Sense out of uncertainty, HR without borders
Welcome to the World’s leading organisation for multinational employers.
Global employers belong to FedEE because we provide the kind of fast, practical, affordable and high quality service HR professionals in multinationals need. We have also predicted not only 9/11, the 2007/8 meltdown, the Brexit result, but also the pandemic – six months before it happened. One FedEE Member put it this way.
“I do not have the time to brief outsiders and start worrying about professional fees before I can get a job done. I just need someone I can trust who will give me an honest second opinion and help me sort things out so that I can move onto other things. My company cannot carry all the expertise about international HR laws and practices it needs in-house – so the next best thing is FedEE. You have no equal and those who do not know about you do not know what they are missing.”
〠 Join our top Multinationals: We are Chaired by the Ford Motor Company, whilst Latham and Watkins – the world’s second largest law firm – is on our board. In fact, four of the top ten global companies are FedEE corporate members.
〠 Legal Counsel: FedEE Members have access to our legal knowledgebase, helpline and customised legal services.
〠 Monitoring Developments: FedEE differs significantly from others in how we communicate complex laws, court decisions and HR practices.
〠 Our latest 100-page report (free to Members) explains in detail the current laws relating to short-term mobility across Europe. Do you know what constitutes a “business trip” in each State? Are you risking the penalties under new Job Posting laws?
International HR Answers in Seconds
FedEE is designed to provide a “right hand” professional support service to those in multinational HR departments.
We focus on key developments so you can get on with your core day-to-day activities. You do not need a legal database containing 1000s of new laws and court cases to read every day, nor do you have the time to wait for a call-back from a law firm – but you do need to know if your company faces a new employer obligation in a particular country, if a key deadline is coming up on the radar, or how to resolve a difficult employee problem in real-time.
FedEE also produces news reports you would never receive from any other source. This is partly because we monitor changes in over 30 languages. We also have a tiered support system so that if you need to know more, you may go to our online knowledgebase, or simply call our multinational helpline. 85% of helpline enquiries are resolved within two hours, after just one direct call to an Advisor. Our service is also multi-user – so several colleagues may access it in their own right. Few lawyers have hands on HR experience and so their guidance is often rigid, obscure and off the mark. We go beyond the law and aim at finding practical, management solutions that stick and make good economic sense.
You could probably secure a near alternative to FedEE by hiring a talented HR professional with years of working in many jurisdictions and industry sectors, then by arming them with numerous costly online legal database subscriptions – or you could simply sign up to FedEE at fraction of the cost. That is perhaps why many HR departments around the World have relied on FedEE for over three decades.
FEDEE – WE HAVE THE ANSWERS
☞ A recent landmark court decision in Malaysia has been the first to challenge the country’s Islamic laws concerning sexual orientation.
☞ How many US States now ban the use of non-compete clauses and which is the latest?
☞Are casual workers unlawful in Australia? We show you why not.
☞ What are the latest changes to Singapore’s Child Development Co-Savings Act? What do they mean?
☞ What has happened to the legal loophole in Belgium that allowed employers to hire workers on a succession of alternating temporary and replacement contracts?
☞ May an employer in Kenya dismiss an employee serving a probationary period “at will”?
☞ What is the position of employees stranded in countries – whose visas have expired?
☞ What are the HR data retention periods around the World?
☞ Which multinational companies are leading the way in introducing hybrid work practices?
Work is not about place, but about outcome
The international health crisis has driven a revolution in our concept of the workplace.
* Teleworking is not just the reserve of a few IT specialists, but has opened up to cover a substantial proportion of those who previously worked in conventional offices – with attendant savings in commercial real estate overheads.
* It has also fundamentally changed our understanding of flexitime, with vast improvements in the way employees can balance work and family life and avoid conventional commuting “rush hour” delays.
* The embracing of Emeetings has meant that business travel for both internal discussions and interaction with Clients can now be heavily curtailed – with huge expense account cost savings.
* Managers have overcome previous fears that control will be lost unless there is physical proximity and well-defined work routines.
* The digital era has finally started to pay HR dividends.
OBSTACLES AND DOWNSIDE RISKS
* If the majority of those embracing distance working are women and office working are men, then there will be a huge danger that male colleagues will revert to a dominant position and seize all available career opportunities.
* Without careful control of work demands and routines there will be a real risk of either under or over work by distant workers.
* Not every domestic environment lends itself to remote working
* The potential IT and other security/data protection concerns about distributed working need to be carefully addressed.
* The new distributed office will redefine the notion of the “virtual workplace” – meaning that it can more easily embrace other players than conventional employees and raise questions about where virtual workers are taxed.
If an organisation wishes to address these issues and optimize the opportunities that now present themselves they should enlist our support by joining FedEE.
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 concern 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 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 FedEE-Legal provide you with the employment law assistance you need during the current crisis
FedEE Legal are Legal Counsel to the Federation. We offer expert advice, information and support at less cost and much faster than 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. For statutory reasons FedEE Legal is not open to non-members of the Federation. Call us today on (+1) 857 576 8452 or email firstname.lastname@example.org.
Ask FedEE Legal’s 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 public and private organisations to assess, for instance, the best jurisdiction and labour market for expansion into Eastern Europe, restructure the business, convert independent advisors into permanent employees, 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
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.
Global Inflation Briefing
OCTOBER 2021: Hyperinflation remains a significant risk next year.
The cost of energy has been the main driving force in lifting the rate of overall EU inflation during the last year. In August 2021, energy producer prices rose in the EU by 31.2%. However, other price changes were more modest: +14.7% for intermediate goods and +3% for durable household goods.
Although the price of oil and gas is seen by many economists as “one-off” and not affecting general prices longer-term. We have strong doubts about their optimism. The degree of “quantitative easing” taking place in the last 18 months by many governments is sure to affect currency values and an energy hike of such a magnitude is likely to be just the trigger economies need to spark off a currency slide. Other factors at work as we pull slowly out of the pandemic are increased consumer demand and squeezed supply chains.
Look out for Germany
Raw material and producer prices are just indicators in the pipeline that foretell consumer price trends once they are passed through on to end users. Of one change to note in consumer prices is the fact that in September the German annual inflation rate stood at 4.1% – the highest since 1993. In August, moreover, import prices in Germany had risen 16.5% above their level a year earlier.
If we look beyond Europe, price inflation is often silenced by the government smoothing of the figures relative to a maximum acceptable “policy rate”. For instance, in India the upper official annual limit is 6%, but we know that the latest wholesale price level in August was 11.39%.
Globally, another driver on prices is the housing market. Already, by this Summer, annual price changes in 55 countries averaged 9.2%, with one third of all countries having double digit inflation. Prices were being driven by low interest rates, housing shortages and personal savings. Patterns of price rises in the USA also indicates that one other driver is demand from the new population of homeworkers moving to cheaper areas such as the Rocky Mountain State of Utah and the rolling cornfields of Iowa.
Press Releases and Newswires
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 and Japan. We were founded in 1988 and are regularly voted by our Members as an organisation they would recommend to other multinationals.
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 €998.00 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.