A one-size-fits-all American-style approach to EEO compliance does not work globally because American laws on discrimination, harassment and diversity are unique in the world. Internationally, though, discrimination and harassment laws vary widely and in many countries diversity is not an issue. These differences complicate the EEO initiatives that American multinationals would otherwise launch globally.
This toolkit will address the broad scope of global discrimination programs. We will also cover two challenging discrimination subtopics, global age discrimination compliance, and global pay discrimination compliance. In addition, discuss global initiatives for combating workplace harassment. Finally, we will focus on global workplace initiatives regarding diversity.
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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