This powerpoint presentation provides tips to in-house counsel on such topics as risk management.
In managing a global workforce, companies need to know varying regional regulations, balance the law with corporate policies, and understand cultural differences and how law and policy can be practically applied. Let this article be your guide to meeting the employment and labor challenges of a multinational company.
While these findings specifically relate to the private sector, our experience suggests that they are also relevant to the public sector and non-governmental organizations, both of which encounter many of the same fraud and corruption issues.
Increased online trading between the United States and Europe has also heightened the need for increased caution in matters of privacy and data protection. And while there are no hard and fast rules about ecommerce between the two unions, the smooth sailing of trans-Atlantic transactions may become a bit bumpy. Enter the EU Safe Harbor as a possible solution.
It’s a connection almost as sacred as any biological bond: the rapport between in-house counsel and clients with global business networks. In the face of litigation, internal documents could be called into evidence and upholding the international sanctity of attorney-client privilege can become knotty. Explore ways to make the law work for you anywhere in the world.
The respondents overwhelmingly question the integrity of their leaders and perhaps with good cause. The survey reveals that many employees would accept fraud and corruption in the work place in order to survive the current economic storm and indeed senior management are even more likely than rank and file to condone activities such as cash bribes and financial statement fraud.
This issue discusses in-house salaries, electronic monitoring in the global workplace, building successful relationships with work councils in Europe, and more.
This issue discusses confidentiality, competitive activity, protected disclosures, and whistleblowing in Europe.
The following article is a primer for the U.S.-trained human resources manager tasked with handling a pan-European reduction in force ("RIF") for an American company. It sets out the key elements of a RIF plan, concisely overviews the European legal landscape, addresses seven key issues concerning collective dismissals in six European countries, and provides country-by-country guidance on those issues. If, for example, you do not want one of your company's directors to land in a French jail because you did not follow the correct procedures concerning the collective dismissal of your company's Avignon-based workers, then this article is for you. The article is certainly not a substitute for personal advice from in-house counsel geared to the particular matter at hand, but should help lay the groundwork for an effective RIF plan.
This article describes the problems that the European Commission's approach to the attorney-client privilege creates and what counsel should do to ameliorate those problems.