We're #hiring a new Software Sales Representative in Tokyo. Apply today or share this post with your network.
概要
iSearchは、東京とサンフランシスコに拠点を置く転職支援・人材紹介会社です。 東京オフィスでは、多数の日系・外資系企業、小規模の新興企業や新規参入コンサルティングもお取引をさせて頂いております。 私たちのベイエリアオフィスは、米国や日本の企業と協力して、国内外の事業に必要な人材を募集しています。 私たちは何百社もの企業に対し、バイリンガルの中間管理職以上の役職、又は役員職の人材をご紹介してきました。 iSearchのコンサルタントは、国内外のクライアント経営陣と効果的にコミュニケーションを取るなど、その分野で豊富な経験を積んでいます。強力なリサーチャーチームと事務スタッフによってサポートされるコンサルタントは、最高の有能な候補者をクライアントに提供します。
- ウェブサイト
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https://isearch.co.jp
iSearchの外部リンク
- 業種
- 人材派遣・人材紹介
- 会社規模
- 社員 11 - 50名
- 本社
- Tokyo、JP
- 種類
- 非上場企業
- 創立
- 2004
- 専門分野
- Recruiting、Head Hunting、Consulting、Insurance Recruiting、Engineering Technology Recruiting、IT Technology Recruiting、Consumer Goods Recruiting、Digital Marketing / e-Commerce Recruiting、Hiring、People Search、Automotive Recruiting、Executive Search、Human Resources、人材紹介、エグゼクティブ・サーチ、コンサルティング、Japan HR、人的資源、候補者の募集、ヘッドハンティング
場所
iSearchの社員
アップデート
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Due to good operational performance in all business segments, Munich Reinsurance, one of the two largest insurance companies worldwide, says that it is targeting an IFRS net profit of EUR6bn ($6.3bn) in 2025. That amounts to an ROI over 3%, with revenue expected to hit EUR64bn. Munich Re's biggest competitor, Swiss Reinsurance is targeting a net income of $4.4bn or more for 2025.
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We're #hiring a new Interpreter / Marketing in Tokyo. Apply today or share this post with your network.
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At Will Employment & Non-Compete Clauses in Japan DISCLAIMER: The following information is not intended to serve as legal advice. Employers are urged to see legal advice from a Japanese labor lawyer. If you don't know a labor lawyer and need an introduction let me know. In the USA, it is fairly common to Hire and Fire at Will, AKA, at will employment. Likewise, non-compete clauses are often included in an employment offer. We often see non-Japan employers putting such clauses into their offer letters or a stand-alone document. If you want to do so, then as mentioned in the Disclaimers, talk to a labor lawyer for the appropriate legal advice. Meanwhile, here are a few points from what I've learned during 20 years of recruiting activity and a few labor regulations courses. At Will Employment · Japanese law requires that termination of regular employment should be objectively reasonable and socially appropriate. In other words, an employer needs to show substantial cause and evidence. · Overall, termination is more difficult in Japan. The employer must have reasonable grounds for terminating the employee. All possible reasons for termination must be stated in the company’s work rules. For example, inability to work due to illness or injury, very poor performance, downsizing or financial difficulties for the business. · The standard notice period is 30 days (may be shorter during probation) and payment in lieu of this is allowed. (Leave today and we’ll pay you for a month.) · Severance pay is not required but is often offered. Bear in mind that Japan’s labor practices and laws tend to emphasize job security. That said, as employer, you need to carefully document all actions and decisions to terminate. The burden of proof lies with the employer, not the employee. Non-Compete Agreements · Non-compete clauses are permissible but their validity can be subject to the court’s scrutiny and interpretation. · Courts generally practice a balanced approach to assess the enforceability of the agreement. The validity is judged individually so what applies to Employee A, who is in a management level position, may not apply to Employee B, who is in a sales position. · The duration of the clause is also brought into play. Non-competes with an unlimited duration, region, or type of job are likely to be invalidated. · Compensation for the term of the obligation should be provided in a reasonable manner. This helps protect the enforceability of the agreement. · If included, and the employee signs the offer, the non-compete clause should be reiterated in an exit letter when the employee leaves / ends employment. · The scope of the non-compete should be restricted to just what is necessary to protect the company’s business interests. So, while non-compete agreements are allowed in Japan the enforceability of such agreements relies on a balance between protecting the company’s interest and respecting the employee’s rights for freedom of occupation.
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At Will Employment & Non-Compete Clauses in Japan DISCLAIMER: The following information is not intended to serve as legal advice. Employers are urged to see legal advice from a Japanese labor lawyer. If you don't know a labor lawyer and need an introduction let me know. In the USA, it is fairly common to Hire and Fire at Will, AKA, at will employment. Likewise, non-compete clauses are often included in an employment offer. We often see non-Japan employers putting such clauses into their offer letters or a stand-alone document. If you want to do so, then as mentioned in the Disclaimers, talk to a labor lawyer for the appropriate legal advice. Meanwhile, here are a few points from what I've learned during 20 years of recruiting activity and a few labor regulations courses. At Will Employment · Japanese law requires that termination of regular employment should be objectively reasonable and socially appropriate. In other words, an employer needs to show substantial cause and evidence. · Overall, termination is more difficult in Japan. The employer must have reasonable grounds for terminating the employee. All possible reasons for termination must be stated in the company’s work rules. For example, inability to work due to illness or injury, very poor performance, downsizing or financial difficulties for the business. · The standard notice period is 30 days (may be shorter during probation) and payment in lieu of this is allowed. (Leave today and we’ll pay you for a month.) · Severance pay is not required but is often offered. Bear in mind that Japan’s labor practices and laws tend to emphasize job security. That said, as employer, you need to carefully document all actions and decisions to terminate. The burden of proof lies with the employer, not the employee. Non-Compete Agreements · Non-compete clauses are permissible but their validity can be subject to the court’s scrutiny and interpretation. · Courts generally practice a balanced approach to assess the enforceability of the agreement. The validity is judged individually so what applies to Employee A, who is in a management level position, may not apply to Employee B, who is in a sales position. · The duration of the clause is also brought into play. Non-competes with an unlimited duration, region, or type of job are likely to be invalidated. · Compensation for the term of the obligation should be provided in a reasonable manner. This helps protect the enforceability of the agreement. · If included, and the employee signs the offer, the non-compete clause should be reiterated in an exit letter when the employee leaves / ends employment. · The scope of the non-compete should be restricted to just what is necessary to protect the company’s business interests. So, while non-compete agreements are allowed in Japan the enforceability of such agreements relies on a balance between protecting the company’s interest and respecting the employee’s rights for freedom of occupation.
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We're #hiring a new Tokyo-based ASSOCIATE ACCOUNTANT at Global Insurance Leader in Tokyo. Apply today or share this post with your network.
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We're #hiring a new Tokyo-based ASSOCIATE ACCOUNTANT at Global Insurance Leader in Tokyo. Apply today or share this post with your network.
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We're #hiring a new Software Sales Representative in Tokyo. Apply today or share this post with your network.
-
We're #hiring a new Interpreter / Marketing in Tokyo. Apply today or share this post with your network.
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We're #hiring a new Business Partnerships Manager in Seoul. Apply today or share this post with your network.