31 August 2020
Introduction
Employers often implement employee share option plans to attract, retain and incentivise key employees and talent. Employers that have such plans in place invariably require their employees to agree to the rules of their plans as a condition for participation.
It is not uncommon for there to be rules or regulations stipulating that the employee’s benefits shall be forfeited in the event of any misconduct. Where there is a dispute between the employer and the employee,on any forfeiture of benefits, a decision by the relevant committee of the employer shall be final and binding.
However, in the event that a dispute involves legal issues, does such a committee have the jurisdiction to decide on that dispute? Is such a committee required to abide by any process or rule (e.g. rules of natural justice and due process) before making its decision?
Read the full article here.
For more information, please contact:
Denzel Chua, Managing Director | ZICO Insights Law
denzel.chua@zicolaw.com
