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With COVID-19 limiting international travel, situations keep emerging where a U.S. employer needs to engage the services of someone working remotely in a foreign country. These arrangements inevitably pose the obvious logistical challenges. In addition, there is legal compliance. How can an employer legally employ and compensate someone telecommuting from a home overseas, in a country where the employer does not do business and has no taxpayer ID number with which to issue a local payroll? Setting up cross-border telecommuting arrangements is tricky even in the best of times--inevitably an awkward compliance situation. The challenges can sometimes torpedo the arrangement and spark an expensive international lawsuit.
Please join Donald C. Dowling, Jr., Shareholder at Littler Mendelson P.C. for this fast-paced session sets out the various international telecommuting contexts and scenarios. Then we work through a checklist of the issues to account for in structuring a cross-border or transnational telecommuting arrangement--and the pros and cons of the five different ways possible to structure them.
- International telecommuting contexts and scenarios
- Checklist of issues for structuring an international telecommuting arrangement
- The 5 possible ways to structure these arrangements--and the pros and cons of each
Who Should Attend:
- In-house compliance and employment lawyers
- HR professionals at multinationals involved in cross-border HR
- Managers/Supervisors with subordinates in foreign countries
- Global mobility professionals including those involved in outbound expatriation