Despite two blockbusters in world cinemas competing in all possible categories of earnings and viewership, it seems that the main topic in the film industry of Hollywood this summer is a strike!
These days, 100 days have passed since the start of the screenwriters’ strike in Hollywood, which was joined by the actors on July 14.
Two powerful unions – screenwriters (WGA) and actors (SAG AFTRA) are joining forces in a strike that we can certainly call historic. In fact, for the first time since 1960, two branches of the Hollywood industry are claiming their rights simultaneously.
Unions claim that film and television producers (including Netflix, Amazon, Apple, Disney/ABC/FOX, Paramount, Warner Bros, Sony, etc.) are trying to keep all immense earnings for themselves by eliminating the work of actors and writers.
While there are several union demands, the main ones relate to higher residual fees and fairer use of artificial intelligence (AI) in the filmmaking process.
Unions demand the controlled use of artificial intelligence (hereinafter: AI) previously approved by authors and actors, and that it be used only as a tool for research and facilitating the process of creating a work – and not as a substitute for the creativity inherent in humans.
Concerns about the use of AI in the creative industries have become a global hot topic. On 20th of July 2023 11 organizations for the collective exercise of copyright and related rights around the world (whose members are also related organizations in Serbia) sent an open letter to the makers of AI policies, in which they demand the protection of creative rights.
The impact of AI on all spheres of society, including art and creativity, is becoming an increasingly important topic every day, and legal regulation is almost non-existent. On 14th of June 2023 The European Parliament adopted a draft of the first legally binding act that regulates the issue of artificial intelligence (AI Act), which could enter into force at the beginning of 2025. So, currently, there is no legal framework under which the application and use of AI would be limited in the creative industry.
The topic of using AI is directly related to another, perhaps even more important, requirement of screenwriters and actors – higher residual fees, i.e. fees paid to authors and holders of related rights for derived exploitations of their works such as broadcasting, rebroadcasting, streaming, but also using AI. Although actors complain about the fact that these fees are getting smaller, a significant issue is again the collection of this fee for use by AI, and as the actors state, the space is currently freed up for them to be hired for one day of filming, and for their character then to be used by AI for the rest of the movie.
Residual fees are certainly an issue of audio and AV artists’ struggle for a fair place in the world of technology. Collective collection, as the only realistic option for collection from online platforms, is implemented in very few countries at all, and even where it is collected, it is negligible compared to the profits that these acts bring. AI threatens to upset that balance even more, especially bearing in mind that according to current intellectual property regulations, a work created with the help of an AI generator does not constitute an author’s work (nor an interpretation) and, as such, can be freely used.
Despite claims by Hollywood production companies that artists will not be replaced – it seems more than certain that AI will replace many traditional ways of film making, and faster than anyone probably realizes. It seems that artists are already fighting no longer against technology but for their rightful place in the world of technological innovation.
Vujinovic & Partners actively participates in the processes of amending regulations and projects aimed at improving the rights of film and other artists in Serbia. We remain true to these principles and hope to establish a fair balance between technology and art.
Filmski umetnici vs AI – 100 dana štrajkaI pored dva blokbastera u svetskim bioskopima koji se takmiče u svim mogućim kategorijama zarade i gledanosti, čini se da je glavna tema u filmskoj industriji Holivuda ovog leta – štrajk!
Ovih dana se navršilo 100 dana od početka štrajka scenarista u Holivudu kojima su se 14. jula pridružili i glumci.
Dva moćna sindikata – scenarista (WGA) i glumaca (SAG AFTRA), udružuju snage u štrajku koji sasvim izvesno možemo nazvati istorijskim. Zapravo, prvi put od 1960. godine dve grane industrije Holivuda zahtevaju svoja prava istovremeno.
Sindikati tvrde da filmski i televizijski proizvođači (među kojima i Netflix, Amazon, Apple, Disney/ABC/FOX, Paramount, Warner Bros, Sony i dr) pokušavajući da sve basnoslovne zarade zadrže za sebe eliminišući rad glumaca i pisaca.
Iako ima više zahteva sindikata, oni glavni se odnose na veće rezidualne naknade i pravičniju upotrebu veštačke inteligencije (AI) u procesu pravljenja filmskih dela.
Sindikati zahtevaju kontrolisanu i pre svega prethodno od autora i glumaca odobrenu upotrebu veštačke inteligencije (u daljem tekstu: AI) te da ista bude korišćena samo kao alatka za istraživanje i olakšavanje procesa stvaranja dela – a ne zamena za kreativnost koja je svojstvena čoveku.
Zabrinutost u vezi sa upotrebom AI u kreativnoj industriji je postala globalna goruća tema. Dana 20.07.2023. godine 11 organizacija za kolektivno ostvarivanje autorskih i srodnih prava širom sveta (čiji su članovi i srodne organizacije u Srbiji) je poslalo otvoreno pismo donosiocima AI politika, u kojem zahtevaju zaštitu kreativnih prava.
Uticaj AI na sve sfere društva, pa i na umetnost i kreativnost iz dana u dan postaje sve značajnija tema, a pravna regulativa skoro da ne postoji. Evropski parlament je 14.06.2023. godine doneo nacrt prvog pravno obavezujučeg akta koji reguliše pitanje veštačke inteligencije (AI Act), koji bi mogao da stupi na snagu početkom 2025. godine. Dakle, trenutno, nema pravnog okvira pod kojim bi se primena i upotreba AI ograničila u kreativnoj industriji.
Uz temu upotrebe AI direktno se vezuje i druga možda i bitnija stavka zahteva scenarista i glumaca – veće rezidualne naknade tj. naknade koje se plaćaju autorima i nosiocima srodnih prava za izvedena iskorišćavanja njihovih dela kao što su emitovanja, reemitovanja, strimovanja, ali i korišćenja pomoću AI. Iako se glumci žale na činjenicu da su ove naknde sve manje, značajno pitanje opet predstavlja naplata ove naknade za korišćenje pomoću AI, te kako glumci navode trenutno je oslobođen prostor da budu angažovani za jedan dan snimanja, a da se njihov lik nakon toga koristi pomoću AI za ostatak filmskog dela.
Rezidualne naknade svakako predstavljaju pitanje borbe audio i AV umetnika za pravično mesto u svetu tehnologije. Kolektivna naplata, kao jedina realna opcija naplate od online platformi se u jako malo zemalja uopšte sprovodi, a i tamo gde se naplaćuje je zanemariva u odnosu na profite koje ta dela donose. AI preti da taj balans još više naruši, posebno imajući u vidu da u skladu sa trenutnom regulativom intelektualne svojine delo nastalo uz pomoć AI generatora ne predstavlja autorsko delo (niti interpretaciju) i da se, kao takvo, može slobodno koristiti.
I pored navoda producentskih kuća u Holivudu da umetnici neće biti zamenjeni – čini se da je više nego izvesno da će AI zameniti mnoge tradicionalne načine snimanja filmova i to brže nego što verovatno iko pretpostavlja. Čini se da se umetnici već sada više ne bore protiv tehnologije već za svoje pravično mesto u svetu tehnoloških inovacija.
Vujinović & Partners aktivno učestvuje u procesima izmene regulative i projektima koji za cilj imaju unapređenje prava filmskih i drugih umetnika u Srbiji. Ostajemo verni ovim principima i nadamo se uspostavljanju pravičnog balansa između tehnologije i umetnosti.
Easier Data Transfer To The US: Adequacy Decision For EU-U.S. Data Privacy Framework AdoptedWe have already written that the European Commission has initiated the procedure of adopting a decision that would determine the adequate level of protection of personal data in the USA, which would enable significantly easier transfer of data from Serbia and the EU to USA. This marked the beginning of an end to the chaos which was created after the EU-US Privacy Shield (the agreement that represented the legal framework for the transfer of personal data from the European Union to the United States of America) was invalidated by the Court of Justice of the EU in 2020, which further created a huge problem for companies doing business with the United States, causing a significant difficulty in the process of transferring data from Europe to the United States.
On July 10th 2023, the European Commission adopted an EU-US adequacy decision, establishing an adequate level of personal data protection in the US in accordance with the new EU-US Data Privacy Framework (hereinafter: the Framework).
A press release published by the European Commission said that the “EU-US Data Privacy Framework introduces new binding safeguards to address all the concerns raised by the Court of Justice of the EU, including limiting access to EU data by US intelligence services to what is necessary and proportionate and establishing a Data Protection Review Court.”
According to a similar system as it was regulated in previous frameworks, an adequate level of protection is not implied for all companies in the USA, but only for those that pass the certification process before the competent body in the USA (U.S. Department of Commerce). Already certified organizations will have to update their privacy policies and comply with the new Framework, and the competent authority will maintain a list of certified companies that can receive data based on the Framework, from the date of listing.
The aforementioned Framework is also applicable to companies in Serbia, in accordance with domestic regulations, and the future sending of personal data to the USA will be much easier compared to the previous system, which involved the transfer of data based on Standard Contractual Clauses that have significant restrictions (especially with regards to specific transfers and with regards to further obligations of the transferor to ensure adequate processing conditions) or data transfer in “special situations” which was certainly an exception and was applied very restrictively.
From experience with previous frameworks, we can expect legal challenges in this case as well. Certainly, the main evaluation of the new Framework will most likely be given again by the Court of Justice of the EU. In any case, these current circumstances allow companies to take advantage in a smart way and reap multiple benefits from it.
Olakšan prenos podataka u US: Usvojen EU – US Okvir o prenosu podatakaPisali smo već da je Evropska komisija pokrenula postupak usvajanja odluke kojom bi se utvrdio adekvatni nivo zaštite podataka o ličnosti u SAD, a što bi omogućilo značajno olakšan prenos podataka iz Srbije i EU ka Americi. Ovo je predstavljalo početak okončanja haosa koji je nastao nakon što je 2020. godine Presudom Suda Pravde EU stavljen van snage EU-US Privacy Shield,
(sporazum koji je predstavljao pravni okvir za prenos podataka o ličnosti iz Evropske Unije u Sjedinjene Američke Države) što je napravilo ogroman problem kompanijama koje posluju sa SAD izazivajući značajno otežavanje procesa prenosa podataka iz Evrope u SAD.
Evropska komisija je 10. jula 2023. godine usvojila odluku kojom se utvrđuje adekvatan nivo zaštite podataka o ličnosti u SAD u skladu sa novim Okvirom zaštite podataka između EU i SAD (u daljem tekstu: Okvir).
U saopštenju za javnost koje je objavila Evropska komisija kaže se da „Okvir privatnosti podataka EU-SAD uvodi nove obavezujuće zaštitne mere za rešavanje svih zabrinutosti koje je izneo Evropski sud pravde, uključujući ograničavanje pristupa podacima EU od strane američkih obaveštajnih službi na ono što je neophodno i proporcionalno i uspostavljanje Suda za reviziju zaštite podataka“.
Po sličnom sistemu kako je to i prethodnim okvirima bilo regulisano, adekvatan nivo zaštite nije podrazumevajući za sve kompanije u SAD, već samo za one koje prođu proces sertifikacije pred nadležnim telom u SAD (U.S. Department of Commerce). Već sertifikovane organizacije će morati da ažuriraju svoje politike privatnosti i usklade se sa novim Okvirom, a nadležno telo će voditi listu sertifikovanih kompanija koje mogu da primaju podatke na osnovu Okvira, od datuma stavljanja na listu.
Navedeni Okvir je primenjiv i na kompanije u Srbiji, u skladu sa domaćom regulativom, te će buduće slanje podataka o ličnosti u SAD biti znatno olakšano u odnosu na dosadašnji sistem koji je podrazumevao prenos podataka na osnovu Standardnih ugovornih klauzula koje imaju značajna ograničenja (posebno u pogledu specifičnih prenosa i u pogledu daljih obaveza prenosioca da obezbedi adekvatne uslove obrade) ili prenos podataka u „posebnim situacijama“ što je svakako bilo izuzetak i primenjivo vrlo restriktivno.
Iz iskustva sa prethodnim okvirima, možemo očekivati pravne izazove i u ovom slučaju. Svakako će glavnu ocenu novog Okvira, najverovatnije ponovo dati Sud pravde EU. U svakom slučaju, ovo su trenutno okolnosti koje kompanije mogu iskoristiti na pametan način i iz nje izvući višestruke koristi.
Employee benefits – employees’ stimulationThe need for the development of the capital market, as well as the growing demand for qualified human resources, contributed to the introduction and development of the institute, which, with the amendments to the Company Law of the Republic of Serbia in 2019, introduced a new opportunity to stimulate employees in the form of acquiring shares in a limited liability company in which they are employed or a related company.
Previously, this possibility was possible for joint-stock companies, and the introduction of this option for LLC also opened the door to a significantly wider use of the institute in question.
Although it seems that the capital market is still not sufficiently developed, and that it is still the leading trend to stimulate employees through monetary awards and bonuses, the interest of companies in rewarding employees through the acquisition of shares is growing, and a number of companies have already used this option.
IT companies, start-up and scale-up companies, and international corporations that operate in the Republic of Serbia through affiliated parties registered in our country currently have primacy in this kind of venture on the market.
What is reflected in the right to acquire a share
The right to acquire a share is a financial instrument that allows an employee to acquire a share at a certain price or free of charge on a certain day (maturity day), which is determined by the employer. By freely determining the date of acquisition, the employer is practically given the opportunity to determine this term in accordance with his own projection of the work and advancement of the employees, thus additionally “tying” the employee to the company. When it comes to the price at which the employee will acquire shares at the end of the maturity period, it is also left to the discretion of the employer, and formally it can amount to one dinar or the acquisition can be free of charge.
Upon payment of the price by the employee, the financial instrument is printed from the Central Securities Depository and Clearing House, and the employee is registered as a member of the company in the Business Registers Agency in accordance with the acquired share.
Who can be offered an option to acquire a share
Although the said institute is used in practice primarily to stimulate the company’s employees, the law does not limit the circle of persons to whom this financial instrument applies, so in practice we have certain cases, which also refer to the stimulation of external associates, directors who are not employed, and partners of the company. Also, such a broad possibility of granting a financial instrument allows it to be granted to employees in affiliated companies, for example, an employee may have the option of acquiring a share in the parent company even though he is formally employed in a subsidiary company. When it comes to determining the exact scope and structure of persons to whom the company will grant the right to acquire a share, the laws do not expressly regulate this issue, but certain principles of labour law must be respected, which, among other things, refer to the prohibition of discrimination against employees, as well as the rules on compliance principle of equal pay for the same work or work of the same value.
Reserved own share
For the purposes of realizing a financial instrument, a company acquires a share, legally defined as a reserved own share, from a member of the company free of charge. The disposal of the reserved own share is limited and the same cannot be pledged. Additionally, although the Company Law provides that a company may have more reserved shares, the percentage of participation of all reserved shares cannot exceed 40% of the total share capital of the company, nor can a reserved share be formed from shares of the company, which are not fully paid up, i.e. entered into.
After the formation of the reserved own share of the company by passing the decision of the assembly of the company by a two-thirds majority of the votes of the members of the company out of the total number of votes of the members of the company, the reserved own share is registered with the Business Registers Agency.
On the basis of the reserved own share, the company can grant, i.e. issue a financial instrument – the right to acquire a share to its employees, which share the employee can acquire under pre-agreed conditions and price, according to a procedure that is regulated in detail by the provisions of the Company Law on Business Companies and the Law on the Capital Market.
The thus acquired right to acquire a share, previously registered in the Central Securities Depository and Clearing House, cannot be pledged by employees, nor can it be inherited, which additionally speaks of the “personal” nature of this institute, which aims to stimulate a certain person – most often employee of the company, and not to allow the uncontrolled dispersion of the ownership structure of the company.
Tax aspects
The acquisition of shares by employees is exempt from taxation, i.e. there is no obligation to pay salary tax or to pay salary contributions. This obligation, however, is activated in the event that the employee disposes of the acquired shares within 2 years, if the employer or a person related to the employer buys the shares from the employee at any time, as well as if the contractual relationship between the employee and the employer is terminated before the expiration of 2 years from the date of acquisition of shares.
If the shares are acquired by a person who is not an employee, there is no tax exemption, but rather the acquisition of shares is treated as other income. Additionally, any burdensome disposition of the acquired share would be taxed as a capital gain. The basis for taxation is the difference between the sale price of shares and the price at which they were acquired, and the tax rate is 15%.
Tendencies
This business model is part of the modern tendency of employers to change the traditional business model in which the employer and the employee are two strictly separate parties. The benefits in question are mainly reserved for top management, i.e. for persons who are high on the employee hierarchy or have a decisive influence on the business success of the company. Companies that apply this model claim that it contributes to a better relationship between employers and employees, and that employees feel like part of the company they work for and observe its work and potential for progress from a different perspective.
On the other hand, start-up companies see here a good way of a certain type of compensation for employees who need to decisively contribute to the development of the company itself in a certain period, without initial highly gratifying financial satisfaction.
The financial instrument in question is currently mostly represented in IT companies, as well as companies with US capital. There is an increase in the interest of European and domestic companies, first of all, to take advantage of this model, but it seems that this decision is still related to systems originating from countries with a highly developed capital market or to enthusiastic beginners. Regulation of the capital market in Serbia would certainly significantly contribute to the representation of this financial instrument, so it remains for time to define how useful the instrument in question will prove to be in the efficient management of human resources and the realization of the company’s goals.
Potreba za razvojem tržišta kapitala kao i rastuća potražnja za kvalifikovanim ljudskim resursima, doprineli su uvođenju i razvoju instituta kojim je izmenama Zakona o privrednim društvima Republike Srbije 2019. godine, na našem tržištu uvedena nova mogućnost stimulisanja zaposlenih u vidu sticanja udela u društvu sa ograničenom odgovornošću u kome su zaposleni ili povezanom društvu. Ranije je ova mogućnost bila moguća za akcionarska društva, te je uvođenje ovakve opcije i za doo otvorilo vrata značajno široj upotrebi predmetnog instituta.
Iako se čini da tržište kapitala još uvek nije dovoljno razvijeno, te da je i dalje vodeći trend da se zaposleni stimulišu kroz novčane nagrade i bonuse, zainteresovanost kompanija za nagrađivanje zaposlenih putem sticanja udela raste, a određeni broj kompanija je već i iskoristio ovu opciju.
Primat u ovakvom poduhvatu na tržištu trenutno imaju IT kompanije, start up i scale up kompanije, te međunarodne korporacije koje posluju u Republici Srbiji putem povezanih lica, registrovanih u našoj zemlji.
U čemu se ogleda pravo na sticanje udela
Pravo na sticanje udela predstavlja finansijski instrument koji omogućava zaposlenom da određenog dana (dana dospeća), a koji određuje poslodavac, stekne udeo po određenoj ceni ili bez naknade. Slobodnim određivanjem dana sticanja, poslodavcu se praktično ostavlja mogućnost da ovaj rok odredi u skladu sa sopstvenom projekcijom rada i napredovanja zaposlenih „vezujući“ na taj način dodatno zaposlenog za društvo. Kada je u pitanju cena po kojoj će zaposleni steći udele istekom roka dospeća, ista je takođe ostavljena slobodnoj proceni poslodavca, te formalno ona može iznositi i jedan dinar ili sticanje može biti bez naknade.
Uplatom cene od strane zaposlenog, finansijski instrument se ispisuje iz Centralnog registra depoa i kliringa hartija od vrednosti, a zaposleni se registruje kao član društva u Agenciji za privredne registre, shodno stečenom udelu.
Kome se može ponuditi opcija za sticanje udela
Iako se navedeni institut koristi u praksi pre svega za stimulisanje zaposlenih društva, zakonom nije ograničen krug lica na koje se odnosi ovaj finansijski instrument, tako da u praksi imamo pojedine slučajeve, koji se odnose i na stimulacije spoljnih saradnika, direktora koji nije zaposlen, te partnera društva. Takođe, ovako široko postavljena mogućnost dodele finansijskog instrumenta omogućava i da se isti dodeli zaposlenima u povezanim društvima, te primera radi zaposleni može imati opciju sticanja udela u matičnoj kompaniji iako je formalno zaposlen u ćerci firmi.
Kada je u pitanju određivanje tačnog obima i strukture lica kojima će kompanija omogućiti pravo na sticanje udela, zakoni ovo pitanje ne regulišu izričito, ali se moraju poštovati određeni radnopravni principi, koji se između ostalog odnose i na zabranu diskriminacije zaposlenih, kao i pravila na poštovanje principa jednake zarade za isti rad ili rad iste vrednosti.
Rezervisani sopstveni udeo
Za potrebe realizacije finansijskog instrumenta, privredno društvo besteretno stiče od člana društva udeo, zakonski definisan kao rezervisani sopstveni udeo. Raspolaganje rezervisanim sopstvenim udelom je ograničeno i isto se ne može zalagati.
Dodatno, iako Zakon o privrednim društvima predviđa da društvo može imati više rezervisanih udela, procenat učešća svih rezervisanih udela ne može premašivati 40% od ukupnog osnovnog kapitala društva, niti se rezervisani udeo može formirati od udela društva, koji nije u celosti uplaćen, odnosno unet.
Nakon formiranja rezervisanog sopstvenog udela društva donošenjem odluke skupštine društva dvotrećinskom većinom glasova članova društva od ukupnog broja glasova članova društva, rezervisani sopstveni udeo se registruje pri Agenciji za privredne registre.
Po osnovu rezervisanog sopstvenog udela, društvo može dodeliti, odnosno emitovati finansijski instrument – pravo na sticanje udela svojim zaposlenima, koji udeo zaposleni može steći pod unapred dogovorenim uslovima i ceni, po proceduri koja je detaljno regulisana odredbama Zakona o privrednim društvima i Zakona o tržištu kapitala.
Tako stečeno pravo na sticanje udela, prethodno upisano u Centralni registar depo i kliring hartija od vrednosti, zaposleni ne mogu zalagati, niti se isto može nasleđivati, što dodatno govori o „ličnoj“ prirodi ovog instituta, koji ima za cilj stimulisanje određenog lica – najčešće zaposlenog društva, a ne nekontrolisanu disperziju vlasničke strukture društva.
Poreski aspekti
Sticanje udela od strane zaposlenih je izuzeto od oporezivanja tj. obaveze plaćanja poreza na zarade kao i plaćanja doprinosa na zarade. Ova obaveza se, međutim, aktivira u slučaju da zaposleni otuđi stečene udele u roku od 2 godine, ukoliko poslodavac ili povezano lice sa poslodavcem otkupi udele od zaposlenog u bilo kom trenutku, kao i ukoliko se ugovorni odnos između zaposlenog i poslodavca raskine pre isteka 2 godine od dana sticanja udela.
Ukoliko udele stiče lice koje nije zaposleni, nema poreskog oslobođenja, već se sticanje udela tretira kao ostali prihod.
Dodatno, svako teretno raspolaganje stečenim udelom bi bilo oporezivano kao kapitalni dobitak. Osnovicu za oporezivanje predstavlja razlika između prodajne cene udela i cene po kojoj su stečeni, a poreska stopa je 15%.
Tendencije
Ovaj model poslovanja predstavlja deo savremenih tendencija poslodavaca da promene tradicionalni model poslovanja u kome su poslodavac i zaposleni dve strogo odvojene strane. Predmetne pogodnosti su uglavnom rezervisane za top menadžment tj. za lica koja su visoko na hijerarhijskoj lestvici zaposlenih ili imaju odlučujući uticaj na poslovni uspeh kompanije. Društva koja primenjuju ovaj model tvrde da isti doprinosi boljem odnosu poslodavca i zaposlenih te da se zaposleni osećaju kao deo kompanije za koju rade i iz druge perspektive posmatraju njen rad i potencijale za napredak.
Sa druge strane, start up kompanije ovde vide dobar način određene vrste kompenzacije za zaposlene koji je potrebno da u određenom periodu odlučujuće doprinesu razvoju same kompanije bez početne visoko zadovoljavajuće finansijske satisfakcije.
Predmetni finansijski instrument je trenutno u najvećoj meri zastupljen u IT kompanijama, kao i kompanijama sa US kapitalom. Primećuje se porast zainteresovanosti evropskih i domaćih kompanija pre svega, da iskoriste prednosti ovog modela, ali deluje da je ta odluka i dalje vezana za sisteme potekle iz zemalja sa visokorazvijenim tržištem kapitala ili za entuzijastične početnike. Uređenje tržišta kapitala u Srbiji bi svakako značajno doprinelo zastupljenosti ovog finansijskog instrumenta, te ostaje vremenu da definiše koliko će se predmetni instrument pokazati korisnim u efikasnom upravljanju ljudskim resursima i realizaciji ciljeva kompanije.
Izazovi u poslovanju postaju lakši, kada vidite zadovoljstvo klijenata, koje je rezultiralo rangiranjem kancelarije od strane vodećeg međunarodnog direktorijum Legal 500.
Legal 500, svake godine sprovodi istraživanje o kvalitetu pruženih usluga iz različitih oblasti prava, analizirajući rad i intervjuišući klijente advokatskih kancelarija. Vujinović & Partners tim specijalizovan za zaštitu intelektualne svojine prepoznat je kao jedan od vodećih u ovoj oblasti u Srbiji.
Ideje, kreativnost, inovacije su vrednosti u koje istinski verujemo i delimo sa našim klijentima. Znajući da smo poziciju na ovoj rang listi ostvarili zahvaljujući radu na zaštiti kreativnog rada naših klijenata, naročito u oblasti filma, televizije i umetnosti čini ovaj rezultat još značajnijim za nas.
Veliko hvala dugujemo svim našim klijentima na poverenju koje nam iz godine u godinu ukazuju, a posebno smo ponosni na rad partnera Nikoline Vujinović koja je na čelu IP tima i naše drage koleginice Vladislave Savić kao eksperta za oblast prava intelektualne svojine, čija je posvećenost prepoznata u istaživanju direktorijuma Legal 500.
Nastavljamo sa ovom dobrom praksom!
Working hard has never been more awarding. Legal 500 ranks Vujinović & Partners as a top tier law firm in IP practice area in Serbia.Challenges in business become easier when you see client satisfaction, which resulted in the ranking of the firm by the leading international directory Legal 500.
Every year, Legal 500 conducts research on the quality of services provided in various areas of law, analyzing the work and interviewing clients of the law firms. The Vujinović & Partners team specializing in intellectual property protection is recognized as one of the leaders in this field in Serbia.
Ideas, creativity and innovation are values we truly believe in and share with our clients. Knowing that we achieved our position on this ranking list thanks to the work on the protection of the creative work of our clients, especially in the field of film, television and art makes this result even more significant for us.
We owe a big thank you to all our clients for the trust they place in us year after year, and we are especially proud of the work of partner Nikolina Vujinović, who heads the IP team, and our dear colleague Vladislava Savić, an expert in the field of intellectual property rights, whose commitment has been recognized in surveying conducted by the Legal 500 directory.
We continue with this good practice!