The old days of "siloed," disparate human resources operations are behind us. These days, like it or not, globally-operating multinational employers must integrate and align an increasingly-large part of their human resources "offerings" regionally and globally.  

But global HR alignment can raise a host of conflicts and questions. For example: Is a U.S.-based multinational credible if it claims a "zero tolerance" policy for discrimination and harassment yet forces mandatory retirement on its employees abroad? Is a global diversity program workable if it imposes U.S. metrics on the very-different workplace demographics overseas? Can a multinational declare English to be its "official company language" and then issue English-language communications and policies worldwide? 

A U.S.-based multinational should never take a U.S.-drafted HR policy or employee handbook and relabel it "international." Launching global employee handbooks, global HR policies, and globally-aligned employment contracts requires carefully "retooling" them for the international environment. 

This session shows multinationals how to draft, and launch, global (and globally-aligned-local) HR policies and employment contracts. Topics include:

 
1.    Global handbook, global HR policy, or global code of conduct? Matching the tool with the business need 
2.    One single global document, dual (U.S. plus rest-of-the-world) documents, or multiple aligned local documents? 
3.    Drafting an international HR policy so it complies with local laws across many jurisdictions 
4.    English as official company language vs. practical and legal requirements for local translations 
5.    Launch logistics: How headquarters can legally impose a headquarters-issued 
       employment policy on overseas workplaces 

Register quickly and easily online to secure your space now. Or, please call 1-800-372-1033 option 6, then sub-menu option 1, and refer to date and title of conference. Lines are open Monday through Friday from 8:00 a.m. to 8:00 p.m. ET, excluding most federal holidays.  

Don't miss this opportunity to hear a lively, dynamic presentation. Not only are Webinars an excellent way for you to stay current; with Bloomberg BNA you also get:

• Quality. Count on it. Nothing is canned.
• Objectivity. Bloomberg BNA provides you with the best and most objective information. Unlike other companies, we don't use our Webinars as a forum to sell outside solutions.
• Affordability. Bloomberg BNA Webinars are inexpensive compared to the cost of travel to attend a conference. Plus, you may use a speakerphone and invite as many of your colleagues as you want to listen in-all for the price of a single registration.
• Convenience. No airlines. No travel. No time out of the office.

In addition, you'll receive:

• Personal attention. Once you've registered, send your questions in advance to rbronson@bna.com and they'll be included in the program. You'll also have a chance to ask your questions during the Webinar.
• Follow-up materials. You need no materials upfront to follow along to our live conference. But Bloomberg BNA always issues a follow up e-mail with contact information for our speakers, as well as other materials related to the topic.
• 1.5 HRCI credits by attending this Webinar. Find out how.  
  

Donald C. Dowling, Jr., White & Case Partner and the Firm’s International Employment Counsel

Donald C. Dowling, Jr.,   a White & Case partner and the Firm’s International Employment Counsel, concentrates his practice on cross-border human resources law issues for multinational employers.   

Don is one of two lawyers in the US ranked in the top tier (“Leading”) in the only competitive ranking of international labor/employment lawyers, London-based PLC Which Lawyer?, and he is ranked by Chambers as one of the top 34 Labor & Employment lawyers in New York. 

Multinationals globalizing their business operations increasingly need to align certain aspects of employment law compliance across borders, and Don has over 15 years of experience managing multiple-jurisdiction employment law compliance initiatives.