The federal government of Mexico is implementing a sanitary alert system—called the “traffic light” system—for gradually reopening activities, including the economy in a safe and durable manner. The reopening will be performed in three phases.
Articles Discussing Employment Issues For Multinational Employers.
On June 10, 2020, the federal government introduced Bill C-17, An Act respecting additional COVID-19 measures, for first reading. If passed in its current form, Bill C-17 would, among other things, make changes to the Canada Emergency Wage Subsidy (CEWS) and the
Conducting business in the Virgin Islands poses unique challenges not often encountered in the states, but also unique opportunities. This 20-part blog series will offer tips for doing business in the U.S. Virgin Islands, covering a broad array of topics affecting employers. Part two of this series addresses required employment
The US Department of Labor and the Ministry of Labor (MOL) of Honduras have put together a program designed to benefit US employers in certain industries and Honduran employees. The agreement was signed in September 2019, and as of January 2020, the details continue to be fine tuned in order to implement this program.
Our European practice, spread across 13 offices in the region’s most robust economies, can provide a single point of contact for clients’ global labor and employment needs. Here we highlight significant labor and employment issues in seven European countries.
In his Employment Issues column, Philip Berkowitz discusses issues surrounding global workplace harassment investigations. Because U.S. anti-harassment policies were engineered for the U.S. at-will employment environment, simply exporting these tools into overseas investigations may cause problems. American companies must consider local law and custom overseas before carrying out an investigation—just as we would expect an overseas-based company to do prior to carrying out an investigation in the United States.
As Brexit negotiations are coming to a head, companies may need to take stock of the current situation and strategize about how to maintain employment of current EU national employees and how to prepare for the post-Brexit landscape.
France’s labor code does not ordinarily consider an employee’s commute as effective working time. When the commute’s length surpasses the usual trip between one’s home and the workplace, however, the employee must be compensated with either time or money. This leaves room for questions regarding employees who are constantly on the move: Is their transit working or rest time? And should it be compensated?
The deadline to comply with the GDPR’s complex and far ranging requirements is rapidly approaching. As your organization races to implement its compliance program before the May 25, 2018 effective date, questions and concerns are likely to arise. While there is no shortage of online guidance on the GDPR, finding answers to your specific questions and concerns, and assuring those answers come from credible sources, can be daunting. But we’re here to help. Below are four resources that make the GDPR more accessible, thereby enabling you to more efficiently and effectively decipher your organization’s obligations.
U.S. organizations that control or process the personal data of European Union residents likely are subject to the EU’s new data protection requirements, the General Data Protection Regulation (GDPR). The GDPR takes effect on May 25, 2018.
For the vast majority of employment relationships around the world, choice-of-law analysis is a non-issue that we rarely ever think about. Obviously (for example), a Paris-resident baker working locally for a French bakery is protected only by French employment law. A Buenos Aires-resident banker working locally for an Argentine bank is protected only by Argentine employment law. And so on. Choice-of-law (also so-called “conflict of laws”) analysis in plain-vanilla domestic employment scenarios is so simple, so intuitive and so uncontroversial that it almost never comes up.
In its recent Grand Chamber judgment,1 the European Court of Human Rights held that employers can monitor an employee’s email only if they provide advance notice. By a vote of 11-6, the Court found that failure to provide such notice constitutes a violation of article 8 of the European Convention on Human Rights, which protects the right to respect for private and family life.2 This is the first time the Court has examined a case concerning the monitoring of an employee’s electronic communication by a private employer.3
Most all major U.S. employers, and many smaller ones, have issued and periodically update employee handbooks—staff guides explaining how the organization’s particular workplace works. U.S. human resources experts almost unanimously recommend handbooks as tools for both running human resources and complying with the law.
The Grand Chamber of the European Court of Human Rights (ECHR) issued its decision in the case of B?rbulescu v. Romania (application no. 61496/08) on September 5, an appeal from a determination by the Romanian courts upholding an employee’s termination for personal use of the employer’s computer system.
With summer holidays over and only eight months remaining in the two-year enforcement grace period, U.S. multinational employers and their European Union (EU) subsidiaries have little time to spare before starting to address compliance with the EU’s General Data Protection Regulation (GDPR or the “Regulation”), the EU’s new data protection framework. By May 25, 2018, the corporate group will need to implement new policies, procedures, and practices to address the GDPR’s many new requirements for handling EU employees’ personal data.