關於我們

尚億(SunEast)

旭日東昇-早上太陽從東方升起。形容朝氣蓬勃的氣象。

也比喻艱苦的歲月已過去,美好的日子剛剛來到。

對於大環境的不景氣,要如何透過行銷和創意創造經濟的奇蹟。

服務項目

GOOGLE行銷

什麼是GOOGLE多媒體廣告聯播網?

什麼是GOOGLE影音廣告?

什麼是GOOGLE購物廣告?

什麼是GOOGLE應用程式廣告?

Google商家環景認證

什麼是GOOGLE商家認證?

FACEBOOK行銷

FACEBOOK粉絲團經營

Facebook廣告

【FACEBOOK廣告優勢】

【常見FACEBOOK廣告形式】

LINE行銷

網頁設計

商業攝影

平面設計

顧問輔導

樂客誌

合作廠商

人才招募


尚億網路行銷目前正培育並招募以下人才:
平面設計、商業攝影、網路小編

前往人才招募

聯絡我們


如果您有好的想法想實踐,尚億可以提供您在行銷銷售上多種選擇

前往聯絡我們

異業合作


尚億網路行歡迎各界合作,整合並打造高雄在地行銷

前往異業合作

Tupe Consultation Agreement

Since 2014, there have been potential exemptions from consultation rules for micro-enterprises with fewer than 10 employees. If there is no information and consultation, the labour court may be the subject of a complaint. If successful, the court may award the compensation it deems fair and equitable, given the seriousness of the employer`s failure, within the limit of 13 weeks` pay per worker concerned. Misinformation and advice can lead to joint and several liability between outgoing and incoming employers, although the transfer contract may take into account the distribution of responsibility. Dismissed workers may be entitled to severance pay. Employers must also ensure that the time required to consult with workers` representatives is granted. The right to severance pay is not affected by the fact that a worker is not entitled to unjustified severance pay. The outgoing employer is required to provide the arriving employer with written information about the transferred workers, including identity, age, employment data, disciplinary and complaint documents, workers` rights and collective agreements, as well as all related rights and commitments that are transferred. This information should not be provided less than 28 days before the transfer, although the new employer will in practice endeavour to obtain this information much earlier.

If an independent union has been recognized by the outgoing employer for the transfer of workers, recognition is also passed on to the incoming employer. Since 2014, tariff conditions can be renegotiated after one year, provided that they are generally no less favourable to the employee. Tariff conditions can be renegotiated after one year, provided that the overall contract is no less favourable to the employee. In certain circumstances, contractual changes made by the new collective agreements agreed by the outgoing employer are not necessary as a result of a transfer. If changes or proposed changes were to be made after the transfer, these “measures” would have to be discussed with the representatives of the staff concerned. The new employer is required to provide the outgoing employer with information on the proposed measures to enable the outgoing employer to meet its information and consultation obligations. There is no timetable for consultation, but it must be “good” before the transfer, and the larger the transaction and the staff involved, the longer the schedule. DUPE regulations preserve the terms and conditions of employees when a company or part of it is transferred to a new employer. Any provision of an agreement (whether an employment contract or not) is not applicable to the extent that it would exclude or limit the rights granted by the regulations.