would be considered part of a worker’s
 private life.

NICARAGUA
 As long as employees’ behaviours do not damage the company’s image or its property, the company cannot
 penalize employees for their actions outside the working schedule or the work place. However, when such
 actions cause serious damage to the company (i.e., the employee libels or slanders the company, physically
 assaults the employer or its representatives, etc.), the company has a justified cause to terminate the labor
 contract.

PUERTO RICO
 Any off-duty conduct of an employee that directly brings discredit or dishonor to the company’s good name
 and reputation in the community, or that adversely affects its operations, can be the object of disciplinary
 measures up to and including termination, depending on the previous record of the employee. The off-duty
 conduct does not need to be specifically prohibited by the company’s disciplinary regulations, and can be
 measured against the reasonable civility standards of Puerto Rican society. On a related note, absences to
 work caused by the fact that an employee was incarcerated pending the posting of bail have been deemed
 to be “unexcused” for termination purposes by several arbitrators and trial courts in Puerto Rico.

                                                                                                                20
OFF-DUTY CONDUCT / FOOTBALL HOOLIGANISM continued

VENEZUELA
 Under Venezuelan law, an employer cannot exercise disciplinary power to regulate the life of an employee
 outside of the employment relationship. Therefore, employees cannot be punished through a disciplinary
 procedure in the work place because of misconduct, such as football hooliganism, outside the work place.

 Misconduct or other offenses committed by an employee not related to work cannot be punished by an
 employer unless the activity causes damage to the employer or harms its reputation (for example, if it was
 committed while wearing company-provided uniforms with the logo of the company or using company-
 owned equipment).

                                                                                                              21
GAMBLING / OFFICE POOLS

Q:   Is it lawful for a company’s employees to conduct
     office pools at the work place in which money is
     contributed for the chance to win the entire pot?
                                                                                         Absenteeism • 4
                                                                                         Work Time Organization • 9
                                                                                         Company IT Tools • 13

     If office pools or gambling are prohibited, what steps                              Intoxication • 16
                                                                                         Off-Duty Conduct /
     should an employer take to prevent office pools from                                Football Hooliganism • 19
     being conducted at the work place?                                                  Gambling / Office Pools • 22
                                                                                         Participating ELA Member
                                                                                         Law Firms • 25
 ARGENTINA
     No, it is not. Although gambling and conducting office pools are prohibited by law in Argentina, it is advisable
     for companies not to conduct any preventive investigation related to employees gambling and/or organizing
     office pools. Depending on how a company conducts an investigation, it could be considered an invasion of
     employee privacy. As mentioned earlier, the company is allowed to filter employees’ internet use and monitor
     employees’ business e-mails; thus, such steps would be considered a valid preventive way to be aware of
     any office pools or gambling. Otherwise, there is a risk that an employee could claim privacy invasion.

 BRAZIL
     In accordance with Brazilian law, gambling or conducting games of chance in public or in publicly
     accessible places is considered a misdemeanor. Betting on sporting competitions (except authorized
     horse races) is defined by law as a form of a game of chance. Therefore, under no circumstances may a
     company contribute to organizing office pools.

     The company must notify all employees, in writing, that gambling will not be permitted on company premises
     or with the use of company-owned IT resources. The company may take disciplinary action against any
     employees who fail to comply with this prohibition.

 CHILE
     There are no special prohibitions in Chile relating to this matter.

 COSTA RICA
     Gambling/office pools are not illegal; however, it is best to have prior authorization from the employer. If the
     company considers it appropriate, it could issue a policy or a statement, prior to the start of the event, which
     either regulates betting or gambling or explicitly communicates to employees that this practice is prohibited
     in the work place.

                                                                                                                        22
GAMBLING / OFFICE POOLS continued

EL SALVADOR
 Carrying out office pools at the work place is not regulated by labor legislation; however, the fact of carrying
 out these activities during the work shift certainly can result in an unnecessary waste of human resources
 since employees would not attend their duties under the diligence and efficiency required by law. Never-
 theless, if the employer considers that there will be not any negative effect on the work by carrying out such
 activities, it can be exceptionally authorized.

 The prohibition to carry out this kind of activity can be incorporated as part of the prohibitions established
 in the Internal Work Rules of the company so that, in case of failure to comply with said prohibition, the
 employer will be entitled to execute the corresponding disciplinary actions.

GUATEMALA
 Gambling is prohibited by law in the work place and during work hours. Employers should issue a written
 communication to all employees reiterating that this activity is not allowed.

HONDURAS
 There is no express prohibition in Honduras regarding employees conducting an office pool; however,
 employees are prohibited from collecting money during their work shift. It is recommended to have
 provisions in the company’s internal labour rules pursuant to regulating (i.e., prohibiting or allowing) these
 activities within the work place and to adequately inform employees in advance of the consequences that
 pursuing such activities may bring.

MEXICO
 Legally, office pools and gambling are not prohibited unless the Internal Work Regulations establish
 otherwise. It is possible to apply disciplinary measures, such as verbal/written warning or suspension without
 payment of salary, if employees are found to be participating in them and taking such action complies with all
 formal requirements for its enforceability.

NICARAGUA
 Yes, as long as the company approves of such an activity and with the proper authorization of the
 National Lottery.

 It is recommended that the company establish an internal regulation on this matter, as it is necessary to warn
 employees of the risks the company could incur if they perform such activities without the prior approval
 of the company and the proper authorization of the National Lottery. The company could give a warning to
 those employees who ignore its orders and decide, regardless, to partake in such activities.

PUERTO RICO
 No. Sports bets can be placed legally only in casinos duly licensed by the Puerto Rico Tourism Company.

 This issue should be specifically addressed in a company’s disciplinary regulations and the rule, along with
 subsequent consequences, should be administered as the employer would any other rule or policy.

                                                                                                                  23
GAMBLING / OFFICE POOLS continued

VENEZUELA
 It is not prohibited for employees to conduct office pools at the work place under the condition that the
 purpose of the game is entertainment, it does not have a commercial aim, and it only involves small amounts
 of money. As office pools are not professionally organized, they should remain a fun game among colleagues.

 Nevertheless, an individual company may prohibit office pools or gambling, in which case it should announce
 this to all employees in the employee handbook, internal rules, on the company intranet, and in other
 appropriate resources.

                                                                                                          24
Participating ELA Member Law Firms

ARGENTINA                             EL SALVADOR                                 NICARAGUA
Enrique M. Stille                     Eduardo Ángel or Fernando Montano           Roberto Argüello
Marval, O’Farrell & Mairal            Arias & Muñoz                               Arias & Muñoz
928 Leandro N. Alem                   Calle La Mascota #533                       Kilómetro 4 ½ Carretera a Masaya
Buenos Aires, 1001 Argentina          Colonia San Benito                          Centro Pellas
T: +54-11 4310 0100                   San Salvador, El Salvador                   Quinto piso
ems@marval.com.ar                     T: +503 2257-0900                           Managua, Nicaragua C.A
www.marval.com.ar                     eduardo.angel@ariaslaw.com                  T: +505 2270-0480
                                      fernando.montano@ariaslaw.com               roberto.arguello@ariaslaw.com
BRAZIL                                www.ariaslaw.com                            www.ariaslaw.com
Cassia Pizzotti or Renato Canizares
Demarest Advogados                    GUATEMALA                                   PUERTO RICO
Av. Pedroso de Moraes, 1.201          Liz Gordillo                                Luis F. Antonetti
Pinheiros Centro Cultural Ohtake      Arias & Muñoz                               Goldman Antonetti & Córdova, P.S.C.
Sao Paulo, 05419-001 Brazil           Diagonal 6, 10-01 Zona 10                   American International Plaza
T: +55 11 3356-1800                   Centro Gerencial Las Margaritas             Suite1400
cpizzotti@demarest.com.br             Torre II, Oficina 402-B                     250 Muñoz Rivera Avenue
rcanizares@demarest.com.br            Guatemala, Guatemala                        San Juan, Puerto Rico 00918
www.demarest.com.br                   T: +502 2382-7700                           T: 787-759-8000
                                      liz.gordillo@ariaslaw.com                   lantonetti@gaclaw.com
CHILE                                 www.ariaslaw.com                            www.gaclaw.com
Gerardo Otero Alvarado
Estudio Jurídico Otero                HONDURAS                                    VENEZUELA
Av. Apoquindo 3669                    Jessica Handal Segebre                      Luis Esteban Palacios or
Piso 13, Las Condes                   Arias & Muñoz                                  José Manuel Ortega Pérez
Santiago, Chile                       Edificio Park Plaza, Local 19               Palacios Ortega & Asociados
T: +562 2361 8900                     Barrio Guamilito                            Calle Guaicaipuro con Av.
gerardo@otero.cl                      5° y 6° Calle, 11 Avenida N.O.              Ppal. Las Mercedes
www.otero.cl                          San Pedro Sula, Cortes, Honduras            Torre Forum, Piso 6, Ofic. A,
                                      T: +504 2550-2202                           Urb. El Rosal
COSTA RICA                            jessica.handal@ariaslaw.com                 Caracas 1060, Venezuela
Anna Karina Jiménez                   www.ariaslaw.com                            T: +58 212 951 3333
Arias & Muñoz                                                                     lepalacios@palaciosortega.com
Centro Empresarial FORUM              MEXICO                                      jmortega@palaciosortega.com
Edificio C Primer Piso                Juan Carlos de la Vega                      www.palaciosortega.com.ve
Oficina 1C1                           Santamarina y Steta
Santa Ana, Costa Rica                 Torre Comercial America
T: +506 2503-9800                     Batallon de San Patricio No. 111 Piso 11-
ajimenez@ariaslaw.co.cr               Col. Valle Oriente
www.ariaslaw.com                      Garza Garcia, Monterey
                                      Nuevo Leon, 66269 Mexico
                                      T: +52 81 8133.600
                                      jdelavega@s-s.mx
                                      www.s-s.mx

www.employmentlawalliance.com

                                                                                                                     25
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