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D4a - Remuneration
- D4a1 - What is to be understood by remuneration or wages?
- D4a2 - Comment est fixée la rémunération?
- D4a3 - What is the amount of the minimum remuneration?
- D4a4 - Who may claim the social minimum salary for skilled workers?
- D4a5 - May an employee who has been engaged for work which does not call for qualifications claim the social minimum wage (SSM) for skilled workers?
- D4a6 - Does the disclosure of qualifications during the performance of a contract confer on the employee a right to the social minimum wage for skilled workers?
- D4a7 - May certificates issued by an authority in a country other than the Grand Duchy of Luxembourg be taken into account in order for the social minimum wage for skilled workers to be granted?
- D4a8 - At what level is the social minimum wage set for young employees?
- D4a9 - At what time is the employer required to pay wages?
- D4a10 - How should an employee react when wages are not paid by the employer?
- D4a11 - What are the minimum wages laid down in collective work agreements?
- D4a12 - What are the rules governing bonuses paid by the employer to the employee?
- D4a13 - May an employer discontinue or reduce bonuses paid previously to his staff?
- D4a14 - Est-ce que l’employeur est tenu de rémunérer les heures qui ont été effectivement prestées ou peut-il payer un mensuel fixe au salarié?
- D4a15 - Is an employee entitled to an allowance for travel costs?
- D4a16 - What is to be understood by recovery of sums paid but not due?
- D4a18 - May an employer claim reimbursement of sums which he has improperly paid over a long period?
- D4a19 - May the employer recover an overpayment of a leave allowance received by the employee?
- D4a20 - After how long is the right of action to recover wages or payments incidental to wages improperly paid time-barred?
- D4a21 - For how long must an employer retain the documents relating to wages?
- D4a22 - For how long must an employer retain the personal files of employees?
- D4a23 - Is an employee entitled to the reimbursement of travel expenses?
- D4a24 - Is an employee entitled to a premium for being on-call or on standby, or to be remunerated while doing on-call duty?
- D4a25 - What kinds of events give rise to interruption of the three-year limitation period for proceedings to recover remuneration due to an employee?
- D4a26 - May an employer require an employee to collect his wages from the registered office of the company?
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D4b - Benefits in kind
- D4b1 - What is to be understood by benefits in kind?
- D4b2 - Should benefits in kind be regarded as an element of wages?
- D4b3 - What is the value of the benefits in kind?
- D4b4 - May an employer deduct the value of a benefit in kind from the employee’s remuneration?
- D4b5 - What about deductions from wages if the employee receives only the social minimum wage (SSM)?
- D4b6 - Must the value of benefits in kind be mentioned in the employment contract?
- D4b7 - May an employee claim compensation for meals, travel or trips in cases of release from work during the period of notice?
- D4b8 - Are meal vouchers to be provided also during periods of sickness?
- D4b9 - Must meal tickets also be given out during periods of leave or maternity leave?
- D4b10 - Is a company car to be regarded as a benefit in kind?
- D4b11 - May an employee continue to use a company vehicle during sickness leave, maternity leave or parental leave?
- D4c - Monthly statement
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D4d - Assignments and attachments of wages
- D4d1 - What is meant by an “attachment of wages”?
- D4d2 - What is to be understood by an “assignment”?
- D4d3 - What are the rules governing attachments of wages?
- D4d4 - What amounts can be attached?
- D4d5 - May an employer withhold certain amounts from the wages of his employee?
- D4d6 - May an employer retain an amount from wages due to the employee in order to offset a claim for overpayment for holidays taken in excess?
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D4e - Receipt in full and final settlement
- D4e1 - What is to be understood by a receipt in full and final settlement?
- D4e2 - What are the conditions for the validity of a receipt in full and final settlement?
- D4e3 - What should be the form of a receipt in full and final settlement?
- D4e4 - What is the purpose of the receipt in full and final settlement?
- D4e5 - Can a receipt in full and final settlement be revoked?
- D4e6 - What if a receipt in full and final settlement is irregular or has been revoked?
- D4e7 - Is a receipt in full and final settlement to be assimilated to a compromise agreement?
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D4f - Equal pay for men and women
- D4f1 - Are employers required to respect equal pay for men and women?
- D4f2 - What is to be understood by “work of equal value”?
- D4f3 - Are the provisions relating to equal pay to be applied to employees of different companies?
- D4f4 - Do the provisions relating to equal pay for men and women only apply in relation to the basic salary?
- D4f5 - Can unequal pay as between men and women be allowed?
- D4f6 - Are employers required to pay men and women according to the same criteria?
- D4f7 - What about contractual clauses, agreements or provisions of internal corporate regulations that are contrary to the principle of equal pay for men and women?
- D4f8 - Who bears the burden of proof in matters of equal pay for men and women?
- D4f9 - What penalties are imposed in the event of infringement of the provisions on wage equality for men and women?
- D4f10 - What means are made available to companies to enable them to detect a wage discrepancy between men and women?
