Melco Resorts & Entertainment’s Post

🎄 Season's greetings from FESI! 🎄 As 2024 comes to an end, we want to take a moment to express our sincere gratitude to all our members and partners who have made this year a truly remarkable one for the sporting goods industry.   🌟 Looking back on 2024: ✅ FESI Manifesto for the EU Elections – We successfully launched our manifesto, advocating for the key policy priorities of the sporting goods sector during the EU elections. ✅ Advocacy on Sustainability – We've made significant progress in ensuring the industry's interests are represented in crucial sustainability policy files, including the #CSDDD, #ESPR, and #WFD. ✅ Trade and IP Protection – We're proud to have supported our industry in trade and intellectual property matters, particularly through the Forced Labour Ban Regulation and the EU Design Package.  ✅ New Projects and Partnerships – FESI partnered in two exciting initiatives: the Healthy Lifestyles for Europe project (HL4EU), promoting collaboration on sport and physical activity, and #TRUSTEX, focusing on sustainability. ✅ European Week of Sport – Our #RepurposeAndBeActive campaign was a huge success, promoting active lifestyles, supporting grassroots sport and the repurposing of sporting goods. ✅ New Office in #Brussels – We've moved into brand new offices, closer to the European Parliament.  ✅ Membership Growth – We welcomed 5 new members into the FESI family, a clear sign that sport companies are increasingly involved and eager to contribute to shaping the future EU policy agenda    🚀 Looking forward to 2025: we are excited for the opportunities and challenges that lie ahead, and we remain committed to working together with our members and policy makers to further strengthen the European sporting goods sector.  🔹EU FTA Negotiations – We will continue to push for the conclusions of the EU-Indonesia and EU-India FTAs.  🔹Secondary legislation on #ESPR – FESI will remain engage in the development of the #textile delegated act.  🔹Omnibus Regulation & Simplification – We will focused on ensuring these changes will streamline regulations and avoid additional burden on companies. 🔹IP Protection – Strengthening protection for intellectual property both online and offline will remain a key priority on FESI's agenda. 🔹Updated #HEPA Council Conclusions – FESI will work closely with the Council presidency to make sure the new conclusions highlight the need to ensure everyone's access to physical activity.  🔜FESI High-Level Conference: Stay tuned for updates coming very soon! In the meantime, mark your calendars for March 20th 👀💥   On behalf of the entire FESI team, we wish you and your loved ones a joyful holiday season filled with peace, happiness, and good health. Merry Christmas and Happy New Year!   #FESI #SportingGoods #EUAdvocacy #Sustainability #IPProtection #Trade #HealthyLifestyle #NewYear2025

Today we celebrate May 1st International Workers' Day, a symbol of labour and solidarity around the world. 🌐As the Propars family, we recognise and honour the hard work and dedication of all workers and employees. Their efforts drive our growth and strengthen our community. Together we achieve more and continue to build a successful future! 💪🎉 #propars #may1st #happylaborday #internationalsworkersday #megamerchant #crossborder #globaltrade #onlineretail #marketplaces #globalmarketplace

Are food couriers employed or self-employed persons? This is a big question, because it has impact to the #socialsecurity and #pensions of the workers, while #platformeconomy is growing fast.   EU commission sees the need to improve working conditions of platform workers and regulate the use of algorithms by digital labour platforms. However, the EU legal act has backfired as EU member states did not reach agreement. (edit). Yesterday meeting of 11 March,had good news for the legal act; as the EU ministers for employment and social affairs approved the agreement on the Platform Work Directive. https://lnkd.in/db5e-k3b   Same time in Finland Työeläke by the Finnish centre for Pensions has published a great article about platform workers (in Finnish). Couriers have now nationwide division Pam Couriers Finland. PAM is negotiating currently for couriers and aiming for collective agreement. Part of the couriers are wanting the freedom of the self-employed. Being able to do the work, whenever it is convenient. However the correct employment status of workers is not matter of choice. If the criteria of employment relationship is filled, the person has rights of employed person.  https://lnkd.in/dwBGqxdW   It has been estimated that 28 million people in EU works through digital labour platforms. According to EU commission 5,5, million platform workers are misclassified as self-employed instead of employed. They are not entitled to same protections and rights as employed persons. Employed persons have rights such as minimum wage, collective bargaining, work-time limits, health insurance, sick leave, unemployment benefits. Also pension scheme is different for employed. Platform worker perform tasks (such us food delivery and taxi drivers) for customers in exchange for money. 93 % of platform workers are classified as self-employed. https://lnkd.in/dJmt52cn #labourlaw #eulaw

Just read the latest take from Steve Vickers on Organised Staff Defections and how these should be expected at the end of this year. Despite Vickers is focusing his analysis in Hong Kong 🇭🇰 I can say that personal experience have been showing me for a couple of weeks/months now that Macau 🇲🇴(although at a smaller scale) is no different. Vickers noted that, “As the end of the year approaches, with the added stress of the current economic uncertainty and increased competition, the risk of organised staff defections is higher than ever,” adding “Unhappiness as to year-end bonuses, coupled with the desire for a fresh start in the new year, makes the holiday season a prime time for employees to consider making a move, or to be easily manipulated by competitive or hostile organisations.” In Macau 🇲🇴 the only difference I perceive is the timing as most people/organizations do not have year-end bonuses but “Chinese New Year” ones. So stay tuned for February/March this year for this to happen too. #macau #employmentmarket #stevevickersandassociates #perceivedrisks #ignoredcalls #lackofaction photo by: Nick Fewings

We are proud to share that d'Amico Shipping Singapore Pte Ltd has officially adopted the Tripartite Standards, a concrete commitment to creating a healthy workplace. In recent years, our Group has been working to improve the satisfaction and psychological well-being of our people, and the confirmation that our Singapore office can adopt the Tripartite Standards is a significant step towards achieving these goals for the entire d’Amico Shipping Group. These standards, set by the TAFEP Tripartite Alliance for Fair and Progressive Employment Practices, identify and acknowledge employers who practice #fair and #progressive employment policies. TAFEP was established in 2006 by the tripartite partners (Ministry of Manpower, National Trades Union Congress, and Singapore National Employers Federation).   Our Tripartite Standards include:   - Tripartite Standard on Work-Life Harmony - Tripartite Standard on Recruitment Practices - Tripartite Standard on Grievance Handling - Tripartite Standard on Flexible Work Arrangements   Read more about it: https://lnkd.in/dVniuUbF #TripartiteStandards #TAFEP #HealthyWorkplace #ProgressiveEmployment  

The European Company (Societas Europaea – SE) is a legal form that is becoming increasingly popular amongst growth companies. While conversions into an SE generally require an employee participation procedure to be completed, this is not necessary when an SE is incorporated as a shelf company. However, such an employee participation procedure has usually been conducted once the shelf SE has been activated and has hired employees. In a recent ruling (of May 16, 2024 – C-706/22), the Court of Justice of the EU (CJEU) decided that there is no requirement to conduct such an employee participation procedure upon implementation of a shelf SE as holding entity of a corporate group. This further bolsters the case for SEs to be used by start-ups and growth companies. For the full details, check out our YPOG Briefing in German: https://lnkd.in/dsTrNERp Connect with our team members Pia Meven and Martin Schaper for queries or insights. #YPOG #PartnersOfGamechangers

On 22 March 2024, six European employers’ organisations, Ceemet - European Tech & Industry Employers, ECEG - European Chemical Employers Group, European Banking Federation, HOTREC - Hotels, Restaurants, Bars & Cafés in Europe, EuroCommerce and BusinessEurope, adopted a joint statement on the revision of the European Works Councils (EWCs) Directive calling MEPs for a balanced approach in their work. The signatories are calling for the discussions in the European Parliament to be based on the real companies’ evidence to support improvements in the operation of EWCs that are conducive to the development of a trust-based social dialogue culture in the concerned companies. The proposal to revise the 2009 directive must respect the current role of this social dialogue body and not transform it into a co-decision-making body. Read more here: https://lnkd.in/egE4FepT

Let’s cut the bs. MEI is a distraction from the hard work we still need to do in creating equity strategies. With the pay gap tripling in the last five years, signaling that we have yet to achieve an equitable playing field, we cannot possibly think MEI is anything but a logical fallacy espoused only by those who benefit. We must do better. #mei #dei #payequity #womenintech #startup #hr

It's May 1st so we are Celebrating International Labour Day! On May 1st, 2024, International Labour Day, the EU-funded Project: Promoting Mental and Physical Health at Work in a Changing Environment: A Multi-Level Approach (PROSPERH), supports the global workforce by promoting mental and physical health in the workplace. PROSPERH is an EU Horizon Europe-funded project that will provide robust, comprehensive evidence on the impact of changing workplaces on physical and mental health to key stakeholders, including public authorities, regulators, employers, organisations and social partners. In acknowledgement of International Labour Day, the PROSPERH Consortium: * Calls on all employers to prioritise health and well-being in the workplace. By doing so, they can promote a positive work culture, reduce absenteeism and turnover, and increase productivity and employee satisfaction. * Encourages workers to prioritise their mental and physical health by taking advantage of available resources, seeking support from colleagues and supervisors, and practising self-care. Recent years have seen rapid changes in the workplace as new forms of work and work management have arisen. Such changes can affect the physical and mental health of workers in new ways that are not yet well understood. The critical work of PROSPERH responds to these challenges and strives, in line with this year’s theme, to ensure Social Justice and Decent Work for All. To find out more, please visit https://lnkd.in/dZQsuv8q Ella Arensman Eve Griffin Helen Whelton PROSPERH Project EU UCC Medicine and Health University College Cork Caleb Leduc #InternationalLabourDay Niall McTernan Margaret Kenneally Danielle Nicholson Mallorie Leduc John Browne Seán Millar MPH, PhD John O'Halloran John Cryan SPHeRE PhD Programme Trevor Carey College of Science, Engineering and Food Science at UCC.

Iceland: a land of contrasts A short report on the 2024 EELA Conference in Reykjavik This year, the annual conference of the European Employment Lawyers Association (EELA Secretariat) was held in Reykjavik (Iceland) just a few days ago.   August Debouzy was represented there by one of the partners of our Employment Law team.   Iceland is a land of contrasts where water 🤽♂️ and fire 🌋 are natural elements often visible close to one another; icy cold waters coming down from snowy mountains 🏔 or fjords also run near natural hot tubs ♨in the middle of nowhere at more than 39°C! This is also a place where eating smoked puffin 😋 may cause mixed feelings for the non-Icelanders.   Similar contrasts or mixed opinions were visible during this conference including an interesting session about the “Workplace climate challenges in the ‘global boiling’ era”: while Mr. Ólafur Ragnar Grímsson, former President of Iceland and Chairman of the Artic Circle insisted on the fact that energy is the key topic today, the representative of a major building industry 🏘 made it clear that to him state financial support and new technologies were the proper answers to such challenges.   On the legal side, one of our Spanish colleagues, Adriano Gómez García-Bernal, testified that in collective bargaining discussions, climate 🌤 was more and more the cornerstone of negotiations with unions.   This Conference offered other panels on topics such as:   (i)           the new EU AI Act: clearly employment lawyers or HR specialists should be concerned by the “high risk” categorisation of AI systems as provided in this new EU Regulation;         (ii)         PEO’s, EOR’s, etc. (i.e. global workforce platforms); this session was indeed a source of contrasted views: while such business models seem nice and easy in many countries (e.g. in the US), this panel that included EU lawyers as well as leading providers of these solutions stressed that, by contrast, other jurisdictions were far less flexible, like France where “portage salarial” is certainly strongly regulated.   At the end of the day, this EELA annual Conference was also a great moment to meet other law firms and new EU employment law colleagues and maintain friendship with existing contacts.   Reykjavik will be remembered as one of those best & exciting moments despite contrasting weather conditions 🌧 for the month of June.