The rapidly increasing importance of a company’s environmental, social and governance (ESG) performance to its business value, has been a critical trend leading into 2020.
Managing furloughs and layoffs in different countries has always been a challenge for U.S. employers who are often surprised to learn that no-cause layoffs in foreign countries are either illegal or trigger substantial statutory severance requirements.
Though my primary job is to provide legal advice, during the last several months, I have often found myself providing emotional support to my friends in human resources and corporate law departments who have been charged with conducting layoffs or furloughs at their companies. While it is never easy to terminate someone, it is especially hard to terminate long-term, well-performing employees.
On Monday afternoon, President Trump issued his “Proclamation Suspending Entry of Aliens Who Present a Risk to the U.S. Labor Market Following the Coronavirus Outbreak.”
A recent U.S. appeals court decision provides some helpful guidance to employers seeking to avoid the application of foreign laws to their expatriate employees.
During the last month, we have been talking a lot about the legal challenges involved in laying off or furloughing workers in the United States. How do you go about selecting employees?
Until recently, most consumers have given little thought to the supply chains that bring groceries to grocery store shelves. However, in the face of ongoing COVID-19 disruptions, anyone who has made a grocery run for things like chicken or toilet paper has seen the risks facing our supply chains.
Employers around the world are facing similar challenges, dealing with government-mandated shutdowns, school closures, sick and self-isolating employees, homeworking arrangements, and drops in productivity and demand. This post highlights some of the UK-specific developments in employment law.
President Trump’s recent decision to add Nigeria to the restricted travel list not only surprised the Nigerian government, but also many Houston businesses that provide services for the Nigerian oil and gas industry.
Working with foreign employment counsel on a challenging employment issue can sometimes be a frustrating experience, particularly if the advice you receive on a proposed course of action is simply “no, you can’t do that under our law.”
If your business has employees only in the United States, then the answer is probably no. But if you are a multi-national employer, then perhaps it should be.