India recently enacted the Sexual Harassment of Women at the Workplace (Prevention, Prohibition and Redressal Act) 2013, which protects all “aggrieved women” in the workplace from unlawful harassment. To be clear, the term “aggrieved women” includes both employees and non-employees. The Act represents a drastic shift in the law that will require all employers with a presence in India to implement the requisite policies and procedures outlined in the statute. Continue Reading
In Liu v. Siemens A.G., No. 13-cv-4385, 2014 WL 3953672 (2d Cir. Aug. 14, 2014), the Second Circuit affirmed that the anti-retaliation provision in Section 922 of Dodd-Frank does not apply extraterritorially. This post examines the Court’s reasoning and the implications of this decision—particularly for multinational employers. For more on this decision, please review our Firm’s client alert. Continue Reading
As originally published on Proskauer’s Whistleblower Defense blog, in the UK, whistleblowing law is based on a statute prohibiting a “worker” being dismissed or subjected to any other detriment because of having made a “protected disclosure”. Until recently, the general view was that the definition of “worker”, and therefore whistleblowing protection, did not extend to partners. There were many reasons for this view, such as the fact that discrimination legislation (which protects partners as well as other workers), is, in contrast to whistleblowing legislation, explicit as to its application to partners. However, this week, a landmark Supreme Court decision, Clyde & Co. LLP v. Van Winkelhof (overturning a decision of the Court of Appeal) held that partners were “workers” and therefore legislation protecting whistleblowers applies to partners in the same way that it applies to employees. This decision has some very significant consequences, especially in the financial and professional services industries where so many individuals are engaged as partners.
To read the blog post in its original entirety, please visit: UK Whistleblower Protection Extended to Partners.
Two Proskauer Labor & Employment partners Allan Bloom and Kathleen McKenna attended the Cambridge Forum’s International Forum on Employment Law held in Surrey, UK on May 14th – 16th, 2014. Practitioners from 26 countries participated, and engaged in a two-day roundtable on various issues of common interest to global employers, including the future of employment law, cross-border data protection, global mobility, labor issues in international mergers and acquisitions, restrictive covenants, and the future of industrial labor relations. The Forum’s Steering Committee welcomes up to 44 legal practitioners from across the globe, each of whom has been selected based on their experience and specialization in International Employment Law. The invitation-only aspect ensures there is a high and common standard of fluency among all participants of the issues to be discussed.
Social media around the world continues to evolve and so does the International Labor and Employment Group at Proskauer. For a third year, Proskauer and its global partners have conducted a survey of multinational businesses to learn how they are dealing with use of this new media in the workplace. Our third annual survey received more than 110 responses from a broad range of businesses, many with a global presence. The results revealed a number of notable findings and developments including:
- nearly 90% of businesses surveyed now use social media for business purposes.
- more than 70% of businesses reported having to take disciplinary action against employees for misuse (compared to 35% in previous years).
Click here to view the results of our survey, including a summary of key employment law issues, best practices and takeaways from around the world that arise as a result of social media use at work.
In the first of our new series of labor and employment updates from around the world, we focus on Germany, where there have been a number of recent and significant developments. With the help of Gleiss Lutz (a firm with offices throughout Germany), we are delighted to provide you with the latest news from Germany.
As so often happens in the aftermath of an election, the new German Government has turned its attention to labor and employment law, and has already announced new and significant legislation. On top of this, there have been some recent important judgments from the Federal Labor Court. Continue Reading
Fabien Ganivet has joined our Paris office as International Counsel and will support our group in all aspects of employment-related criminal law and in relation to management crisis. He advises companies in their risk-analysis procedures and assist them in the contact of litigation or contentious matters before judicial courts and administrative authorities. More general, his expertise encompasses all areas of criminal litigation, white collar defense and press and media law.
Michelle Gyves has joined our New York office as an Associate and focuses her practice on providing strategic advice and counseling to domestic and multinational employers on a wide range of employment law matters. These matters include hiring and termination, compensation and benefits, and global mobility. Michelle also advises employers with regard to labor, employment and benefits issues, and conducts benefits and human resources due diligence, in connection with both domestic and cross-border corporate merger and acquisition transactions. Michelle is a member of the International Law Section of the American Bar Association, International Employment Committee.
In Villanueva v. United States Department of Labor, No. 12-60122, 2014 WL 550817 (5th Cir. Feb. 12, 2014), the Fifth Circuit Court of Appeals held that the petitioner had not engaged in protected activity under Section 806 of the Sarbanes-Oxley Act of 2002 (“SOX”) because he “blew the whistle” on alleged violations of Colombian tax law, not one of the six categories of U.S. law enumerated in the statute. This blog post summarizes the Court’s holding and analyzes the implications for employers. Continue Reading
Erika Collins has joined our New York Office as a partner in our labor and employment department and co-chair of our International Labor and Employment Practice. Erika is recognized as the leading international labor and employment lawyer in the country and has a wealth of experience helping multinational public and private companies manage their global workforces, focusing on the full range of cross-border employment and human resources matters throughout the Americas, Europe, Africa and Asia. She represents U.S. and non-U.S. employers in all aspects of company growth and restructuring, from office openings, executive hiring and workforce expansions to company downsizing. She advises clients on developing global mobility programs, as well as preparing competitive employment packages and agreements that are compliant with local laws. She also regularly conducts multi-country audits of employment laws and practices regarding compliance with data privacy, leave laws, working time, redundancy requirements, fixed-term contracts and outsourcing, among many other issues.
This article is also authored by Valarie H. McPherson
Infosys to pay $34 million as part of settlement with US government for inappropriate use of the B-1 visa
It has never been clear what activities are permitted while traveling to the US as a Business Visitor within the B-1 visa classification. However, Infosys Corporation (“Infosys”) is the first company to feel the wrath of the US government for an alleged systematic abuse of the visa category. Because of this record-breaking settlement and increased scrutiny, travelers to the US and multinational companies must take steps to ensure that business visitors’ actions while in the US fall within the scope of this classification.
Infosys has agreed to pay $34 million dollars in a civil settlement of allegations of visa fraud and abuse with The United States Attorney’s Office for the Eastern District of Texas, The United States Department of State (“DOS”) and the United States Department of Homeland Security (“DHS”). (See: U.S. v. Infosys Limited, Settlement Agreement, 10/30/2013). In addition to the $34 million dollar settlement, Infosys will take specific steps to curb visa fraud and abuse at the company. Continue Reading