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The Financial Times presents Garrigues with an award for its digital transformation

The Financial Times presents Garrigues with an award for its digital transformation

FT Innovative Lawyers 2024' report ranks the firm among the top 10 most innovative law firms in Europe

As part of the Financial Times Innovative Lawyers Awards 2024, Garrigues has received an award in the “Skills and Development” category for driving the digital transformation of its professionals, which translates into projects that have an impact both internally and for clients.

Specifically, the publication has assessed that, on the one hand, lawyers have been key in the development of new tools for their work (such as our own generative AI platform, Garrigues GA_IA). And, on the other hand, they are contributing to the development of new products and services for companies (such as GoCertius). The Financial Times highlights the fact that the firm assigned 140 people in 18 offices as “digital ambassadors” to encourage the use of digital services. In 2023, almost 90% of the firm’s professionals received training, for a combined total of 14,000 hours.

Moreover, the report prepared by the Financial Times and RSGI also names Garrigues as a law firm of note in a further three categories: Gen AI tools (standout); Dispute resolution (highly commended); and New legal products (highly commended).

In addition, the firm has been ranked among the top 10 most innovative law firms in Europe in the FT Innovative Lawyers 2024 report, climbing five positions to number 9.

Match-fixing before the CAS – issues and challenges faced by the defense when dealing with sports corruption

Match-fixing before the CAS – issues and challenges faced by the defense when dealing with sports corruption

Portugal -   | SpoPrax
João Lima Cluny, partner responsible for the Criminal, Administrative Offenses and Compliance Department of Garrigues Portugal, and Milene Gonçalves Luz, trainee in the Criminal, Administrative Offenses and Compliance Department of Garrigues Portugal

This article -originally published in the German magazine SpoPrax- aims to provide a practical insight into the challenges faced by lawyers defending individuals accused of match fixing in the Court of Arbitration for Sport (CAS) in Lausanne.

Corruption in sports holds practices that undermine the integrity of sporting competitions. Match-fixing is not a new phenomenon and encounters its definition in the Council of Europe’s Convention on the Manipulation of Sport Competitions (also known as Macolin Convention): “Intentional arrangement, act or omission aimed at an improper alteration of the result or the course of a sports competition in order to remove all or part of the unpredictable nature of the aforementioned sports competition with a view to obtaining an undue advantage for oneself or for the other.”

Historical evidence suggests that match-fixing occurred even in ancient times: the first known bribery is an alleged contract dated A.D. 267 to fi x a wrestling match in Egypt. The agreement established that one of the competitors had to “fall three times and yield” and in exchange he would receive “three thousand eight hundred drachmas of silver of old coinage”. 

 

Click here for the full article, originally published in the German magazine SpoPrax

 

Poland will establish a non-mandatory certification for public procurement contractors

Poland will establish a non-mandatory certification for public procurement contractors

Poland - 

Poland is implementing changes in its public procurement system to introduce non-mandatory contractor certification and streamline appeal procedures through remote trials and hearings.

Although, we are in the midst of summer, works is being carried out to introduce new institutions and speed up the procurement appeal proceedings in Poland. The ministries are currently in the process of consulting on two new drafts of legal acts regarding the amendments to the public procurement system: the first of them will introduce the non-mandatory certification of contractors, and the other one will ensure that the proceedings before the National Chamber of Appeal (the body responsible for public procurement controversies) are conducted in a more efficient manner.

I. Certification of contractors

The certification of public procurement contractors was already foreseen in the works of the Parliament, but, due to the end of the term, it had to wait until April 2024. The provisions on the certification of the contractors are expected to be introduced in the Polish legal system in 2025. It’s a part of the State Purchasing Policy based on EP and Council Directive 2014/24/EU on public procurement. The idea of the system is for the certificate obtained in Poland to be recognized in public procurement proceedings in the EU. The system will not apply to procurement proceedings in the area of defence and security.

Certification should facilitate access to public procurement for small and medium-sized contractors. It is intended to reduce the number of formal obligations for contractors, the costs of participation in procedures, and to ensure the objectivity and transparency of the contractor’s verification process.

The process of verifying contractors will be shortened and the contracting authority will not be able to be accused of under or overestimating the conditions for participation in the proceedings, due to the independent and uniform criteria for granting the certificate. Obtaining and using the certificate will be optional. Any contractor without the certificate will be able to participate in the proceedings in the traditional manner under the same conditions.

The draft of the legal act introducing certificates provides for two types of certifications: (i) confirming the absence of grounds for exclusion or (ii) confirming the ability to duly perform the contract (possession of authority, experience, resources). An entrepreneur will be able to use the certificate to confirm its ability to participate in proceedings, its ability to conduct a certain business or professional activity, its economic or financial situation, and its technical or professional capacity.

Certification and supervision of certificate compliance will be carried out by entities accredited by the Polish Accreditation Centre. Verification activities may take place at the request of a contractor or as a result of the certification bodies' own findings.

The draft of the legal act introducing certificates stipulates that certification be granted for a period of one to three years from the date of granting, as requested by the contractor. The certifications will be posted on a publicly accessible online database, where information on suspended and invalid certifications will also be available, as well as information on contractors who have applied for them. The expected effective date of this change is first quarter of 2025. The draft of the legal act has passed the stage of comments from organizations and trade unions.

II. Remote trials and hearings

The consultations on the draft of the new amendment to the Public Procurement Law, which provides for changes in the proceedings before National Chamber of Appeals, are coming to an end. The main amendments primarily involve the introduction of remote trials and hearings. Currently, all cases are heard in the headquarters of the National Chamber of Appeals in Warsaw, which means that parties to the proceedings must often travel long distances to participate. 

Remote trials and hearings will be possible if the nature of the actions to be performed at the trial or hearing does not contradict it, and if there are no other circumstances that impede the conduct of a remote trial or hearing and full protection of the procedural rights of the parties and participants in the appeal proceedings and the proper course of these proceedings is guaranteed. It will be possible to limit the possibility of remote hearings and trials due to special circumstances, such as a large number of participants in the proceedings.

If the conditions in the location of a person participating in a remote hearing do not face the solemnity of the Chamber, constitute an obstacle to the performance of procedural actions, or their behaviour raises reasonable doubts about the proper conduct of actions with their participation, the Chamber may refuse remote participation of this person in the trial or hearing. In such a case, the failure of that person to appear shall be considered. In connection with the possibility of remote hearings, the draft also stipulates that the procedural material must be transferred earlier than during the hearing.

The President of the National Board of Appeals will assess the possibility of a remote trial in each case and will inform the parties of this in the notice of the hearing date. Of course, in the case of a remote hearing, the parties will continue to be able to decide on their own whether to participate remotely or in person. The president will, by means of a notice, inform about the technical standards of software and hardware requirements necessary to participate remotely.

The anticipated changes will significantly speed up and streamline the appeals procedure. In order to give entrepreneurs time to adjust to the new regulations, it is likely that the regulations will enter into force six months after the date of publication in the Journal of Laws.

Check our chapter in the International Comparative Legal Guides for more information on the Polish public procurement system https://iclg.com/practice-areas/public-procurement-laws-and-regulations/poland

 

New obligations resulting from the European directive on pay transparency that companies will have to face

New obligations resulting from the European directive on pay transparency that companies will have to face

España - 

In a new edition of the Sustainable Garrigues Dialogues, we discuss the main changes that the new European directive on pay transparency, approved in 2023, will entail, and how Spanish companies can prepare for its transposition. 

EU Directive 2023/970 of the European Parliament and of the Council of May 10, 2023, reinforcing the application of the principle of equal pay for equal work or work of equal value for men and women, has yet to be transposed into Spanish law (the deadline set by the directive for doing so is June 7, 2026).

To help organizations prepare for this moment, as part of the Sustainable Garrigues Dialogues, Cecilia Pérez, Labor partner at Garrigues, and Berta Pérez Oleaga, director of Work & Rewards at WTW Spain, reviewed the principles and measures for pay transparency in the directive and analyzed its possible impact on Spanish legislation, in a hybrid event moderated by Eduardo Gómez de Salazar, HCS partner at Garrigues.

Foreseeing new obligations and changes

At the beginning of the event, Gómez de Salazar pointed out the challenge that the directive will represent for human resources professionals and the questions it raises for those responsible for compensation, culture, human resources and labor relations in companies.

Cecilia Pérez mentioned that Spanish legislation contemplates the remuneration register, the salary audit (and, as part of this, the job evaluation) and the right of the workforce to information on certain aspects of remuneration as instruments for applying the principle of transparency of remuneration, understood as that which makes it possible to obtain sufficient and significant information on the value attributed to remuneration. However, the new directive contains significant innovations with respect to this legislation.

Among the most novel changes, Cecilia Pérez highlighted that, on the one hand, pre-employment pay transparency will be regulated: companies will have to provide job applicants with information on the starting salary or salary band that will apply to them. In addition, companies will not be allowed to ask candidates what their current salary is. Moreover, there will also be changes to pay transparency during employment: (i) companies will have to make available to their personnel the criteria (objective and gender-neutral) used to determine pay, pay levels and pay progression; and (ii) employees will be able to request companies to provide information on their individual pay level and on average pay levels, broken down by gender, for categories of employees performing the same or equal work.

The Garrigues partner also noted that, according to the new directive, the information relating to the pay gap (measured in up to seven different ways) will have to be transmitted to a body or authority, after consultation with the employees’ representatives, and with a periodicity determined by the number of employees in the company's workforce. It is expected that the determination of the authority competent to receive this information for publication will be determined in the transposition into Spanish law.

On the other hand, companies with more than 100 employees that have detected a gender pay gap of at least 5%, those that have not justified such gap on the basis of objective and gender-neutral criteria, or those that, having such a gap, have not corrected it within six months following the submission of the information will have to carry out a joint assessment with the employees' representatives in order to correct and avoid pay differences between men and women that are not justified on the basis of such criteria.

Possible sanctions

As regards possible penalties for non-compliance, Cecilia Pérez explained that the directive provides that Member States must establish effective, proportionate and dissuasive penalty systems applicable to infringements of the rights and obligations relating to the principle of equal pay. In addition, they will also have to ensure that there are remedies in their legislation for such infringements and provide for the right of any employee who has suffered prejudice from such infringements to full, dissuasive and proportionate compensation (without a predetermined maximum limit).

What can companies do?

Berta Pérez mentioned that the transposition of the directive will entail far-reaching changes and will mean a change in the way compensation policy is managed in companies. She emphasized that, therefore, it is important for companies to anticipate and reflect on their compensation strategy to ensure that it is correctly designed, articulated, solid and aligned with the values and strategy of the business. This means, for example, ensuring that the current job evaluation system is consistent, that the job architecture model is linked to the salary structures, verifying how employees and new hires are going to be paid, etc.

In addition, Berta Pérez flagged, with the new directive, the importance of having quality data that allows calculations related to pay gaps to be done correctly. For example, some companies are already making previous calculations to know if there are some groups of employees or levels at risk, identify areas of improvement to subsequently establish an action plan and arrive at 2026 better prepared.

 

If you want to know more about this new directive, you can consult this executive summary.