Rental Housing Agents, Carbon Futures Trading and Challenges in Employer-Employee Relations – The Latest News
Many rental housing agents in The Hague are prepared to discriminate
A total of 50 rental agents were called and asked by researchers posing as homeowners if they could guarantee that no ethnic minority or gay person would be able to rent them out
According to research conducted on behalf of the city council, a significant proportion of rental agents in The Hague are willing to discriminate against potential tenants on the basis of their ethnic origin or sexual preference.
A total of 50 rental agents were called and asked by researchers posing as homeowners if they could guarantee that no ethnic minority or gay person would be able to rent them out.
Only 22 agents out of 50 refused to cooperate. The rest said that either it would not be a problem or they would help, although it was not technically allowed.
The researchers also responded to 250 listings of rentals with a maximum price of 2,000 euros per month and found that people with a “non-western” name were almost 20% more likely to get rejected. The likelihood of abandoning same-sex couples was 8% higher.
In Utrecht, researchers found that four out of five rental agents were willing to comply with a discriminatory request.
In Amsterdam, researchers called 41 agents and said they had properties to rent, but wanted only native Dutch tenants to serve as tenants. In one third of the cases, agents said they would obey.
UK; the Netherlands
ICE shifts its carbon futures trading activity from London to Amsterdam due to Brexit
This decision will help those who rely on these markets to meet obligations and manage climate price risk in the most cost-effective and seamless manner
Intercontinental Exchange (ICE) said it will move its trading of European carbon futures and options to its Netherlands-based exchange in Amsterdam from London during the second quarter, in the latest sign of financial activity leaving Britain for the bloc due to Brexit.
London has been largely cut off from the EU since January 1 as the current post-Brexit trade agreement does not cover access to the financial services market.
The EU Carbon Allowances (EUAs) are the currency used in the EU Emissions Trading System (ETS), the main instrument of the 27-member bloc that helps reduce the greenhouse gas emissions that cause climate change.
“This decision will help those who rely on these markets to meet obligations and manage climate price risk in the most cost-effective and seamless manner,” Stuart Williams, president of ICE Futures Europe, said in a statement.
ICE said it would announce an exact date for the move in due course.
Amsterdam maturing as a financial jurisdiction
Players in Amsterdam have shown their resilience in seeking to seize opportunities for growth and expansion in the uncertain environment caused by the Covid-19 pandemic and other macroeconomic factors
The outlook for the growth of the financial services industry in Amsterdam is optimistic, driven by the impact of Brexit, an increased need for political stability, and access to a diversified support ecosystem that can help alternative asset managers thrive.
Players in Amsterdam have shown their resilience in seeking to seize opportunities for growth and expansion in the uncertain environment caused by the Covid-19 pandemic and other macroeconomic factors.
In the early days of the pandemic, at a webinar hosted by the Dutch Fund and Asset Management Association (Dufas) and PwC, Patrick Heisen, partner PwC Netherlands said: “Now we’ve reached a point to navigate the landscape of risks and opportunities. In order to do so, we need to have more insights in where the crisis will hit the sector.”
While the industry has been stable during the pandemic, the Dutch Authority for Financial Markets (AFM) notes in its Trend Monitor 2021: “The Dutch asset management sector has come through the turbulence in good shape, partly due to the implementation of extraordinary liquidity instruments.” The official also warns: “Renewed market turbulence could also lead to higher margin requirements for outstanding derivatives, causing ‘fire sales’ in illiquid markets. It remains important that fund managers prepare for this and implement the right liquidity instruments in good times.”
With this caution in mind, the launch of new funds continues. Birgitte van den Broek, Managing Director CSC Netherlands, comments: “Investors are looking for yield and other ways to invest. This is one of the reasons we have seen many new managers launching funds in asset classes like technology, venture capital and loans. Even in the pandemic we are seeing growth, with funds attracting investors at a rapid pace.”
Challenges in employer-employee relations amid the pandemic
The COVID-19 pandemic has been declared a “notifiable disaster”. Employers and businesses are facing major challenges amid the world’s worst economic crisis. The rapid spread of COVID-19 has further exacerbated these problems. World experts say COVID-19 is not going anywhere. While the number of COVID-19 cases has been steadily declining, the economy will take time to recover from the effects of the pandemic and problems between employers and workers could persist for the foreseeable future.
Cost optimization: Reduction in salary, deferred salary & benefits and termination of contracts
The relationship between the employer and the employee is based on mutual consent, enshrined in a legal document, that is, a contract. In the wake of the global pandemic, many employers, often in consultation with their employees, have resorted to pay cuts, pay deferrals, and the reduction or elimination of the variable components, benefits and benefits that make up the company’s employee costs. It is important to note that changing the contractually agreed wages of a worker in India requires compliance with applicable law (for a worker) and the consent of the worker (for a non-worker). For a worker, a wage cut would mean a change in his conditions of service, and due process must be followed before applying the same. With regard to the unemployed, the employer and the employee may agree on this matter.
The COVID-19 pandemic has forced many organizations to make the difficult decision to lay off large numbers of employees to keep their businesses afloat. “ Layoff ” means the inability of an employer to provide employment for its workers due to a shortage of electricity, raw materials, stockpiling, equipment breakdown, natural disasters, or any other related reason beyond the control of the administration. In addition to being fired from work, being fired does not end the relationship between employer and employee during the firing period. Dismissals are made with the expectation that, within a reasonable period of time, the enterprise will resume its normal activities / activities, and the dismissed employees will be reinstated in their full rights as ordinary employees.
Post-pandemic restrictions and social distancing requirements have forced employers to allow employees to work remotely. The new work-from-home policy is another challenge that employers and workers face in the wake of the COVID-19 pandemic. Since there is no codified law on working from home, the challenge for employers was to develop mechanisms to do effective work from home. In addition, while working from home provides employees with flexibility, it also comes with challenges that can affect their effectiveness. What’s more, employees may feel isolated and yearn for physical interactions with people.
Want to know more, Read here about our Immigration Services