Can you tell me about some trends you have witnessed within labor and employment law in Mexico this past year?
JC: We have a number of things occurring at this point. On one side, we are seeing the union aspect. For example, we are seeing that conflicts, in general in the country, are racing up, so we are seeing more movement from employees around the country in different cities, and that creates problems. It affects businesses, and that’s when we are hired to fight back against unions or to cooperate with unions. But as a trend, something we are seeing
AR: I would say also, talking about the individual conflicts or litigation. At least, what we have seen this year is that there’s an increase of conflicts on that side. For example, it has become even more common that top executives decide to fight a lawsuit toward trial rather than trying to settle, so that’s another thing we have seen.
JC: It used to be that top executives would not commonly file complaints in the past, and now this is becoming quite open. Now whenever there is a conflict with a top executive, there is a claim.
How would you say your firm has dealt with these trends?
JC: We have been fortunate enough because we have been representing a number of clients that have participated in huge union conflicts in the last couple of months, and so that’s the way we’re fully participating in many big union controversies. It’s exactly the same as representing employers litigating cases against top executives. I would say that the trouble with these two aspects is an important piece of our practice, and so we are becoming very specialized in top executive claims and also in union matters.
How do you predict the practice might continue to change in the coming years?
JC: There will be important changes. We are seeing the discussion in Congress, as we just mentioned, regarding important changes in the legislation, and one of the huge changes
AR: It seems that there is an intention from the federal and local governments to motivate and encourage the parties to settle and follow a conciliation process with the real intention to find an out of court settlement. On the other hand, it seems they are going to try to expedite the legal process regarding conflicts, because right now it could take several years, in order to have a final and binding resolution in labor matters, so as Juan Carlos mentioned, there will be a huge change—probably a cultural change, so to speak.
What attributes do you think your firm has that contributed to its recognition as a “Law Firm of the Year”?
JC: It’s very hard to talk about ourselves, especially if you try to talk about good things. It should be talked about by others. But if we were to say something: we believe that our labor and employment practice has gotten to this point because we have been lucky and clever enough to participate in the some of
AR: Another aspect is that we are always trying to create a culture among ourselves, among our lawyers, in order to be very savvy regarding technicalities on the legal side, but also to try to think as entrepreneurs or business lawyers so to speak. So we
Can you tell me about some of those big name cases you worked on and if they had any impact on Mexican policy or law?
JC: Probably the biggest one we handled this year is with an airline. It is open, so I can speak openly about it. It’s Aeromar.
Here there were basically two collective bargaining agreements: one with the
But perhaps one of the real contributions to the country was that this negotiation set a
Is there any other case(s) you would like to talk about, or anything else you’d like to add?
JC: We could probably just add that one of the strengths of our practice is that we represent companies when there is a quarrel between labor