International Dismissal Toolkit: Individual Employment Terminations
Firing an employee in the United States can be a challenge. Group firings — reductions-in-force — can be an even bigger challenge. And from the point of view of a multinational headquartered in the United States, overseas individual dismissals and “collective redundancies” can be an intractable challenge.
We often hear the point that “[u]nlike many other…countries, the default presumption in the United States is that employment is “at will,” meaning an employer or employee can terminate the employment relationship for any reason or no reason at all.”
Don concentrates his practice on outbound international employment law as part of the firm’s Global Employer Solutions team. He advises multinational headquarters on cross-border employment law compliance, for example:
+Global codes of conduct, whistleblowers hotlines, employee handbooks, HR policies and workplace safety codes
+International restructurings, reductions-in-force and “change projects”
+International compensation and benefits offerings
+Global HR information systems and data privacy law compliance
+Employment law matters in cross-border mergers, acquisitions and outsourcings
+Globally-aligning individual employment agreements, restrictive covenants and employee intellectual property assignments
+International internal investigations and cross-border HR compliance audits
+Employing staff in new foreign countries and engaging overseas independent contractors
+Cross-border collective representation, overseas works council consultations and cross-border employee representative strategies
+Expatriate structuring, expatriate dismissals and expatriate duty of care
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