By John Bostwick,Technical Writer, Higher Education and Non-Profits
Our recent webinar Employment Law: A Tour of the European Union encouraged a lot of discussion. There were several interesting questions from attendees for HSP's employment law experts; here are some of the highlights, and answers.
The Eiffel Tower and other tourist highlights aren’t the only things France is well known for—those who’ve done business in the country or are planning international expansion are likely also familiar with its reputation for strict employment law. Some of basic tenets of French employment law, like five weeks mandatory vacation and a 35-hour maximum work week, are unheard of to U.S.-based employees.
What about French employment law makes employees cheer and employers groan? Learn some of the key benefits provided to employees in France.
Last week’s webinar Employment Law in France: Avoiding Common Pitfalls encouraged a lot of discussion. There were several interesting questions from attendees for HSP's advisory services expert Dafydd Williams; here are some of the highlights, and answers...
Bringing on a contractor may seem like a quick, easy fix to fill an immediate need, but it’s not without risk. Without proper considerations and detailed contractual agreements, you may find that, although you’ve classified your worker as a contractor, the local authorities in country have actually classified him or her as an employee for tax purposes.
How do you avoid this gray area of misclassification? Ensure that you are hiring only true contractors in the first place. Though each country will have specific employment tests, generally speaking, make sure to consider these guidelines for contractors vs. employees.
Last week’s webinar Beyond At-Will: International Employment Best Practices encouraged a lot of discussion.There were several interesting questions from attendees for HSP's human resources expert Chris Davies; here are some of the highlights, and answers.
The old saying goes that the United Kingdom and the United States are just “two countries separated by a common language.” But it’s more than the use of the letter “u” in labo(u)r that distinguishes these two nations.
Similar to the rest of the European Union, U.K. employment law is designed to protect employees, and is very different than those that exist in the U.S. When first considering international expansion to the U.K., here are some of the employment differences that businesses need to keep in mind.
Most startup businesses are faced with the challenge of making the most efficient use of every dollar of their financing. As a result, creative cost-cutting measures are essential to increase available working capital.
For the unwary employer, however, cutting the wrong corners can be financially disastrous and may crush the life out of a new venture with enormous penalties, possible double damages, expensive litigation and potential individual liability for officers and directors. What follows are four costly employment mistakes companies can make, and how to avoid them.
For those unfamiliar with doing business in France, the process of hiring employees is often challenging. A highly regulated employer/employee relationship, with legislation offering favoring the interests of the employee, can make things complicated for a business planning an international expansion.