Ten Good Reasons To Join The Federation
Every multinational enterprise must ensure legal compliance and achieve labour market competitiveness in the countries where they operate – or plan to operate – and cannot afford to rely entirely upon local advice. This is especially true in the field of employment. The Federation of International Employers (FedEE Global) offers its corporate members:
1. Great Value for Money: Annual membership for up to 15 users is just 1295 euros (around $US 1435). That is 87 euros/ $96 per user in a larger employer. For most companies there is also no value added tax to pay. We offer substantial savings on conventional legal costs, with an option to achieve tailored solutions at a reduced cost.
2. Worldwide remit: Guidance on over 60 jurisdictions is available online and via our legal helpline.
3. Speed: There is no longer a need to wait for your lawyer to call back. Enquiries to our legal helpline are just one call away and are normally answered immediately during normal office hours.
4. Depth: Our multilingual and legally qualified researchers can consult sources not accessible to others.
5. Communication: FedEE operates a clear, jargon-free house style.
6. Reliability: We make every effort to verify data from multiple sources and only report what is of practical value to members. We have been operating for almost three decades – far longer than any other support organisation of our kind.
7. Expertise: FedEE research is backed-up by top professional law and accountancy firms around the world – principally through Baker & McKenzie, Multilaw and TGS Global. We also have in-house expertise in a wide range of fields such as employment law, data protection law, salary administration, statistics and HR.
8. Networking: Members meet up at FedEE briefings, conferences, seminars, round tables and Fellowship meetings, In addition, we operate butN – our own social networking community.
9. Professional development: The FedEE/Baker & McKenzie Employment Law Programme brings members up to speed on legislation in different jurisdictions and regular video-conferences cover important subjects often neglected by other bodies.
10. Integrated package: No other organization offers in one place such a comprehensive range of HR data 24/7 on a constantly updated basis, coupled with one-to-one support at a fraction the cost of international law firms and a highly competitively priced option to commission customised research and consultancy services.
Here are some examples of our tailored services to FedEE Members.
Case Study 1: Reliability of data
The research process began when one of our regular news sources announced that Switzerland’s Federal Council had agreed a resolution concerning the taxation of high worth foreign nationals with property in the country. Believing that this may affect senior executives in multinational enterprises we decided to report the development.
Our research team sought to qualify the source news item, but the author of the source article had not been clear about when the resolution had been issued or where they had obtained the data. Few other news outlets had reported the decision and those that did provided very few additional details. In fact, one source even referred to a legislative announcement from the 1970s as if it were a recent event.
A direct search of Switzerland’s Federal Council and Chancellery’s German language press releases was conducted and we constructed a timeline of prior decisions and outcomes. But the decision we sought did not appear in either institution’s archives. Nevertheless a reference number for the initiative itself was at last discovered. Using this reference we were then able to uncover the official resolution document.
Because we had developed a holistic picture of the initiative’s status throughout the course of the research and had the capability to search in another language, it was possible to present to our members a clearer and carefully verified summary of the decision and its significance.
Case study 2 : Employee appraisals
A Member contacted us with a query regarding employee appraisals in France. They had been told by a colleague that there were particular restrictions in this area and wanted clarification as to whether what they had been told was correct.
Initial research led to an English-language article about a recent French Supreme Court case on this matter – presumably the case which had influenced this colleague’s advice. In order to fully understand the conclusions of the case, and to be able to accurately report back to our Member the significance of the ruling, our legal researcher (a French-speaker) used the information of the case as detailed in the English news item to find the original case report in French. A thorough examination of the judgment allowed us to gain a clear understanding of the case and its impact on existing statutory law and practice.
We were then able to detail the particular facts of the case and the significance of the judgment to our Member, including information on what the judges’ conclusions had been, whilst highlighting potential problems and gray areas. To complete our advice we outlined the other statutory rules and restrictions applicable to employee appraisals in France, with reference to guidelines in French and English — cross-referenced with the original French legislation — to ensure our Member understood the current law applicable to this complex area.
Case study 3: Holiday carryover
We received a telephone call from a Member who told us they had received conflicting advice from several lawyers and their local management on employee entitlement to carry over untaken annual leave to the following year. We were able to explain immediately that this conflicting advice is likely due to the inconsistent wording of the Italian Constitution and other statutory provisions on the matter. We explained the legal situation and followed up the conversation with an email offering a detailed explanation of the relevant laws and how they affect the carry-over of annual leave in practice.
Case study 4: Public holiday provision.
One of our Members contacted us with a query regarding public holidays in Spain. They wanted to establish whether their company had to honour all 17 public holidays (including both national and regional holidays) that they had counted for the areas in which they operate. The system of public holidays in Spain is complex, but we were able to explain the way they are derived in simple terms and provide holiday dates for the current year in respect to each area where they operated.