Looking for a refuge from virus-talk overload?
FedEE lets you turn off the clamour and clutter of opportunism and official pronouncements and focus on practical solutions in a business world that, once again, makes sense. We give you tools to use, ideas to apply and a clearer picture of the way ahead.
Employers have been living in uncertainty for far too long. Now we all need an honest picture about where we are going, what are the dangers and realistic options. Keeping the business on track is tough and the road ahead is certainly going to get tougher.
However, those multinationals that put the protection of key skills and ROI first and adapt corporate goals will not only survive, but get stronger. Join forces, join FedEE today.
〠 SHARING THE JOURNEY: FedEE is running a series of E-Meetings to examine, step by step, how companies are approaching a resumption of operations in EMEA and APAC.
〠 WORKPLACE RULES: FedEE has developed its own set of model back to work rules to help companies communicate how they will be tackling the transition period over the first few weeks. These avoid the top heavy and inept guidelines put together by government committees.
Monitoring and compliance
The reason why FedEE has no competitors is because it remains a huge task to track hundreds of thousands of employment-related laws and court cases each year in over 320 national and state jurisdictions around the world.
We can do that because we have over 30 years experience of sifting and interpreting legal sources to ensure compliance, are results orientated, not under conventional commercial pressures and have many of the world’s largest companies providing us with a constant stream of feedback about what issues matter most to HR practitioners.
What only FedEE monitors too, are the glaring gaps and contradictions in the law, and also numerous laws that are still upheld – even though they have lost their legal foundation. Employers, for instance, continue to be prosecuted under French language law, even though it has been ruled against by the European Court of Justice.
Our huge “knowledgebase” provides an essential 24/7 resource to all employers operating across national borders, whilst our Members are kept constantly up to date with changes as they occur. The way our data is presented allows them to immediately select what is useful, whilst our online/telephone helpline gives direct access to our multijurisdictional team – who are able to quickly resolve most legal and HR questions within minutes. Test your compliance level now.
- The United States Attorney General has ordered all US attorney offices to investigate and, if necessary, prosecute any misuse of government funding provided to alleviate the impact of the health crisis on companies.
- UK employers should take note of the Offences Against the Person Act 1861 – as it has been the principal way that those infected by HIV/AIDS have sought damages. Only COVID-19 is much easier to prosecute as it does not involve consent.
- Pawa-hara laws just coming into effect in Japan are going to make life very difficult for conventional employers.
- Do you know the occupational groups given special entry requirements this year under different country points systems?
- Why should employers in Azerbaijan be particulary concerned about making employees who own land redundant?
- What is the position of employees stranded in countries – whose visas have expired?
- What are the HR data retention periods around the World?
- May an employer force an employee to take annual leave?
- How can employers achieve employee pay cuts outside the USA?
- What has the law just done for pregnant women in Chile?
FedEE was founded in June 1988 at a meeting of HR Directors at BP PLC’s Head Office in London.
FedEE offers a range of “must have” services to the individual Multinational employer.
The global economy 2020-2022
We are predicting that global GDP will contract by -16% this year and -19% in 2021. We do not project global economic growth until 2024. However, after a flat year in 2020, growth will return to China, South Korea and Australia in 2021. China is also likely to take the opportunity to make large inroads into global markets, partly through takeovers of leading western brands.
The total loss of jobs across the world has already amounted to 300 million, and we predict it will peak at 450 million by the end of this year. Companies that are receiving wage subsidies, government loans and taking advantage of deferred social security payments will ultimately suffer much more from job cuts than those that act early.
Although there will, no doubt, be a temporary bounce back this Summer in Europe and North America the decline in GDP will become even more pronounced in late Autumn, particularly if there is a recurrence of COVID-19 within the advanced economies. We have yet to see the full extent of the pandemic in SubSaharan Africa and Latin America and here the loss of life could be substantial. The most hard hit economies will be the USA, Italy, Turkey and the UK – the latter also suffering from the impact of Brexit from next year.
The biggest damage to economies in Europe and North America will be through stagflation – the lethal cocktail of hyperinflation and rising unemployment that last appeared in the 1970s. Initially, prices will be held down by low demand for oil, but as oil producing countries cut production this will reverse and compound the inflation caused by weakening currencies, raw material shortages and damaged supply chains.
A FEW PRIORITIES
- Assess your company’s level of employment law compliance.
- Ensure that your HR policies are in line with statute and case law – drawing on FedEE’s knowledgebase to do so.
- Fill policy gaps, where necessary – such as the covering of back to work requirements, developing selection criteria for redundancy, introducing arbitration clauses to deal with all employment disputes and introducing pay cuts, pay freezes and hiring moratoriums.
- Look at corporate liability concerning the transmission of viruses in the workplace and ensure that the company has mitigated any future threats.
- Look beyond the current global crisis to identify new challenges. Have you developed a HR Recovery Plan? FedEE has a plan structure for use by Member firms.
- Examine the data from recent assessments about who is an “essential worker” in your business.
- Examine what you have learnt about individual staff from sending them to work at home.
- Consider launching a “Bright Ideas Programme” that will give employees a chance to develop a new produt, service or operational improvement and reward them with a stake in the result.
- Run regular focus groups of employees to determine what are the latent, hot issues.
- Review past practices in the hiring of foreign workers and developing strategies to do so more selectively in the future.
- Ensure that at least one member of the HR team undertakes FedEE’s one-year HR Counsel Programme.
Services Tailored for You
Your Employment Law Questions Answered – Practically and Fast
If a quick check of the FedEE Knowledgebase does not come up with all the details you are looking for then the FedEE legal helpline is just a phone call, or email message, away. We seek to answer all email questions raised within four working hours. In fact, over 90% of telephone enquiries about our core 35 countries are resolved during a 15-minute call.
Updating Your HR Policies to Comply with Statutes and Rulings
The most constant lament that arises in our periodic member surveys concerns the updating of HR policies. If a policy is out of date, and thus at variance with the law, or phrased in an ambiguous way a company can find itself being challenged by employees with whom they are in dispute, an ex-employee or a factory inspector. All policies should therefore ideally be reviewed on an annual basis. FedEE offers a policy review service called “Persolicy” that could be just for one policy in a single jurisdiction, a complete handbook or for multiple countries. This service is at a fraction of the cost charged by a conventional law firm.
Let FII-Legal provide you with the employment law assistance you need during the current crisis
FII-Legal is an independent spin off from the Federation and can offer expert advice, information and support at a fraction the cost – and many times the speed – you would be charged by an old-style legal firm. Our expertise is also based on a depth of international HR experience and is led by a former Advisor to The European Commission and the ICO who also has a track record in mining, electronics and engineering. We cover over 120+ country jurisdictions, plus federal laws, from a single international centre. FII-Legal is also open to non-members of the Federation. So call us today on (+1) 857 576 8452 or email firstname.lastname@example.org.
Ask FII-Global’s legal research team to undertake an investigation into a difficult legal challenge, or brief you on a particular jurisdiction.
We have undertaken numerous customised research exercises for major companies to assess the best jurisdiction and labour market for expansion into Eastern Europe, restructure the business as a Societas Europea (SE), or set out all the steps necessary for a major transfer of undertakings. We specialise in M&A HR legal strategy – and in 2019 we were a key player in one of the largest mergers in recent times.
Becoming a Multinational For the First Time? Let FedEE help reduce the delays and risks.
During the last ten years the average size of multinationals has fallen from over 5000 employees to just 700 employees and many start to become multinational – especially in the service sector – when they have fewer than 100 employees.
Membership of FedEE will be an invaluable aid to successful growth in other countries. Not only can we show you how to avoid the legal pitfalls, but can put you in touch with local service providers and provide statistics to help you assess things like the size and nature of local labour markets.
We can also help you turn your HR services around – both to deal with global emergencies, such as those created by the coronavirus pandemic, but also put in place an HR Recovery Plan. We estimate the recovery in advanced economies outside China will begin by late July 2020. It may also, ironically, remove the threat of a recession by the end of 2020 – as demand bounces back with a new dynamic.
The FedEE HR Counsel Programme
Now there is an opportunity for HR professionals in multinational organisations to obtain a legal qualification that prepares them for a role as the departmental expert in employment law. FedEE’s Advanced Diploma in Multijurisdictional Employment Law (Adv Dip MELL) is a one-year part-time programme offered through our Academy and undertaken primarily through distance learning.
If you are a University graduate with at least three years relevant HR experience you may join the programme at any time. You do not have to possess a first degree in law and the programme will begin by preparing you to understand legal concepts and basic principles of law.
The programme focuses on ten principal jurisdictions – China, France, Germany, India, Italy, Japan, The Netherlands, UAE, UK and the USA. However, participants may also choose other jurisdictions for their personal research. There are a total of 24 modules to complete (two per month) and, as a graduate, you will possess greater knowledge of trans-border legal requirements than most conventional legal professionals.
The course is designed to fit in with a busy work schedule and if not completed within the year it may be extended for a further twelve months. The programme not only ends with a valuable qualification, but you will also be able to use the job title “HR Counsel” – as FedEE owns the term as a trade mark.
Please also note that: during the present global crisis the normal Programme fee has been substantially reduced – especially for those HR professionals facing furlough, or redundancy. Why not make this programme part of a severance or enforced suspension programme for you or your colleagues? Multijurisdictional HR legal compliance skills are rare and are going to be in much demand when the present crisis ends.
For further details, please contact the Programme Director on Academy@fedee.com.
Join FedEE Today
Many of the world’s largest multinational companies already belong to The Federation of International Employers (FedEE®). We have a Worldwide membership – with particular concentrations in North America, Western Europe, India, Japan and China. A high proportion of our members have been part of FedEE for many years and tell us we provide a both unique and excellent service with great value for money.
If your company has over 150 employees in two or more countries, has its own in-house HR department, and has been operating for two or more years then you really cannot afford to operate without being part of the Federation. The approval process takes less than a day and for immediate access to our services we have an online credit card payment facility. Membership costs as little as €895 a year. Please check here to view the table of our membership services. Sign up now.
Why not take a short tour of our knowledge-base before joining FedEE® to see the nature and extent of the employment law, HR data and support that we offer? Please contact our Membership Secretary on email@example.com to arrange for a one-to-one webinar for you and your colleagues, arranged without obligation and entirely at your own convenience.
Address, email, telephone numbers and on line payments so you can get in touch from anywhere around the world.