Most every country imposes wage/hour laws that regulate minimum wages and overtime pay as well as (in most countries) holiday pay, vacation pay, rest breaks and total hours worked. Usually these wage/hour laws reach not only locally hired staff but also inbound expatriates whose places of employment have become the host country. But the analysis as to which wage/hour laws apply gets murky as to business travelers and temporary guest workers—staff whose regular place of employment remains the home country but who spend time working abroad. Whose wage/hour laws apply to travelers working temporarily overseas? This question is important in the United States, where wage/hour law compliance gets a lot of scrutiny and class actions under the Fair Labor Standards Act [FLSA] pose a real threat.
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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