{"id":1097,"date":"2019-07-08T12:52:41","date_gmt":"2019-07-08T12:52:41","guid":{"rendered":"https:\/\/www.jurisasia.com\/?p=1097"},"modified":"2026-02-26T09:15:14","modified_gmt":"2026-02-26T09:15:14","slug":"business-employment-litigation","status":"publish","type":"post","link":"https:\/\/www.jurisasia.com\/en\/business-employment-litigation\/","title":{"rendered":"Dispute Resolution and Labor Relations"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"1097\" class=\"elementor elementor-1097\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-140e523 e-flex e-con-boxed e-con e-parent\" data-id=\"140e523\" data-element_type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-f98d9f6 elementor-widget elementor-widget-heading\" data-id=\"f98d9f6\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h1 class=\"elementor-heading-title elementor-size-default\">Dispute Resolution and Labor Relations<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-554de66 e-flex e-con-boxed e-con e-child\" data-id=\"554de66\" data-element_type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;gradient&quot;}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-6b136ee elementor-widget elementor-widget-text-editor\" data-id=\"6b136ee\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>This newsletter aims to provide information on topics that are important to in-house counsel or fellow lawyers but time consuming to follow without access to an international network covering Asia-Pacific and South Asia.<\/p>\n<p class=\"translation-block\"><strong>Two themes will be prioritised: business litigation and labor relations litigation. <\/strong> The latter is frequently overlooked due to a lack of readily available information, yet it is part of the legal environment in Asia-Pacific and South Asia, from both the employer's and employee's perspective.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-81d6f15 elementor-widget elementor-widget-heading\" data-id=\"81d6f15\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Newsletter No. 1 - May\/June 2019<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a432f2c elementor-widget-divider--view-line elementor-widget elementor-widget-divider\" data-id=\"a432f2c\" data-element_type=\"widget\" data-widget_type=\"divider.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-divider\">\n\t\t\t<span class=\"elementor-divider-separator\">\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ff85422 elementor-widget elementor-widget-heading\" data-id=\"ff85422\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Dispute Resolution<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f8f64b8 elementor-widget elementor-widget-heading\" data-id=\"f8f64b8\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<p class=\"elementor-heading-title elementor-size-default\">Arbitration \/ India \/ Malaysia<\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0cfcf31 elementor-widget elementor-widget-text-editor\" data-id=\"0cfcf31\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul><li><strong>Decision of the Delhi High Court of May 10, 2019 \u2013 Dwarika Projects Ltd. v. Superintending Engineer<\/strong><\/li><\/ul><p class=\"translation-block\">The New Delhi High Court established criteria for <strong>determining the seat<\/strong> when neither the arbitration clause nor the arbitral tribunal provides a ruling on this choice.<\/p><p class=\"translation-block\">In this decision, <strong>the Court examined the parties'<\/strong> intention, explicitly ruling out their consent to the arbitration being held first in Chandigarh and then in New Delhi, where the award was signed. To reaffirm the principle that a <strong>\"physical\" connection to various locations does not constitute the designation of a seat<\/strong>, it relied on the <strong>Indian law<\/strong> (Arbitration and Conciliation Act 1996), which <strong>authorises an arbitral tribunal to convene in locations other than the seat<\/strong> for various <strong>practical reasons<\/strong>, such as <strong>the inspection of property, including real estate, or the testimony of witnesses, experts, or representatives of the parties themselves.<\/strong><\/p><p class=\"translation-block\">The Court's reasoning led it to assert that isolating some of the connecting factors would amount to imposing a seat on the parties against their intention, even if not expressed at the time the arbitration clause was adopted. In support of its decision, <strong>the Court cited three decisions of the courts of the Republic of India<\/strong>, each providing a different and complementary perspective on the understanding of this rule.<\/p><p class=\"translation-block\"><strong>According to HLL Lifecare, the determination of the physical location of the arbitration (\"venue\") by the arbitral tribunal does not constitute its determination of the seat. <\/strong> In Government of India v. Enercon (India) Limited, where the arbitration clause specified the physical location of the arbitration (London) but not the seat, the Court considered the parties' choice of the Arbitration and Conciliation Act to infer that their choice was India as the seat of arbitration.<\/p><p class=\"translation-block\">As for <strong>Union of India v. Hardy Exploration and Production (India) Inc. <\/strong>, also a recent decision (September 25, 2018), <strong>this decision of the Indian Supreme Court<\/strong> deserves all the more attention given that the choice was between Kuala Lumpur and the Indian courts generally. In accordance with the parties' agreement, the arbitration took place in Kuala Lumpur, and the award (\"Award\") was rendered and signed in Kuala Lumpur. Faced with a challenge to the Award, the Delhi High Court declared itself competent, but was overruled by the Supreme Court. <strong>Noting that the arbitration clause did not specify the seat<\/strong>, only the physical location as the parties' first choice, but left them the choice of another venue, <strong>the Court ruled that the possibility of a choice prevented the seat from being deduced from it. <\/strong> This demonstrates once again the importance of \"details\" in drafting an arbitration clause.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9b09117 elementor-widget elementor-widget-heading\" data-id=\"9b09117\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<p class=\"elementor-heading-title elementor-size-default\">International Commercial Courts \/ China<\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-90b8281 elementor-widget elementor-widget-text-editor\" data-id=\"90b8281\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul><li><strong>Proceedings before the Shenzhen and Xi'an Courts in May 2019<\/strong><\/li><\/ul><p>The two International Commercial Courts established by the Supreme Court of China on June 29, 2018, have begun examining two cases brought before them.<\/p><p class=\"translation-block\">In the <strong>Red Bull<\/strong> case, a procedural hearing was held on <strong>May 15, 2019<\/strong>, and the hearing on May 27, 2019, in the same case before the <strong>Xi'an Court<\/strong> (one of the two International Commercial Courts along with the Shenzhen Court) <strong>examined issues related to the recognition of shareholder status in the Chinese company<\/strong> Red Bull Vitamin Drink Co., Ltd by an entity from Thailand and one from the BVI.<\/p><p class=\"translation-block\">For its part, <strong>the Shenzhen Court examined<\/strong> the merits of the product <strong>liability dispute<\/strong> between the Italian pharmaceutical company Bruschettini Srl and its Chinese distributor, Guangdong Bencao Medicine Group Co., Ltd, on May 31, 2019.<\/p><p class=\"translation-block\"><strong>These first two cases do not concern the Belt and Road<\/strong> Initiative, for which the Specialised Courts were in principle created, but their development will require careful consideration as they will provide <strong>valuable insight into the future operation of these Courts.<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-480238a elementor-widget elementor-widget-heading\" data-id=\"480238a\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Employment Relations Litigation<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5d5a58c elementor-widget elementor-widget-heading\" data-id=\"5d5a58c\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<p class=\"elementor-heading-title elementor-size-default\">Employer's Duty of Care<\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e7b04b3 elementor-widget elementor-widget-text-editor\" data-id=\"e7b04b3\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul><li><strong>Rinquet v. State of Queensland<\/strong><\/li><\/ul><p class=\"translation-block\">On June 6, 2019, the <strong>Queensland District Court considered a claim for compensation for injuries brought by a nurse<\/strong> who was jostled by a patient in a care unit for patients with advanced mental illness.<br>\nWhile acknowledging that the employer had not failed to establish procedures appropriate to this risky situation, and was not required to arrange for the supervision of one nurse by another, <strong>the Court held that a pre-established system should have allowed for the immediate intervention of a colleague and ordered the employer<\/strong> to compensate the nurse for her physical and emotional injuries and to cover the nurse's medical treatment costs in the amount of AUD 326,000, equivalent to approximately \u20ac200,000.<br> <strong>The judgment's detailed description of the liabilities<\/strong> arising from the parties' respective conduct provides a useful reference framework for employers and employees <strong>in a common law environment<\/strong>, which extends to the relevant countries and territories of Southeast Asia (Malaysia, Singapore, Hong Kong) and South Asia (India).<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-adfe2da elementor-widget elementor-widget-heading\" data-id=\"adfe2da\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<p class=\"elementor-heading-title elementor-size-default\">Sexual Harassment<\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2d871c1 elementor-widget elementor-widget-text-editor\" data-id=\"2d871c1\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul><li><strong>Hill v Hughes<\/strong><\/li><\/ul><p class=\"translation-block\">On May 24, 2019, the Federal Circuit Court of Australia <strong>delivered a landmark decision<\/strong> defining conduct that could constitute <strong>sexual harassment.<\/strong><\/p><p class=\"translation-block\">The employer was a solicitor in charge of a small rural practice. The employee acted as a paralegal. The judgment analyses the employer's conduct in detail and establishes the principle that each element, primarily email communications, should not be assessed in isolation but rather as a whole.<\/p><p class=\"translation-block\"><strong>It provides a useful guide<\/strong> to what constitutes <strong>sexual harassment<\/strong> in a context of persistently suggesting a so-called \"romantic\" relationship without even minimal physical action.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-46348f7 elementor-widget elementor-widget-heading\" data-id=\"46348f7\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Labor Relations<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-eee211a elementor-widget elementor-widget-heading\" data-id=\"eee211a\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<p class=\"elementor-heading-title elementor-size-default\">Characterisation of the Employer\/Employee Relationship\/Australia<\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a37bcf2 elementor-widget elementor-widget-text-editor\" data-id=\"a37bcf2\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul><li><strong>Legal Relationship between Uber and its Drivers<\/strong><\/li><\/ul><p class=\"translation-block\">On June 7, 2019, the <strong>Fair Work Ombudsman issued her conclusion<\/strong> after a two-year investigation into the relationship between <strong>Uber Australia and its drivers<\/strong>. Somewhat surprisingly, she found that the <strong>relationships in question did not meet the requirements of an employer\/employee relationship.<\/strong> This is worth analysing because it highlights the unique characteristics of the employer\/employee relationship in a common law environment.<\/p><p class=\"translation-block\"><strong>The decision lies at the cusp of this difficult characterisation<\/strong>, being in line <strong>with case law in the United States<\/strong> but not that of Great Britain (although the decision is under appeal) and in <strong>contradiction with the Australian tax authorities' position<\/strong> regarding the food delivery company Foodora.<\/p><p>The basis of the decision is the finding that Uber does not have the right to demand a minimum service from its drivers, who retain complete freedom to decide whether, when, and for how long they wish to work.<\/p><p><strong>The concept of \"control\" is fundamental to understand for French companies operating in common law jurisdictions, as it is distinct from the \"subordination relationship\" criterion under French law.<\/strong><\/p><p class=\"translation-block\">In addition to the texts (Fair Work Act 2009, etc.) and abundant case law, it is highly recommended to <strong>study the detailed criteria provided by the Australian Taxation Office<\/strong>: the right to delegate or subcontract, remuneration rules, ownership of tools and equipment, commercial risk, control, and independence.<\/p><p>Again, it should be emphasised that principles developed in one common law jurisdiction can be used, and are indeed used, as a reference in one or more other common law jurisdictions.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7ed9a0a elementor-widget-divider--view-line elementor-widget elementor-widget-divider\" data-id=\"7ed9a0a\" data-element_type=\"widget\" data-widget_type=\"divider.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-divider\">\n\t\t\t<span class=\"elementor-divider-separator\">\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f898af3 elementor-widget elementor-widget-text-editor\" data-id=\"f898af3\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p class=\"translation-block\">Did you <strong>enjoy the content<\/strong> of this article? We would be <strong>honored<\/strong> to count you among our readers. The <a href=\"https:\/\/www.jurisasia.com\/en\/inscription-a-la-newsletter\/\" target=\"_self\"><strong>subscription page<\/strong><\/a> is available to you.<\/p><p class=\"translation-block\">We guarantee the <strong>confidentiality of your data<\/strong>. Their use will be <strong>strictly limited to sending<\/strong> our Newsletter. You may <strong>unsubscribe at any time<\/strong> using the link provided in each of our Newsletters.<\/p><p class=\"translation-block\"><strong>For further details regarding the topics mentioned, or related matters, please contact us through our <a href=\"https:\/\/www.jurisasia.com\/en\/contact\/\" target=\"_self\">contact page<\/a>.<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-da9d491 elementor-align-center elementor-widget elementor-widget-button\" data-id=\"da9d491\" data-element_type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/www.jurisasia.com\/en\/newsletter\/\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">All Newsletters of Philippe Girard-Foley<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-103574a elementor-widget elementor-widget-text-editor\" data-id=\"103574a\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>The content above is purely for informational purposes, relating to a selected overview of legislative, regulatory and case law developments in the relevant geographical area, which is not and does not claim to be exhaustive.<\/p><p>It does not constitute legal advice in relation to any particular case and should not be regarded as such. A more detailed doctrinal study on any of the topics mentioned may be requested.<\/p><p>Philippe Girard-Foley is a Registered Foreign Lawyer accredited by the Supreme Court of Singapore before the Singapore International Commercial Court \u2013 Certificate of Full Registration under Section 36P Legal Profession Act (Chapter 61).<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Contentieux des affaires et des relations du travail Cette lettre d\u2019information a pour objet d\u2019informer sur des sujets qui sont importants mais qui faute de temps ne peuvent \u00eatre suivis et encore moins interpr\u00e9t\u00e9s par ceux qu\u2019ils concernent, juristes d\u2019entreprise ou confr\u00e8res avocats sans appartenance \u00e0 un r\u00e9seau international couvrant l\u2019Asie Pacifique et l\u2019Asie du [&hellip;]<\/p>","protected":false},"author":9,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7],"tags":[],"class_list":["post-1097","post","type-post","status-publish","format-standard","hentry","category-newsletters"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - 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