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We are a little however well-respected firm, serving clients both in your area and across the world, from individuals and SMEs to large MNCs. We look for to listen, know and comprehend our customers. In today's world where the clich "time is cash" predominates, we select to be different and to put in the time.

These are what sets us apart.

Our group members are recognised as leading people in anti-counterfeiting, trade mark enforcement and lawsuits, and both patent and trade mark deals. "They have actually shown to be a devoted, experienced and efficient group that we can count on."Chambers UK 2021 Gap's sole IP counsel in the UK We lead all actions for Gap in Europe.

Unsolicited emails and other details sent out to Dentons will not be thought about confidential, might be divulged to others, may not get a reaction, and do not create a lawyer-client relationship. If you are not already a client of Dentons, please do not send us any confidential info.

The Nike swoosh sign. Well, besides some serious cultural clout, they're all safeguarded by intellectual home (IP) law in some way. And they're a reminder that this unique legal specialty can take your career in many various and exciting directions.

That's where IP attorneys come in. IP lawyers play a range of important roles related to the defense of intellectual residential or commercial property. Professional Tax Lawyer .

and worldwide to achieve those patents and trademarks. Another is representing a person or company in transactions with others who are making unjust use of copyright. That might be as simple as making up a formal letter pointing out ownership of intellectual property and mentioning that it may not be used without permission.

"When I was a full-time IP legal representative, I could invest an early morning trying to help a winery secure its brand name in Europe, and then the afternoon assisting an artist respond to a stop and desist letter from a brand owner attempting to censor that artist's work." Similar to the kinds of intellectual residential or commercial property vary, the employers of IP legal representatives are similarly varied.

In 2020, we bagged the Singapore Trade Mark Prosecution and Singapore Patent Contentious Company of the Year at the yearly Managing Intellectual Home Asia-Pacific Awards. In 2019, the IP practice was acknowledged as the Singapore Intellectual Home Company of the Year for the second time annual ALB South East Asia Law Awards.

In Singapore and other regional workplaces, we secure IP registrations straight. In other nations, we utilize our worldwide network of relied on associates. We likewise negotiate and prepare licenses, distributorship, franchising and confidentiality contracts covering the complete spectrum of IP, for example: Conducting look for trade marks, patents or designs in different jurisdictions Advising whether a mark can be registered or a new innovation or design can be patented or secured Encouraging how you can best leverage your patents, trade marks, and designs Advising possible alternatives where a mark, patent or design can not be signed up Branding and IP technique Drafting, filing, and prosecuting trade mark, patent, and design applications through to registration Drew & Napier is 2nd to none when acting for litigious matters.

-"A one-stop purchase legal matters in Singapore and a real powerhouse of a company in South-East Asia."-"The strength of the firm is the IP department, which is really effective and whose turn-around time is quick."-The group is also applauded for being "extremely mindful to customer needs, technically strong and proficient at project management," and are "great at guaranteeing a seamless service", including that:"They are truly beautiful to deal with; very hospitable and well organised.

"One of the most highly regarded litigators in town", the star gamer just recently signed up with other prominent IP legal experts on the IPOS IP Adjudicators Panel.- "Tony and Meryl offer sage IP recommendations on complex IP matters which are part of global litigation strategies.

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An employer with at least 10 employees should alert the mommy within 5 working days of the employee getting notification of his or her retrenchment if five or more workers are retrenched within any six-month duration. A failure to alert within the required period is an offense and the company may be responsible on conviction to charges, consisting of a fine not surpassing S$ 5,000 and to other possible penalties.

The Tripartite Advisory on Managing Excess Workforce and Accountable Retrenchment offers that employers must do the following before retrenching: research study on government support plans to support the restructuring; acquire employment facilitation for employees; consider available alternatives such as redeployment, short-term layoffs (subject to some necessary conditions), and executing a shorter work week; take a long term view of workforce requirements; talk to the appropriate trade unions if employees are unionised; not discriminate against staff members and rather make selections based on objective aspects such as the capability to contribute to the company's future organization requirements; deal with affected employees with dignity and regard; and think about having a longer retrenchment notification period (i.

in excess of that offered for under the EA) for all affected staff members. If employers still want to implement their retrenchment workout, they are encouraged to interact their intentions early to their workers and prior to public notification of the retrenchment is given. Other additional factors to consider include whether workers must be offered retrenchment advantages.

In this regard, companies must refer to the provisions in any cumulative agreement or work arrangement and consider the prevailing standards on the quantum of retrenchment benefits. Employees with less than two years of service could be approved an ex-gratia payment. Employees can enforce their rights with the aid of their trade union or do so separately for wrongful dismissal.

7 for more information. Employers who do not abide by the mother's guidelines may have their work pass opportunities reduced. 7. Generally, non-compete and non-solicitation provisions in regard of staff members, companies and suppliers have actually been identified under Singapore law. Please see our response to question 7. 2 for more information.

The restrictive covenant ought to not be larger than required to safeguard the genuine interest of the company. In identifying its enforceability, the courts would think about all the situations of the case, including however not restricted to: the nature of the interests looked for to be secured; the period of restraint, the geographical constraint; as well as the seniority of the worker in question.

The Personal Data Defense Act 2012 (No. 26 of 2012) ("") governs the collection, use and disclosure of personal data by organisations. Typically, companies should look for the staff member's authorization prior to collecting, using and revealing a worker's individual information. That stated, under the PDPA, the collection of personal information from staff members that is reasonable for the function of handling or terminating the work relationship, and the use or disclosure of such personal data for consistent purposes would not require the authorization of their workers.

Such purposes might consist of monitoring how the employee uses business computer network resources. Companies would typically require to look for authorization for purposes that are not related to the management or termination of the employment relationship. There are no legal provisions prohibiting a company from restricting a staff member's usage of social networks in or outside the office.

The ECT, State Courts and Supreme Court have jurisdiction to hear employment-related complaints. Just claims not exceeding S$ 20,000 may be heard by the ECT. The claim limitation is S$ 30,000 for workers who go through the Tripartite Mediation Structure or mediation helped by their identified unions.

According to the Work Claims Act 2016 (No. 21 of 2016), an ECT is commanded by a tribunal magistrate designated by the President on the recommendation of the Chief Justice, or a tribunal magistrate designated by the Presiding Judge of the State Courts. The State Courts and Supreme Court consist of judges, registrars and judicial commissioners from the Singapore judiciary, among others.

There is no compulsory conciliation procedure for claims brought before the Singapore courts. The celebration who wants to make an appeal from an ECT order should apply to the District Court for leave (consent) to appeal within 7 working days after the date of the order.

A filing charge of S$ 100 is payable for the leave to appeal application, and a filing fee of S$ 600 is payable for filing a notification of interest the General Division of the High Court. If the claim is brought before the State Courts or the General Division of the High Court, whether an appeal requires the leave of court goes through the basic guidelines of civil treatment. Certified And Budget Tax Lawyers .

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