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What are the legal provisions regarding the subcontracting or outsourcing of employees in Ecuador?
The subcontracting or outsourcing of employees in Ecuador is regulated by labor legislation, establishing conditions and requirements to guarantee the rights of subcontracted workers.
How are alimony debts addressed in cases of de facto separation in Colombia?
In cases of de facto separation in Colombia, where there is no formal legal divorce process, alimony debts can be established through extrajudicial agreements or through judicial processes. The lack of formality does not exempt from maintenance obligations, and it is essential to document the agreements and seek legal advice to ensure that the rights and responsibilities of both parties are met.
What are the laws that protect against discrimination in the workplace in Guatemala?
In Guatemala, the Law on Equality and Non-Discrimination in Employment establishes protection against discrimination in the workplace. This law prohibits discrimination in employment based on race, gender, ethnicity, religion, disability, or other protected characteristics. Likewise, it guarantees equal opportunities and fair treatment in the workplace.
Is there a time limit to access old court records in Costa Rica?
In Costa Rica, there is no specific time limit for accessing old court records. Records are retained for the retention period required by law, and individuals may request access at any time. However, the availability of old records may vary depending on their state of preservation.
Can an embargo affect joint accounts in Argentina?
Yes, a garnishment can affect joint accounts to the extent that funds will be withheld proportional to the debtor's percentage of ownership in the account.
What are an employee's rights if they discover that information verified about them is inaccurate or unfavorable in Guatemala?
In Guatemala, if an employee discovers that information verified about him or her is inaccurate or unfavorable, he or she has rights that include: <ul><li>Notification by the employer of the adverse information.</li><li>Opportunity to correct any error or inaccuracy in records.</li><li>Right to challenge the decision based on incorrect information.</li><li>Protection against unfair or discriminatory decisions.</li></ul>Employers must follow fair and transparent procedures in these cases.
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