Top 5 Reasons Global Employers Get Sued (and How to Avoid Them)
On-Demand
45 min
Employment-related lawsuits are on the rise around the world.
While not every claim is avoidable, employers can reduce litigation risk by understanding the top reasons they could get sued by their international employees.
In this session, DLA Piper and Rippling's international employment law experts will highlight common reasons and discuss what businesses can do to prevent lawsuits in the countries in which they operate.
Rio Gonzalez
International Employment Associate, DLA Piper
Jose Irias
International Employment Associate, DLA Piper
Caroline Esser
EOR & PEO Assistant General Counsel, Rippling
In this session, learn how to avoid lawsuits stemming from:
Mistakes during the hiring process
Non-compliance with wage and hour requirements
Improper handling of discrimination, harassment, and pay equity
Management of unions / works councils / collective labor relations
Terminations / reductions in force
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Top 5 Reasons Global Employers Get Sued (and How to Avoid Them)
Speakers
Key Takeaways
01
While hiring international contractors is becoming increasingly popular, employers face numerous risks:
- Misclassification of workers: leads to claims for back wages, overtime, and benefits resulting in legal and financial risks. - Hiring compliance issues: background checks and pre-employment questions must comply with local laws to avoid discrimination claims - some countries limit the data you can utilize and require employee consent. - Employment documents:using US employment agreements globally can be ineffective. Local compliance and cultural appropriateness are essential.
02
The core best practices when hiring & onboarding international contractors:
- Localize your process:ensure background checks, pre-employment questions don’t violate local laws and privacy laws that may lead to discrimination claims. - Adjust contracts for new geographies:use locally compliant and culturally appropriate agreements to ensure legal enforceability and talent retention. - Robust awareness & compliance with local laws:ensure you are aware of local employment laws (wage, hour regulations, termination protections) and have clear procedures for addressing any claims.