This article addresses how a multinational employer’s electronic information systems can comply, worldwide, with old legal rules that presuppose HR documents on paper.
This Annual Report on EEOC Developments—Fiscal Year 2017, our seventh annual Report, is designed as a comprehensive guide to significant EEOC developments over the past fiscal year.
International telecommuters pose special problems beyond the basic logistics of engaging a local telecommuter. How best to employ and payroll a given international telecommuter depends on the specific context or scenario at issue.
While EEO compliance remains an important objective for the employer community, minimizing the risk of facing a harassment claim has become a top priority.
For the vast majority of employment relationships around the world, choice-of-law analysis is a non-issue that we rarely ever think about. But choice-of-employment-law becomes a hot issue in cross-border employment relationships.
In structuring overseas postings, multinationals inevitably struggle with the interplay between expatriate assignment strategy and the legal ramifications of a particular foreign posting.
The baseball pennant races are about to kick off, but not all the action is on the field. Roughly a dozen state legislatures were in session during September, and they considered more than 50 labor and employment bills.
Promulgating a U.S.-style employee handbook internationally can be a viable international HR strategy for some, but by no means all, multinational employers.
This Report addresses how a U.S.-based multinational can expand or improve its EEO (discrimination, harassment, diversity, affirmative action) initiatives outside the United States, regionally or around the world.
