We are delighted to announce that Gall has won Disputes Boutique of the Year, National Law Firm of the Year, Hong Kong and Best in Labour & Employment at the asialaw and Benchmark Litigation Asia-Pacific Dispute Resolution Awards 2018.
We are pleased to have been shortlisted in 7 categories in The Macallan ALB Hong Kong Law Awards 2018.
It is common for employers to have an internal disciplinary procedure to provide a speedy and fair process to address any wrongdoing in the workplace, and to determine the appropriate disciplinary sanction that should be taken against such wrongdoing.
On 20 September 2018, Asia’s leading dispute resolution lawyers will gather in Hong Kong to celebrate the progress of litigation and dispute resolution in the legal profession at the fourth annual Asialaw Asia-Pacific Dispute Resolution Awards.
Gall is delighted to be a finalist in the Hong Kong Firm of the Year category at this year’s China Law & Practice Awards. The awards ceremony, which is hosted by China Law & Practice and sister titles The American Lawyer and The Asian Lawyer, will take place on Thursday September 13 at the The St Regis, Beijing.
Sanctioned offers are a significant feature of the litigation landscape in Hong Kong, providing parties a strong incentive to settle their disputes at earlier stages (Rules of High Court and Rules of District Court, O.22).
It is common for parties to a commercial contract to insert a clause stating that “all variations to the contract must be agreed, set out in writing and signed on behalf of both parties before they take effect” (commonly known as a “No Oral Modification” or “NOM” clause). If the parties subsequently have a purported oral agreement to vary a particular term of the contract but do not say anything about the NOM clause, will such a variation be effective?
Gall has been named a Top Tier Firm in the results of this year’s Benchmark Litigation Asia-Pacific 2018 survey.
It is common to find employers imposing post-termination restraints (“PTRs”) on employees in order to restrict the post-termination activities of the employees with the aim of protecting the employer’s businesses.Post-termination restrictions are often used by employers to restrict an employee from: joining competitors; poaching employees; soliciting clients or customers; or dealing with clients or suppliers.
In a recent costs decision handed down in March 2018 in a committal proceedings, the Court of First Instance (“CFI”) in China Metal Recycling (Holdings) Ltd v Chun Hei Man [2018] HKEC 676 considered whether it could, in exercising the wide discretion on costs under Section 52A of the High Court Ordinance and O.62, r.2(4) of the Rules of the High Court, rely on matters or findings in the judgment handed down by the Court of Appeal (“CA”) after the costs hearing had already taken place.
