Category: Uncategorized

  • Assisting Client and Competitor Alike: Lawyer and Legal Recruiter Tsvetelina Zlateva

    Assisting Client and Competitor Alike: Lawyer and Legal Recruiter Tsvetelina Zlateva

    Tsvetelina Zlateva has a unique profile, as the Named Partner at a new Bulgarian law firm – Aldinova & Zlateva, which opened in January, 2016 – and, simultaneously, operator of BPro BG Ltd., which she describes as the only dedicated legal recruiting company in Bulgaria. We spoke with her recently about her uncommon dual role. 

    CEELM:

    How did you get into the legal recruiting business? 

    T.Z.: The whole idea about legal recruitment was born during my legal practice. Before becoming an attorney, I was a legal adviser at different companies for several years. When I started my private legal practice, some of my former colleagues asked me if I wanted to hire them, but at that point I could not afford to pay them a salary. At the same time some people who were aware that I had many lawyers as friends asked me to recommend legal advisers for their own businesses. That’s how the whole thing started.

    But I didn’t exactly “get into” the legal recruiting business. When I researched how widespread the idea of legal recruitment is in Bulgaria, I discovered that no one had realized the need for that specific kind of HR service. So for me there was nothing other to do than to become the first specialist in recruitment of legal professionals in Bulgaria. This idea was realized in the summer of 2015.

    CEELM:

    Do other law firms worry that you’ll simply keep the best candidates for your own team and send them only the ones you don’t want?

    T.Z.: There is no need for such concerns, because each client has individual needs and requirements regarding candidate selection. In the first place, the perfect match for my own team might not be the best for my client’s team, and vice versa. 

    In the second place, my legal recruitment firm gives at least six months guarantee that the chosen employee will continue to work for the client after that period expires. That’s why I cannot afford to place a candidate who is not the best choice. 

    Another reason, and maybe the most important one, is that if I don’t want some candidate for my own team, I wouldn’t submit their application to my client at all. 

    CEELM:

    Why are there so few legal recruiters in Bulgaria? 

    T.Z.: That is because no matter how big the companies searching for a legal professional are, they prefer to select their employees by themselves or to use the services of some HR company. Also, they are still not very familiar with this specific service.

    But regardless whether the employer has its own HR department or is using an external one – and just as IT recruiters are always people who themselves have IT backgrounds – high quality legal recruitment has to be performed by lawyers. In a store you cannot choose a ripe avocado if you do not understand avocados at all, right?

    According to the particular profile of the employee and individual requirements of the employer, in my work sometimes I use an HR consultant to make the necessary team, but that’s not common.

    CEELM:

    Are most of your clients companies or law firms?

    T.Z.: Well, I can give that kind of statistic after at least one year of activity in legal recruitment in Bulgaria. But I can say that my first client was a company with an in-house HR department and they didn’t know what criteria to apply and how to appoint a legal adviser. They weren’t even sure if they needed an external legal adviser or an in-house lawyer. They didn’t know what the difference is. 

    CEELM:

    How are you able to do both your legal recruiting work and your lawyer work at the same time? Is it difficult to wear two hats?

    T.Z.: These two occupations do not exclude each other. In fact, being a lawyer is very helpful in expanding my professional contacts. This is important and relevant about knowing more lawyers in general and reaching people or companies which are looking for legal professionals.

    So there’s just one hat – and it happens to be more colorful than others. 

    CEELM:

    What’s the most rewarding/satisfying part of being a lawyer, to you? What about being a legal recruiter?  

    T.Z.: We’ve all heard about bad and unprofessional things that are happening in the Bulgarian legal system. Some of them are true, some of them are not, but either way for me as an attorney the most satisfying part of the job is when my arguments in court happen to be the same as the motives in the final court decision.

    The best part of being a legal recruiter is when the guarantee period under the contract expires and the chosen candidate continues to work for the client. Only then do you know for sure that you’ve understood and completed the requirements and met the needs of both sides – employee and employer – by finding the perfect profile match. 

    This Article was originally published in Issue 3.2 of the CEE Legal Matters Magazine. If you would like to receive a hard copy of the magazine, you can subscribe here.

  • CEE GC Summit Update: Anti-Corruption Sensitivities for Multi- National Players in Emerging Markets

    CEE GC Summit Update: Anti-Corruption Sensitivities for Multi- National Players in Emerging Markets

    With preparations for the CEE Legal Matters Second Annual General Counsel Summit at full speed we’re adding new exciting speakers to the agenda on an ongoing basis. One such speaker is Gonenc Gurkaynak, Managing Partner of ELIG, Attorneys-at-Law. CEELM reached out to Gurkaynak to learn more about the presentation he intends to make at the event. 

    CEELM:

    The topic you’ll be addressing to the room full of CEE Chief Legal Counsel is “Anti-Corruption Sensitivities for Multi-National Players in Emerging Markets.” Why did you select that? 

    G.G.: Corruption is a term which is susceptible to both economic conditions and to culture. As geographies shift, so do the perception and methods of corruption. This should be reflected in the tactics multi-national companies use to tackle corruption in emerging markets. Even the simplest anti-corruption principles with regards to compliance programs reflect this understanding: one size does not fit all. I look forward to discussing what a compliance officer based in the USA, the UK, or Europe should be mindful of when conducting activities in an emerging market like Turkey.

    CEELM:

    You’ll be focusing on multi-national companies, but do you find that there is some convergence in terms of the practices employed by them and local companies in emerging markets? If so, what’s the driving force for that in your mind?

    G.G.: There is most definitely a convergence in the practices of companies in emerging markets and multi-national companies. I would attribute this to the increasing number and geography of cross-border anti-corruption law enforcements within the last decade or so. Such rigorous enforcement keeps the multi-national companies vigilant and, as a result, wherever they engage in transactions, they bring with them a certain anti-corruption culture. Local companies in emerging markets both imprint this awareness of corruption and keep an eye on their own reputations out of a concern that multi-national companies may not choose to work with them. On the other hand, the more local companies engage in international transactions, the more they risk falling afoul of various jurisdictions’ bribery laws. Hence, local firms in emerging markets, to the best of their ability, have begun mimicking multi-national companies in terms of anti-corruption law compliance.  

    CEELM:

    Without giving too much of your talk away in advance, what are the main “sensitivities” you expect to cover?

    G.G.: As we discussed earlier, the perception of corruption and how corruption occurs differs from culture to culture. The strength of the legal framework (in terms of both legislation and enforcement) also has a lot to do with defining the risks multi-national companies should expect to encounter in emerging markets. I will focus on how to fine-tune their anti-corruption efforts and how to familiarize themselves with the perceptions and common cultural pitfalls in terms of corruption. For example, due diligence steps and requirements may differ, and crucial elements of compliance programs such as trainings, leadership, and policy documents may also differ. 

    CEELM:

    If you could leave members of the audience with one critical take-away after your presentation, what would you like it to be?

    G.G.: In a nutshell, the motto would be one size does not fit all. As the geography changes and as the legal and political climates change, so should the methods of fighting corruption. Multi-national companies should recognize that preventing corruption in different jurisdictions, particularly in emerging markets, demands added value in terms of adaptation. 

    CEELM:

    Finally, what are the aspects of the upcoming GC Summit that you’re most excited about?

    G.G.: I am very much looking forward to the exchange of ideas between a broad range of experienced legal professionals. The legal frameworks and anti-corruption principles might be the same for all of us, but we all accumulate different experience in the field. I am particularly interested in the interaction of methods between the in-house and outside counsels. I am also looking forward to welcoming delegates to Istanbul for the event in October 2016. 

    CEELM:

    On the lighter side and since you mentioned welcoming regional participants to Istanbul: While we have a rather full schedule, what spot is a must see for those in town for the first time?  

    G.G.: I have always admired the historical places in Turkey, especially in Istanbul. I would urge a first timer to go and visit the historical peninsula. I would say that Hagia Sophia Museum, Topkapi Palace, Blue Mosque, Basilica Cistern, and Grand Bazaar are the must-see places in the peninsula. 

    If you have more time and have the opportunity to leave the city I would also suggest Cappadocia to enjoy the unique terrain.

    This Article was originally published in Issue 3.2 of the CEE Legal Matters Magazine. If you would like to receive a hard copy of the magazine, you can subscribe here.

  • Creative Solutions in a Critical Cause: Women in Law Firms

    Creative Solutions in a Critical Cause: Women in Law Firms

    Introduction

    Back in the second issue of the CEE Legal Matters magazine, in April 2014, we published an extended report on the number and percentages of women at ranked law firms in each country in Central and Eastern Europe and across the region as a whole.

    At the time, we reported that 53% of Associates at those firms were women but only 26% of the Partners were. To learn what steps law firms in CEE are taking to keep women associates in the profession and assist them in making their way towards partnership, we reached out to them with an invitation to share details of unique and special formal programs, initiatives, and structures they have in place.

    This is, we should emphasize, a report on some of the formal and creative initiatives, and thus although we received dozens of informative messages from law firms describing policies that are made available on a discretionary basis, and dozens more emails from firms describing their commitment to female lawyers by pointing to admirable male-to-female ratios or significant awards for their hiring, promotion, and training policies, none of them is included in this article. We do not doubt their commitment, and we appreciate the time they spent drafting their summaries, but we’re focusing on something different here.

    Similarly, a large number of firms sent us details of laudable policies related to maternity leave (extensions, salary policies, gradual return to work adjustments, etc.). These are also commendable, and it was educational to read them. Almost every firm that wrote to us pointed to such policies, but, again, they are slightly outside the focus of this report.

    Instead, what follows is a sampling of the interesting and creative formal policies some firms in the region have put in place to facilitate the professional development and career growth of the women who work within them. Here are some of the more intriguing policies we learned of, presented in no specific order. 

    International Firms

    We’ll start with the international firms, which have large numbers of female lawyers working across the region – and the world – as well as the ability to devote significant resources and dedicated HR teams to helping them. We’re noting which of a firm’s offices sent us the information, as in some instances not all the programs are available in all offices. 

    Debevoise & Plimpton (Russia):

    In addition to the firm’s own website, which has a section dedicated specifically to “the women of Debevoise, touching upon leadership, flexibility, and overall success and recognition of our women,” the firm recently launched the Debevoise Women’s Review, a second, external website, “dedicated to spotlighting topics of interest to professional women, including the achievements of our own Debevoise women and alumni, the initiatives and successes of our clients and the work of fellow women lawyers and advocates around the world.”

    Allen & Overy (Czech Republic): 

    The Allen & Overy website has a section dedicated to diversity in A&O. 

    The Prague office puts together an annual BD event for female clients. The last one was attended by some 40 clients.

    The firm provides three months of unpaid leave, job sharing arrangements, and a two-year career break, for both male and female lawyers, available simply upon request. It also promotes its “20:20 Initiative”, dedicated to reaching the goal of having 20% women partners by 2020 (with Senior Prague Corporate Associate Magda Pokorna on the working group). A&O launched flexible working arrangements for partners in 2010 as an “innovative way to retain more women through to partnership.” The firm reports that “part-time partnership is one of a number of measures being introduced to improve retention and grow the partnership pool.”

    In 2008 the firm launched parents@A&O, a virtual networking tool available to all A&O working parents globally, enabling them to share ideas and advice on parenting issues and to access relevant information. The firm also provides emergency childcare, specialist coaching for women going on maternity leave, and lunchtime parenting seminars.

    You Gotta Mean It - The key, according to Marcela Hogenova, Office Manager at Allen & Overy Prague, is that a firm genuinely support requests by associates to take advantage of policies made available to them, without any kind of push-back. “One of the primary benefits of [Allen & Overy’s] 20:20 Initiative was that the firm started fully supporting associates in taking advantage of the options provided to them, without any kind of judgment or critical evaluation.” As a result, Hogenova reports, the firm’s lawyers became more confident, and their engagement improved. Instead of asking, “are you sure you want to do that – to take a break from your career?”, the firm actively supports their choices so that applicants do not feel they are making a mistake in taking advantage of them. Hogenova has been asked to speak to several other multi-nationals in Prague on the subject.

    Baker & McKenzie (Austria):

    Women’s Law Forum: Baker & McKenzie in Germany and Austria founded the “Women’s Law Forum” in the fall of 2010 together with the Faculty of Law of the University of Munster to “spur the careers of up-and-coming female attorneys, offer them a platform for exchange and bring them closer to their dream career.” Women’s Law Forum events bring together “up-and-coming female attorneys with experienced female lawyers from various occupational fields,” to “talk about their own career paths, provide educational tips regarding dissertations and the study of law, demonstrate the relevance of a solid knowledge of foreign languages for their daily work life and discuss how to balance career and family in today’s job profiles.”

    Women Mentoring Sponsorship Program: In this program, “an experienced (female) partner acts as a sponsor for a female junior attorney,” to “serve as a contact person, in particular for questions relating to career planning and the exchange of best practices.”

    Gender-Specific Training Program: The firm offers diversity-specific events for its female attorneys, including training measures, information sessions, and lunches. In addition, under the heading “Unconscious Bias Training,” the firm “offers workshops and events focusing on the elimination of bias against women.” 

    Business Women: The “Business Women” initiative is a networking platform for present and potential female clients. The objectives are as follows:

    • Networking: Female attorneys are provided with a platform to make new contacts both within the firm and with female clients and to intensify and cultivate existing contacts.
    • Transfer of know-how: During the events, Baker’s female attorneys have the opportunity to exchange experiences, ideas, and information with present and potential female clients.
    • First-hand tips, strategies and recipes for success: Within the context of presentations given by external female speakers and female Baker attorneys, the firm offers first-hand tips, strategies, and recipes for success.

    Dentons (Czech Republic):

    Last year Dentons’ Europe Region amended its Constitution to enable the direct appointment by the board itself of one board member to ensure diversity of representation. 

    The firm has launched a Europe-wide women’s mentoring program to encourage women partners to mentor and coach their female colleagues, share their experience, and serve as successful role models.

    Dentons has created a network of 50 Diversity Ambassadors from 20 European offices to engage its people in creating a more diverse and inclusive working environment. The ambassadors tackle a number of diversity issues, including issues related to women and leadership development. 

    The firm also does pro bono work for the Fight Against Sexual Violence Association for sexual crime victims. 

    Freshfields (Austria):

    Mentoring Program: “An important element of our gender diversity activities is our mentoring program for female associates. On a voluntary basis, associates can select one partner for a pre-defined period as their mentor. In regular individual and confidential conversations amongst mentee and mentor the mentor will be available to discuss client situations, career steps, any topical issues or other situations relevant to and chosen by the mentee. The mentorship is designed to be a platform intended to enhance both, cultural adaption of the firm towards increased diversity as well as female associates’ progress in their careers.”

    Gender Specific Training: “We offer a variety of gender specific trainings with a focus on topics which have been thoughtfully put together with active participation of our female associate group. On a strictly voluntary basis, our female associates can participate in these sessions predominantly being directed at enhancing and developing a variety of leadership skills. More senior associates have the opportunity to build upon these trainings in individual coaching sessions.”

    Best Practice Exchange: “All offices have internal and external meetings such as Ladies Lunches or Women’s Evenings, which appear in a variety of formats and often open up to participation of associates of other offices or external speakers or visitors. Only two weeks ago, the female associates in Vienna organized the second Freshfields’ Ladies Lounge, where a panel of women with fantastic careers discussed the topic ‘Woman in leadership positions.’ 

    Global Women Partner’s Conference: In April 2016, the firm held its third global women partners’ conference.

    Formal Programs and Initiatives Aren’t the Only Way - “Our Equality and Diversity Policy covers our policy towards women and sets out our commitment to a work environment which promotes equality for all our staff. We provide equal employment opportunities to all qualified applicants and recruitment and promotion decisions are based on merit. The proportion of female to male staff is balanced in favor of women (i.e., 60% of our staff overall and 50% of our legal staff are women). Although legal work is demanding under the best of circumstances, we promote a healthy balance between our fee- earning staff’s work and personal lives, for both women and men. Flexible working arrangements are available where necessary or appropriate.” – Name withheld by request, HR Manager, International Law Firm

    Greenberg Traurig (Poland):

    The Warsaw office was a partner in the “Diagnosis of Poles’ Professional Burnout” conference, which was designed “start an inter-professional debate on job burnout, its causes and effects, and structural solutions that could be implemented in Poland.” Shareholder Agnieszka Stankievicz participated in the conference on behalf of the office and took part in a panel discussion on the subject of “Women’s Success in Business and Professional Burnout.” Stankiewicz described the subject as especially relevant now: “These days, with more women in the labor market, especially in careers involving big responsibility, their exposure to professional burnout syndrome is increased. In my almost 20 years of professional experience I have witnessed the impact of professional burnout on life and health, therefore I am glad that I was able to participate in a conference aimed at boosting interest in the problem in various circles and promoting good practices followed in various parts of the world. 

    CMS (Poland): 

    CMS has created the CMS Women’s Network, which aims to inspire and support the development and retention of talented women in all business areas and at all levels within the firm through networking, relationship-building, career development and client-facing business development activities. The Network organizes internal networking sessions and client events, each one focusing on a topical issue relevant to its aims. The firm also has a dedicated contact person for CEE markets to smooth communication and operations within the region. 

    White & Case (Czech Republic): 

    The firm promotes its “Women’s Initiative Network” via a dedicated section on the White & Case website. The Network leaders regularly hold conference calls “to discuss ideas, challenges for women lawyers in the regions in which the firm works, and strategies to address them.”

    Every year, White & Case’s Bratislava office organizes an event supporting women in business, including, in the last two years, the following events:

    • 2015: “Professional Identity & Creative Dress Code” – a summer workshop, led by a professional stylist and fashion coach who presented some practical yet creative approaches to dressing in the business environment.
    • 2014: “Promoting Women in Business” – focused on two topics with panel discussions:
      • Family – Obstacle in the Career – Work-Life Balance
      • Women in Leading Positions – Fiction or Reality?

    Regional and Local Firms

    A large number of local and regional firms contacted us to describe their programs as well, but as the vast majority of them are discretionary rather than institutional (see, for example, Box 2), they are not quite within the scope of this article. Still, based on those responses, it appears a large number of firms allow for extended maternity leave, flexible hours for new mothers, and similar options for new parents – often both men and women – trying to negotiate the particular challenges of juggling children and career. But what follows are a few of the institutional (rather than discretionary) programs extended by local firms, as well as several of the more unusual or colorful traditions we learned of. 

    The Importance of Culture - “At my previous employer we had it all written down, lots of well written policies on how the firm supports women – female lawyers in particular. We had a women’s initiative, which organized nice events both internal and external – very supportive of women, always had nice positive feedback. We had trainings, mentorings, and conferences. And yet, out of 20 lawyers that work for that office of that law firm, there is not a single woman who was married or who had children. During the five years I worked there, there were 4 female lawyers (two partners, one senior and one mid-level associate) who left the firm after a child was born and went to work for another law firm. And this is not to blame one firm and praise another. But it is somehow ironic. It takes a lot more than to have a policy in place. At first you need to create an actual working environment where such a policy can work.” – Name withheld by request, Head of Local Office, Regional Law Firm

    Kolcuoglu Demirkan Kocakli (Turkey):

    The firm actively supports the legal needs of women and their children through an array of pro bono services, including providing assistance to KEDV (the Foundation for the Support of Women’s Work), which “aims to improve the quality of life and economic status of women, while strengthening their leadership role in society, and supporting female entrepreneurs by providing them with small start-up loans.” 

    Cobalt (Lithuania): 

    “Female Managing lawyers and Partners at Cobalt Lithuania are active supporters of women in business, therefore a few years ago we started organizing networking events and/or special greetings for our female clients on the occasion of International Women’s Day. We used to have an event on March 8 to greet and meet our female clients, to offer some nice networking and an inspiring speaker. Later it evolved into sending some special gifts (branded exclusive chocolate, tickets to concerts, etc.) and greetings to our female clients on the occasion of International Women‘s Day.”

    Vasil Kisil & Partners (Ukraine):

    The firm hosts morning and evening yoga classes for women in the firm two times a week, hosts occasional “cultural and entertainment programs for children from 0 to 14 years old,” and provides mothers of first graders a day off on the first day of the school-year.

    Varul (now Tark Grunte Sutkeine) (Estonia): 

    “Each woman’s day we have a joint female lunch on the courtesy of our male colleagues (they take over the secretaries’ desks, answer calls, and fill in for the women). This year however it was a fashion evening with a stylist and catering, etc.”

    Balcioglu Selcuk Akman Keki Avukatlik Ortakligi (Turkey)

    As the Istanbul firm now has three mothers about to return from maternity leave, Partner Selim Keki reports, “we have turned towards making the working conditions more comfortable (breastfeeding space, more flexible working times, access to the office infrastructure from home). Some of these are already in place whereas the others have been bundled into a suggestions package and will be presented to the CMP.”

    Similarly, Keki reports, the firm “plans to host a forum hopefully within this year, with the aim of inviting representatives of diversity-sensitive business leaders (not more than a dozen) and issuing a diversity charter for Turkey. It will establish a set of rules to which businesses will commit themselves and hopefully carry the idea beyond the legal profession into companies that employ several tens of thousands of employees.”

    Wolf Theiss (Austria): 

    “Wolf Theiss has responded to this reality by granting highly qualified lawyers the right to reduce their workload for a few years following the birth of a child. Wolf Theiss has pursued this policy for the last ten years to prevent lawyers in whose development the firm has a long-term investment from having to change careers when they become parents. This policy is flexible, and lawyers can work more or fewer hours, according to their needs as parents and the current caseload at the firm.”

    Turunc (Turkey):

    Maternity leave is “as long as you need to be away.” Of course there are statutory limits on paid leave, but even those who stay out longer will still be welcomed back to the firm afterwards.

    Kerem Turunc reports that: “I think it’s the duty of lawyers to hire as many women as they can. The female representation in the overall workplace is low – it’s about 25%. And I’m not even talking about underemployment and the pay gap. So we try to hire as many women as we can, to do our small bit. When we choose vendors, in fact, all things being equal, we prefer female vendors. It’s sort of our vendor affirmative action. A lot of companies in Turkey don’t have vendor policies. We have a known – but not written – vendor policy.”

    Conclusion 

    We were highly encouraged by the number of emails our invitation generated and the enthusiasm with which the firms expressed their commitment to gender equality in treatment and opportunity. The region is clearly aware of the challenges women in the workplace deal with and the importance of creating an atmosphere where they can thrive. We would like to thank these firms and representatives in particular for helping educate us on their activities.

    • Allen & Overy, Czech Republic: Jana Kloudova, BD Manager, and Marcela Hogenova, HR Manager
    • Asters, Ukraine: Oleg Kirichuk, PR Coordinator, and Irina Chernikova, HR Manager
    • Baker & McKenzie Diwok Hermann Petsche Rechtsanwalte, Austria: Florian Unterberger, PR Manager
    • Baker & McKenzie – CIS, Limited, Moscow: Ekaterina Kirillova, Human Resources Manager 
    • Balcioglu Selcuk Akman Keki Avukatlik Ortakligi, Turkey: Selim Keki, Partner
    • CMS, Austria: Kristijana Lastro, Head of Marketing & Communications
    • CMS, Poland: Katarzyna Forycka,PR Manager, Poland & CEE 
    • Cobalt, Lithuania: Agne Rimeike, Marketing Project Manager
    • Dimitrov, Petrov & Co., Bulgaria: Bilyana Tzvetkova, Marketing & Business Development Manager
    • Drakopoulos, Greece: Marietta Vidali, Corporate Communications Manager
    • Debevoise & Plimpton, Moscow: Irina Lapchenkova, Head of BD and Marketing
    • Dentons, Czech Republic: Amanda Lowe, PR & Communication Manager Europe 
    • Freshfields Bruckhaus Deringer, Austria: Florian Klimscha, Partner, and Franziska Paefgen, Associate
    • Glatzova & Co., Slovakia: Veronika Pazmanyova, Senior Attorney-at-Law
    • Kinstellar: Andrea Illes, Regional Head of HR
    • Kocian Solc Balastik, Czech Republic: Eva Jonakova, Head of Marketing and Communications
    • Kolcuoglu Demirkan Kocakli, Turkey: Okan Demirkan, Partner, and Safak Kocaoglu, Administrative Coordinator
    • ODI Law, Slovenia: Sam Willis, Marketing Manager
    • Serap Zuvin Law Offices, Turkey: Serap Zuvin, Partner
    • Tark Grunte Sutkiene, Lithuania: Germanas Kavalskis, Public Relations Manager
    • Turunc, Turkey: Kerem Turunc, Partner
    • Vasil Kisil, Ukraine: Olga Shevchenko, PR Manager
    • Varul (now Tark Grunte Sutkiene), Estonia: Merit Arva, Head of Marketing and Communications
    • White & Case, Czech Republic: Lenka Fucíkova, Marketing & Business Development Manager
    • Wolf Theiss, Austria: Joshua Davis, Corporate Communication Coordinator

    This article was originally published in Issue 3.2 of the CEE Legal Matters Magazine. If you would like to receive a hard copy of the magazine, you can subscribe here.

  • The Buzz: February – April

    The Buzz is a short summary of the major and relevant topics of interest in Central and Eastern Europe, provided by those best positioned to know: law firm partners and legal journalists/commentators on the ground in each CEE country.

    Austria

    “HETA at a cross-roads and diligence questions”

    According to Erik Steger, Partner at Wolf Theiss, there are two main discussion points among lawyers in Austria. The first is the recent developments on the HETA story (see page 81). Steger explains that a recent proposal – made with the support of the Austrian Government – did not receive support from a sufficient majority of institutional bond creditors and failed. The next step was the much stronger haircut imposed by the Financial Market Authority (FMA) and, according to Steger, the question is what it will mean in practice, especially since many bonds were originally guaranteed by the state of Carinthia, which has announced that it cannot carry the debt and will thus fight to avoid liability. While those efforts are unlikely to succeed, there is a great deal of uncertainty about what’s going to happen. “Will Carinthia simply go bankrupt, and if so, how?” are big questions in the country at this point, according to Steger. And on that, he pointed out, the press has been “reporting on the opinion of law academia apparently rushing the Government to bring to light a new code for the bankruptcy of federal states and municipalities, while creditors started enforcing their claims under the non performing bonds.”

    Adding to the pressure, the HETA lawsuit in Germany was supposed to be decided a month ago, but, at the request of the Austrian authorities, the German court agreed to suspend its decision for short while. If the court rules that the moratorium on HETA Debt imposed by the FMA does not apply to German creditors, Steger says, those creditors would be able to go for recovery immediately, meaning that some creditors would potentially be treated in a preferential way over others – which could force HETA into insolvency. “This would speed up everything dramatically,” he says, as it would force the winding down and sale of assets to take place under the umbrella of insolvency. “At this point, everybody wants to avoid this drama and settlement negotiations continue.”

    The Panama Papers are also a discussion generator, according to Steger. He explains that the highly publicized story raises questions about lawyers and law firms, particularly: “how can you advise a client in terms of their compliance and can you, as a firm or lawyer yourself, make sure to be fully compliant yourself at all times?” He adds: “In Austria, the state of the law imposes strict rules on law firms in terms of anti-money laundering and avoidance of terrorism financing. We need to be vigilant in doing our research when accepting a new mandate and ensure that we know the ultimate beneficiary.” This type of due diligence requires a considerable amount of law firm infrastructure, Steger explains, especially when the case involves cross-border elements – and this ultimately translates into relatively high costs, which raises a question about how smaller players can afford the necessary investment. 

    Hungary

    “The market is moving again”

    The main theme in the Hungarian market is the ongoing legislative developments that lawyers need to stay apprised of, according to Zoltan Nadasdy, Budapest Office Managing Partner at Noerr & Partners. As an example of this, he points to the recent so-called “Sunday Closure” issue, relating to the recent relaxation of legislation enacted in 2015 forcing large retailers to close on Sundays. “Every time a major legislative change is made,” Nadasdy points out, “all clients need to be informed of it so that appropriate actions are taken. He continued: “This specific update means that again retailers need to restructure their employment contracts, their staff size, their shifts, and so on – and all of it will require legal assistance.”

    Speaking about the Hungarian economy, Nadasdy reports that, “the market is moving again and there are a lot of investors looking for assets and investment opportunities in general in the country.” Especially positive is the impact of the decreased VAT for constructions, which has led to an uptick in development projects. He notes that the positive trend is also reflected in the services industry and a bit in terms of M&A, but he says that real estate project development seems to be the big winner.

    “High demand and low interest rates have led to a price increase on the market with people having the cash to invest but not wanting to keep it in the banks,” Nadasdy notes.

    In terms of the legal services market, “the main players seem to be stable” and “many are searching for new opportunities to grow” but no real big changes can be pinpointed at this point other than the usual general movement in the industry, he believes. 

    Kosovo

    “War crime trial is front and center”

    The primary subject of significance for lawyers in Kosovo right now, according to Korab Sejdiu, the Managing Director of Kosovo’s Sejdiu & Qerkini law firm, is the creation of a special division of the Kosovar judiciary to rule on war crime accusations levied at ex-Kosovo Liberation Army members for conduct during the Kosovo War (the fight for independence from Serbia in the late 1990s). The tribunal is particularly significant, Sejdiu reports, because “some of the current major political figures, including some currently serving in state institutions, are potential indictees in the process.” The court will be stationed in The Hague, and the judges and prosecutors will be non-Kosovar, although it appears that Kosovo law will be applied, and it will be considered a Kosovar court.

    The legal community is waiting to see what happens, Sejdiu reports, because “obviously defense counsel will be engaged by the indicted persons.” His firm is already speaking to several larger international firms with lawyers experienced in war crime trials to jointly represent potential clients. Indeed, he says, several foreign firms have already begun sending lawyers to Kosovo to try and win some of the expected business that should be generated.

    Otherwise there’s not much happening in the country, Sejdiu sighs, due to a political stalemate that’s existed for some time, resulting from a long-lasting and at times violent battle between the opposition and governing parties “which has really hampered any kind of attempts to put forward any kind of legislative reform to enable the business and legal environment.” The one potential deal of significance, “which would have provided quite a bit of economic stimuli to Kosovo, would have been the privatization of the ski resort in Brezovica” – but is likely to fall through, as the French-American consortium expected to lead the process appears unable to obtain the necessary funding by the end of May.

    The economy is predicted to grow at 3.5% or so this year, Sejdiu reports, but it needs about 20% growth “to make any kind of significant strides.” The only grounds for hope, he said, is the entry into force of the Stabilisation and Association Agreement (SAA) signed in October of last year with the European Union, which entered into force on April 1, 2016. The SAA provides for a transitional period, during which Kosovo will be allowed to take some protectionist measures and obtain “a substantial amount of money from EU funds to get its infant industries developed.” Sejdiu describes the opportunity as “a major development that might provide some support for the local businesses.” He says, “if the Kosovo business community can somehow take advantage of that and use the transitional benefits wisely so that they become competitive with EU companies, that’s good news. If they mess this up as they have many other opportunities in the past, then what happens is at the end of the transitional period you get these highly competitive companies coming in, and they just destroy your economy, because you can’t compete.”

    Latvia 

    “Less money leads to more litigation and more scrambling to fix structural problems”

    Latvia’s a relatively small market, Vilgerts Partner Gints Vilgerts says, “which means that not much is happening but we see firms particularly active on the litigation side.” All kinds of disputes are increasing in numbers in the country, Vilgerts says. “I think there’s simply a matter of less money being in the market, which means that everyone starts suing each other over everything.” Vilgerts believes that M&A is on the rise, but says that “we see that these are different from what we’re used to seeing.” He explains: “this is not growth-based M&A activity, with a very small proportion of movement resulting from someone believing that they can grow beyond a certain point. It is more a matter of people saying, ‘we’re tired, lets get rid of it,’ and then competitors swoop in since the asking price is good.” Aside from this type of M&A work and litigation, the pipeline is slow for law firms, Vilgerts says, pointing to the heavily hyped-up data protection updates on which all firms scrambled to make a large marketing push. “The amount of work that came out of it: zero.” He concludes: “I do think this is also caused by the fact that legal departments have been growing and they’re now trying to minimize outsourcing and limit it to the risky litigation side.”

    Looking at the recent Baltic law firm updates (see page 14), “I’m sitting like in a cinema watching it all unfold and I find it all very interesting. I think the core issue is what I mentioned earlier – there is less money in the market and that’s really the trigger for everything we see.” He argues that “firms are splitting up and merging left and right in hopes they’d solve the structural problems that they have.” The result, Vilgerts predicts, it that the competition between the largest 3 firms will continue to intensify but “for mid-sized firms, the realities on the ground will not really change much as a result of all of this.”

    Moldova

    “Controversial requirement for liability insurance and increased work from arbitration

    According to Octavian Cazac, Partner at Moldova’s Turcan Cazac, the most significant news for the Moldovan legal market at the moment is the proposal for reform of the Law on Advocates being put forward by the Ministry of Justice. Cazac notes that the proposal isn’t really reform in “a huge way” and won’t really affect clients much, but it is expected to clarify the inner workings of the Moldovan Bar Association somewhat. “The only element that is somewhat controversial,” Cazac says, “is that the Ministry of Justice wants to force lawyers to buy professional liability insurance,” which they have not previously been subject to. Many lawyers oppose this element of the proposal, both because it’s seen as not as necessary in Moldova as in some other markets and thus constitutes an unwanted expense – Cazac says not many clients bring such claims in Moldova, and refers to it as “basically a problem that doesn’t exist” – but also because strong and reliable insurance companies are hard to find on the Moldovan market.

    In terms of the work coming to firms in the country, Cazac pointed to the increased frequency (“frequent for us,” he conceded, as “probably other countries are more frequently involved in it”), with which the Moldovan government is retaining law firms (usually as part of a syndicate with an international law firm) to defend it from various investor grievances, as “it is becoming very popular to sue Moldova before ICSID or ICC tribunals.” Just last week, Cazac said, the Moldovan government succeeded in having a 2013 arbitral award by the ICC in Paris requiring the state to pay USD 47 million annulled by the Paris Court of Appeals, which Cazac notes is “very rare.” Politically, Cazac said, this is seen as a huge success, especially following the widely reported discovery last year that USD 1 billion – equivalent to 12% of Moldova’s GDP – had been stolen from Moldovan banks over the course of three days in 2014, so “every cent counts in these arbitrations.” In addition, some claims are brought by what Cazac refers to as “very shady individuals” who claim to find old debt and find assignees to claim it.

    Cazac said his firm is slightly busier than it was in 2015, “but looking at the general business climate, clients are not optimistic.” He points to “a huge political crisis,” following the fall of the previous government and its replacement by a new government, “which is still to earn the trust of the general public.” People are not very optimistic, and the situation is not very stable. Not much foreign investment is coming into the country at the moment, he says, pointing to the persistent corruption and inevitable demands for bribes companies doing business in the country face, along with other circumstances that create great uncertainty and risk. He notes that the reputation is probably worse than the reality, but he concedes that the reputation is “a huge scarecrow,” and says, “that’s why, for foreigners looking on the Internet to invest their money in Moldova, they would have to have a very compelling reason to make an investment here.” The Government has been expected to take action to improve the business climate and address the pervasive perception of corruption in the courts since pro-European parties came into power in 2009, but at this point, Cazac says, “there is general skepticism that this policy is being achieved.”

    Poland

    “A healthy volume of transactions”

    The most commonly-discussed topic in Poland relates to the tax changes in the country, according to Agata Jurek-Zbrojska, Counsel at Hogan Lovells. One of these changes – affecting the bank tax – was introduced at the beginning of the year, but questions remain over its implementation, as well as how it will impact the sector. Other upcoming legislative changes, not yet enacted but with drafts currently under discussion, involve the retail tax and the changes in the requirements for acquisitions of agricultural land. Both are receiving a great deal of attention, and Jurek-Zbrojska is impressed that the Government has been active in discussing the potential consequences with stakeholders familiar with the relevant industries. 

    “Also worth noting,” Jurek-Zbrojska says: “Poland’s political landscape has been receiving a great deal of attention from abroad and there is a healthy flow of investors. A good example of this is a recently-concluded real estate transaction that was valued at over EUR 1 billion. This is something that gives us a positive read about the environment in which we operate. In contrast, at the beginning of the year, there were plenty of commentators that were pointing to perceived threats over the political situation in the country, without looking at the market realities in detail.” Jurek-Zbrojska concludes positively: “It is definitely a great sign that investors are looking at the background of the economy rather than the political discussions, and indeed, this was not just a one-off, with the year registering a healthy volume of transactions – similar to that of last year’s.”

    Russia

    “Disputes and the legal profession under a microscope”

    One of the most discussed topics in Russia, according to Vyacheslav Korchev, Senior Partner of Integrites, is the new arbitration law due to come into force on September 1, 2016. Korchev explains that the law aims to provide a “comprehensive regulation of internal and international arbitration. It will replace two current laws (the law on arbitration courts in the Russian Federation and the law on international arbitration) and will also provide for detailed regulations on matters which have not been subject to statutory regulation.” Among the most notable updates, he says, are “a requirement for licensing of the arbitration courts, provisions on arbitrability of corporate disputes, and new rules on the scope of state courts’ assistance in arbitration.” 

    Korchev also points to further changes in the disputes world, with amendments to the Russian procedural laws due to come into force on June 1, 2016 implementing an obligatory pre-trial settlement for commercial disputes, and simplified/fast-track court proceedings for small amount cases involving amounts up to approximately EUR 5000. Market realities are also shaping disputes, with the devaluation of the national currency being a constantly contentious aspect, according to Korchev, as cases involving contractual price provisions with prices fixed in a foreign currency and the recovery of unjust enrichments receiving conflicting judgments in Russian economic courts. Another worthwhile aspect to mention, Korchev believes, is the Supreme Courts position on the recovery of legal expenses from the losing party. Korchev argues that the Courts are taking a conservative approach with regards to a “long-going discussion, with the courts promoting recovery of legal fees based on the average market rates for services without taking into account ratings or other legal services’ market benchmarks – which, in turn, means there is an added risk for clients of big law firms to get compensated from the losing party.”

    Lastly, Korchev points to the topic of “advocate monopoly” as a particularly important debate, involving the question of whether only “registered advocates” will be allowed to represent clients in court (giving them an effective “monopoly” on the right). Korchev explains that in April 2014, “the State Program of the Russian Federation ‘Justitia’ was enacted by the Government of the Russian Federation. Although the document did not contain specific provisions on the ‘advocate monopoly’ within the Russian legal community, it is considered to precede the enactment of a special law which will prohibit legal professionals who do not have the status of advocate from representing the interests of clients in court.” He adds: “In order to understand the profoundness of the controversy, it is necessary to note that nowadays there are no specific qualifications that need to be met by a representative in court in civil procedure. In the status quo, a legal representative does not even need to have a legal education to represent clients in civil and commercial proceedings in Russia. The proponents of the reform point out that the ‘advocate monopoly’ would improve the quality of legal proceedings as litigators will assist the court. Opponents insist that such ‘monopoly’ would only increase the costs of legal services without bringing any improvements due to low qualification standards set for the advocates nowadays.”

    Serbia

    “Exciting potential in terms of Serbia’s attractiveness”

    PPP is still the hot discussion point in Serbia, according to Marija Bojovic, Partner at Bojovic & Partners. She reports that the country is making real efforts to improve its PPP image, noting that “We amended the laws and are now trying to find consultants for the Belgrade Airport – a really attractive project nowadays due to the expansion of the national carriers – and we’re likely looking at a PPP for it.” In terms of specific legislative updates, Bojovic explained that the aim of the amendments to the PPP legislation was to make it more attractive for all sorts of projects, including some in smaller municipalities where local projects do not require the Finance Ministry’s opinion, creating a decentralized decision-making process. “For example, amendments abandoned the requirements to provide for securities at the signing of the PPP contract as it was stipulated before,” she explained. “They can now be obtained at the closing.” 

    Another trend highlighted by Bojovic is that of Serbia’s increased attractiveness for outsourcing services: “We see more and more companies trying to set up here – and not just call centers but all sorts of shared service centers and product assistance services.” Bojovic explains that one result is the increase in legal work: “we contribute data protection, labor laws, corporate work, tax, regulatory, if the industry warrants it – for us there’s a lot of work on these since they’re usually greenfield-type projects.”

    Also exciting is that there is a high interest in the financial institutions sector in the country. “We have a new law on payment services that allows non-banking institutions to do some forms of financing now,” Bojovic explains. “Serbia is adapting to the EU and all these things that came in CEE a few years ago are now being established in Serbia as well. We still have some obstacles such as data protection and anti-money laundering laws that need to be adapted to fully benefit from the potential,” she concludes, “but the signs are definitely positive.”

    Turkey

    Real estate in the driving seat”

    With its growing young population and consumption trends Turkey continues to be an appetizing market for foreign investors, according to Vefa Resat Moral, Managing Partner of Moral Law Firm. “The most important development for the sector in Turkey last year were the urban renewal projects which have dominated the local real estate sector, particularly in the metropolitan cities such as Istanbul, Ankara, and Izmir,” explains Moral. As a result of this development, “it seems that urban renewal projects will not stay limited to metropolitan cities and will be put into practice throughout Turkey.” He is also buzzing over the huge investments into mass housing and shopping malls in Turkey, and he adds: “The new Regulation on Shopping Malls brings out the principles and procedures which effect shopping malls – which are the key players in the real estate and retailer industry. In line with such sector dynamics, Real Estate Investment Funds seem to be the new investment model.”

    Another more recent development in Turkey that Moral points to is the enactment of the “long-awaited” Personal Data Protection Code. “Having entered into force during the second week of April this year, it mainly implies rights and competence of data subject whose personal data was processed versus liabilities and obligations of data processors by means of administrative authorization,” he explains. With this Code, almost all companies will be required to renew their personal data processing methods and commercial policies and reorganize their operations.

    Ukraine

    “Furthering reforms in Ukraine”

    Privatizations are “definitely at the top of the agenda in Ukraine,” according to Vladimir Sayenko, Partner of Sayenko Kharenko. He points to recent amendments of privatization laws that “remove obstacles to the launching of the long awaited privatization of major state-owned companies.” Specifically, these amendments simplify the procedure, permit the government to engage external advisors for strategic privatizations, and prohibit the participation of certain bidders in the privatization (including those registered in low-tax jurisdictions or “aggressor states,” as well as companies under sanctions and their affiliates). Importantly, according to Sayenko, the law now permits the use of international arbitration in privatization disputes. This is a wise move, as many potential investors “not keen on the prospect of litigating against the Government in a Ukrainian court.” These changes are driven by the State Property Fund of Ukraine, headed by Igor Bilous – a former UBS investment banker “who definitely knows how to sell businesses to foreign investors.”

    Although it’s still early, there’s also quite a bit of discussion around the need to update the legislation governing the operation of limited liability companies, which, Sayenko explains, is the most popular corporate form. The Ukrainian Ministry of Economy is working on a draft law that will introduce wider discretion for shareholders to establish the most appropriate corporate governance rules for private companies, and improve the protection of minority rights, liability of directors, transferability of shares, the proper framework for shareholder agreements, and exit rights. “The approach/spirit in which it is being drafted is also important to keep in mind,” he notes, adding: “The Soviet approach was full of mandatory rules, whereas the new one is a lot more oriented towards a freedom of contract and greater flexibility for the shareholders to decide how to run the company.”

    Another interesting update that Sayenko points to is the long-awaited increase of merger control thresholds that enter into force in May 2016. Coupled with an improvement of nexus requirements, this eliminates most merger filings, which did not have any impact on competition in Ukraine but nonetheless had to be cleared by the Ukrainian Antimonopoly Committee under the old regime. “This is a great relief for multinational companies, which also received an option to report their past violations in the quasi-amnesty procedure to clean up corporate history. Taking into account greater transparency, predictability of fines, and other the practical improvements introduced by the Ukrainian competition agency, the recent reforms in the competition law area can really be viewed as a success story.”

    Thank you!

    We thank the following for sharing their opinions and analysis on the news:

    • Marija Bojovic; Partner; Bojovic & Partners 
    • Agata Jurek-Zbrojska; Counsel; Hogan Lovells 
    • Vyacheslav Korchev; Senior Partner; Integrites
    • Vefa Resat Moral; Managing Partner; Moral Law Firm
    • Zoltan Nadasdy, Budapest Office Managing Partner; Noerr & Partners 
    • Octavian Cazac; Partner; Turcan Cazac
    • Vladimir Sayenko; Partner; Sayenko Kharenko
    • Korab R. Sejdiu, Managing Director; Sejdiu & Qerkini
    • Gints Vilgerts; Partner; Vilgerts
    • Erik Steger, Partner; Wolf Theiss

    This Article was originally published in Issue 3.2 of the CEE Legal Matters Magazine. If you would like to receive a hard copy of the magazine, you can subscribe here.

  • Paksoy Advises the Turkish Treasury on Sukuk Issuance

    Paksoy Advises the Turkish Treasury on Sukuk Issuance

    Paksoy served as local counsel to the Turkish Treasury on its issuance of USD 1 billion lease certificates due 2021 in July 2016. Arnold & Porter LLP acted as international counsel to the Turkish Treasury. Joint Lead Managers were Emirates NBD P.J.S.C., HSBC Bank PLC, and Standard Chartered PLC.

    The issuance is the fourth sharia compliant bond issuance made by the Turkish Treasury in foreign markets after the issuance made in 2012, 2013 and 2014 and bears a profit rate of 4.251%, or 290 basis points over mid-swaps. 

    Paksoy reports that the Sukuk attracted strong demand from investors and was more than four times oversubscribed.  

    Paksoy’s Islamic Finance team was led by Partner Sera Somay, assisted by Associates Pinar Tuzun and Soner Dagli. 

  • Sajic Advises and Mediates on Acquisition and Sale of Motel Internacional in Banja Luka

    Sajic Advises and Mediates on Acquisition and Sale of Motel Internacional in Banja Luka

    The Sajic law firm has advised and mediated in the EUR 1.1 million transfer of ownership of the Motel Internacional in Banja Luka, in Bosnia and Herzegovina, from Internacional Motel a.d. Banja Luka to the Ciambella freight forwarding company.

    Ciambella, which was established in Banja Luka in 1993, describes itself as “one of the leading providers of logistic services in the Republic of Srpska as well as Bosnia and Herzegovina.”

    Internacional Motel a.d. Banja Luka, which was incorporated in 2003 and is also based in Banja Luka, owns and operates a chain of hotels and restaurants. The sale in question involved the main hotel, which, according to Sajic, “is the biggest and the basic property of the company.” Going forward, the firm reports, Ciambella will “use the land for the construction of a new office building which will [provide them] a great advantage compared to other freight forwarding companies.”

    According to a firm press release, “Sajic advised and mediated for both parties and assisted in the purchase and sale — i.e., in the finding of an adequate real estate, in reaching an agreement on the price, terms of the contract, and all other necessary documentation.”

  • Baker & McKenzie Advises ASBUD on Acquisition of Land in Warsaw

    Baker & McKenzie Advises ASBUD on Acquisition of Land in Warsaw

    Baker & McKenzie has advised the ASBUD Group on the acquisition of attractive investment land in Warsaw, located between the Warszawa Gdanska railway and the Arkadia shopping center, from Balmoral Properties. The JF Legal law office advised Balmoral on the deal.

    The ASBUD Group is a development firm specializing in the implementation of residential and office projects which has been operating for 19 years on the Polish real estate market. Its acquisition of the property from Balmoral was made, according to Baker & McKenzie, in order to implement a multi-stage residential investment project, under which about 1,200 apartments will be constructed. According to the plan, the first stage of the project will start in the first quarter of 2017. 

    Such a spectacular acquisition has significantly strengthened our portfolio,” said Raied Tanous, shareholder and Managing Director of the ASBUD Group. “The acquisition of this attractive land will enable us to achieve our strategic objective, which is the leading position on the real estate market. We are now focusing on the implementation of several projects of a similar size in different parts of Warsaw.”

    “This is one of the largest acquisitions of land for housing investment this year,” said Przemyslaw Kucharski, Partner in the Real Estate and Construction Department of Baker & McKenzie, who supervised the firm’s team on the deal. “Which confirms the high position of the ASBUD Group as one of the most active housing developers in Poland with the fastest growing land bank portfolio.”

    Kucharski was assisted by among others, Associate Katarzyna Lawinska.

    Marcin Jakubaszek led the JF Legal team advising Balmoral Properties.

  • The Buzz from Bosnia & Herzegovina: Interview with Aleksandar Sajic of Law Firm Sajic

    The Buzz from Bosnia & Herzegovina: Interview with Aleksandar Sajic of Law Firm Sajic

    New labor laws in both jurisdictions of Bosnia and Herzegovina are keeping lawyers and companies on their toes, according to Aleksandar Sajic, Managing Partner of Law Firm Sajic.

    The Republic of Srbska saw a new Labor Law implemented at the beginning of the year, which also means that the employment community and unions had to agree on a new collective agreement, an exercise which Sajic says has not yet been concluded. As the new labor law cancelled the previous agreement, the jurisdiction is now in an “insecure situation for the companies since there is a new labor law, there is no new collective agreement in place, and every month the Government adopts a new decision to prolong the old agreement for a month.” Sajic adds: “this is naturally a problem since there are huge differences between the old and new law in terms of holidays, working times, employee rights, procedures for canceling agreements, working on a temporary basis, and so on. This, you can imagine, is frustrating for management of companies as they cannot predict what their obligations or rights will be in place in the next month.” This, in turn, affects lawyers, according to Sajic, who comments that: “The biggest problem for us, as consultants, is that our clients want to know not what they need to plan for in the next month, but what to plan for at least until the end of the year.” In other parts of the country, the Labor Law adopted in the summer of last year ended up being nullified by the High Court of the Federation because of some mistakes in its procedure. The new proposal for a Labor Code will hopefully make the lives of companies easier since, as, under the current regime, there are “on paper, very strong, and at times too strong, protections and rights in place for employees — a socialist heritage — which became an obstacle towards attracting new investment.” Sajic explains that “both Governments were aiming to open the door to new investors with the new labor laws since, unfortunately, one of our advantages at the moment is a cheap workforce, but that is not as effective when you are faced with a lot of rights for employees — to such an extent that they are, at times, hard to understand even for companies coming from other former socialist countries like Poland or the Czech Republic.”

    In terms of the legal profession itself, Sajic reports that there is a new regulation on advocacy, which, “for the first time, means there is a new structure within which you can provide legal services: that of a limited liability company.” He adds: “Until now, lawyers could work as solo-practitioners, gatherings of two lawyers, or law firms that had to be organized as general partnerships — meaning full liability of its private individual members.” According to Sajic, the limitation did have its merits: “The reason is related to the relationship we have with our clients — we have a huge and important right to represent our clients, many times in important or potentially expensive cases and I think this type of personal liability incentivizes us to be particularly careful and committed to the better interests of our clients.” In contrast, he points out, “now you can establish an LLC law firm with a 50 cent social capital. This could be useful but I am unsure it is healthy in our profession, especially in the situation of a country like Bosnia and Herzegovina, where we have a lot of legal reforms ahead of us and where we see a lot of problems in our profession that is rather saturated with not all lawyers being particularly concerned with providing a high quality of service.” As to the driving force behind the implementation of the LLC option, Sajic explained that it was primarily pushed through by a couple of lawyers who are leading the professional association, and he added that: “It was not an update that was included in the draft circulated to the national assembly — rather, it was included in the law almost overnight, as far as I know, due to some private interests.” He added that the update also included “a number of problematic articles” (for example, a “sudden” limitation on lawyers dealing with bankruptcy procedures, “introduced without any good reason”) and that a group of lawyers have already initiated a claim with the Constitutional Court contesting the update. 

  • Gessel Advises on Sale of Salmo to Fox International

    Gessel Advises on Sale of Salmo to Fox International

    Gessel has advised Salmo and its owners on the sale of 100% of Salmo shares to the Fox International Group Limited. Fox International was advised by Chajec, Don-Siemion & Zyto on the deal.  

    Gessel describes Salmo as “an iconic and legendary brand of ‘made in Poland’ fishing lures,” and says that “for more than 25 years, Salmo has been producing and distributing its products all over the world and became a global brand in fishing market.”   

    UK-based Fox International is, according to Gessel, “Europe’s largest privately owned fishing tackle company backed by private equity funds Mayfair Equity Partners and Next Wave Partners.”  

    The Gessel team was led by Partner Marcin Macieszczak, supported by Trainee Advocate Bartlomiej Wozniak.   

    Chajec, Don-Siemion & Zyto did not reply to inquiries on the matter.

    Editor’s Note: After this article was published Chajec, Don-Siemion & Zyto informed CEE Legal Matters that its team advising Fox International was coordinated by Partner Maciej Kotlicki, supported by Senior Associate Aleksandra Petrykowska.

  • KSW Counsels Pfeifer Holz Group on Acquisition of Holzindustrie Chanovice

    KSW Counsels Pfeifer Holz Group on Acquisition of Holzindustrie Chanovice

    Kunz Schima Wallentin has advised the Pfeifer Holz Group (headquartererd in Imst, Austria) on its acquisition of the Czech Republic’s Holzindustrie Chanovice s.r.o., a subsidiary of Germany’s Haas Group. The Haas Group was advised by Lumsden and Partner on the acquisition, which remains subject to approval by the antitrust authorities.

    The Pfeifer Holz Group was founded as a small sawmill (in 1948) and remains based in Imst, Austria. It describes itself now as “one of the strongest companies in the European wood industry,” and claims 1500 employees.

    “We are happy to have been given the chance to support Pfeifer Holz Group with this strategically important transaction,” said KSW Partner Peter Kunz, who led his firm’s team on the deal along with Partner Daniel Liemberger. “M&A deals abroad that involve transnational constellations always pose a special challenge. We were able – also with the help of our network – to bring it to a positive conclusion.” The KSW team also included Associate Katrin Chladek.

    The Lumsden and Partner team advising Haas Group was led by Partner Robin Lumsden, supported by Senior Associate Irina Tot.