HSBC, “No More Bid for Korean Bank”

It is reported that Mr. Matthew Deakin, the president of the HSBC Korea, said on last Wednesday that HSBC Holdings Plc had no plan to acquire a local Korean bank for now.  Last year, HSBC walked away from the deal with the Lone Star, a U.S. private equity fund, which provided HSBC the right to buy 51 percent stake of Korea Exchange Bank due to the global financial crisis and continued legal disputes surrounding the 2003 purchase of the bank by Lone Star Funds. (Here is a related previous post)

Things have changed.  The Seoul Central District Court in last November ruled the purchase legal, and as the financial markets are now stabilizing.  But Mr. Deakin, at the press conference which took place for the purpose of introducing the bank’s new Emerging Markets Index, said “right now, we have no interest in any acquisition of Korean banks”.

Here is a related news article.

[Q&A] Employee’s Act of Adultery and Its Legal Implication to the Employer under Korean Law

We’ve been asked about a criminal charge against an adultery under Korean criminal law quite often.  Foreign employees in Korean should be cautious that such an adultery is a crime under Korean law.  Here is a real example of such a case where a foreign officer committed a adultery and the company(employer)’s legal concern made it ask some legal consultations to our law firm regarding the adultery law and criminal law process in Korea.

Q) Mr. XX, who is a head director of our company, committed an adultery and was charged by the Korean prosecutor.  He has confessed his guilty and the prosecutor demanded one year’s imprisonment for his crime to the court.  If the court finalize that Mr. XX is guilty, is that means that Mr. XX will be imprisonment for one year or lesser?

A) Finding guilty does not always mean Mr. XX will be imprisoned.  The Court may SUSPEND the imprisonment for certain years even though Mr. XX is guilty.  The Korean Criminal Act provides that a married person who commits adultery shall be punished by imprisonment for not more than two years.  However, the Act also provides the execution of the sentence for an adultery can be

Chung & Partners Succesfully Represented Renowned U.S company in Policing Intellectual Property in Korea

Recently, Mr. Wonil Chung, a partner at Chung & Partners, has successfully represented NHS, Inc., an internationally-renowned U.S. company which sells skateboards, apparels under various trademarked brand worldwide, in policing their trademark in South Korea.  NHS, Inc. and its Korean distributor had found that counterfeits of SantaCruz, one of the NHS, Inc.’s premium brand, had been made and sold in numerous online shopping mall sites in Korea.  They requested Mr. Wonil Chung to stop them from selling the counterfeits.  Mr. Wonil Chung sent cease and desists letters to the online shopping sites which sold the counterfeits, notifying

Fund Buyers Keep Filing Lawsuits against Fund-Sellers Alleging So-called “Irresponsible Sale”

Recently there can be seen so many lawsuits are being filed against domestic banks with regard to the bank’s irresponsible fund sale.  The Korean fund buyers are alleging the losses in the funds which are still on-going were caused by the fund-sellers’ not informing sufficient information on the risk and possibilities of losses when they put the money to the funds.

As a matter of law, Korean court has ruled that the banks are obliged to inform the customer of the structure of the investment such as fund or option transaction and the risk of possible losses sufficiently when they solicit the customers for investments.  If they neglect that obligation, it constitutes a breach of contract and

Severance Payment or Retirement Pension? When You’re Working for Korean Private School

Recently I got an email question from a foreign teacher in certain Korean private university.  He’s wondering why the university is insisting on retirement pension plan instead of severance payment.

There is an act called Pension for Private Teachers and Staff Act(PPTSA) in Korea, which regulates severance payment issues in private school.  As a matter of law, PPTSA is applied prior to the GWRBA(Guarantee of Workers’ Retirement Benefits Act) and it allows the private schools to set a retirement pension plan for its employees.

With respect to the relationship between the employment contract and the pension plan under PPTSA, Private Universities usually, pursuant to the PPTSA, put the retirement pension clauses, instead of severance payment, in the Rules of Employment(RE) of its own.  As a matter of law, the RE is applied to all the workers in a workplace.  That means, if there exists

Severance Payment Plan & Retirement Pension Plan under Korean Labor Law, and Government’s Proposal to Amend Current Sevrance Payment System

Recently we got a question from a gentleman asking what the exact meaning of the below, an Internet post he’d found:

“It is possible that as of 2011, what was severance pay will be vested in the country’s pension plan. This means that workers (including teachers, etc.) will no longer receive one month’s pay for every year worked at the end of their contract. The legislation is set to discuss/vote on this in 2009.”

He was worrying that he might lose his right of severance payment under Korean law.  But the above article is quite misleading.  The severance payment is the property right of workers.  It can not be vested to anything without workers’ consents.  If the article says the amended law will give the employer or any party but the workers the power to vest the severance payment to country’s pension plan (or whatever) without workers’ consents, it definitely violates

Introduction to the Severance Payment Under Korean Labor Law

We’ve been frequently asked about the Severance Payment under Korean labor law.  Basically, the severance payment is being regulated by the Guarantee of Workers’ Retirement Benefits Act(“GWRBA”), not by Labor Standard Act(“LSA”).  (Some Korean law related sites refer to LSA as it regulates the severance payment issue, but it is wrong)

GWRBA shall be applied to all businesses and workplaces regardless of the number of employees.  GWRBA provides for the minimum amount of severance payment which every employer would be required to pay to a retiring or resigning employee.

Having said the above, it is noted that under GWRBA basically an employee is entitled to receive severance payment at the rate of 30 days’ “average wage” for each “continuous year of service.”

When calculating the amount of “average wage”, base salary and other payments such as overtime payment, position allowance, incentive allowance paid to all employees to