How to Determine Which Jurisdictions Employment Laws Reach Border-Crossing Staff

In this webinar, you'll learn about employment choice-of-law issues that frequently arise in cross-border employment law practice. You'll learn about choice-of-law clauses in compensation agreements, cross-border employment policies, international benefits and equity plans, cross-border restrictive covenants, and more.

Learn answers to the following questions:

• Which country's employment laws reach border-crossing staff like expatriates, mobile workers and employees with international territories?
• Is a choice-of-law provision enforceable when it appears in an employment agreement, expatriate assignment letter, employee program or compensation plan?
• What is the best strategy for including a choice-of-law clause in an employment agreement, expatriate agreement or benefits plan?
   

• When can I export employment-at-will by using a U.S. choice-of-law clause in an employment arrangement?
• Which country's laws apply to a restrictive covenant that covers a multi-country territory?
• Does a terminated expatriate have rights under both home and host country laws?
   

While the employee protection laws of a host-country's current place of employment almost always govern an expat's employment relationship, determining which country is a given employee's "current place of employment" can sometimes be unclear - a fact question.

Regardless of how we resolve fact questions as to mobile employees' current places of employment, in many - maybe most - jurisdictions, wage/hour laws tend to be mandatory rules that reach everyone rendering services locally, even incoming business travelers and guest workers with foreign principal places of employment.

• Americans working abroad
• Employers with workers outside US
• Mobile workers
• Executive employees looking to move abroad
• Human resources
• Business owners
• Executives
• Chief financial officers
• Human resource professionals
   

Stuart Silverman has been practicing law for almost 30 years and is the principal of the Law Offices of Stuart M. Silverman, P.A., located in Boca Raton, Florida. The emphasis of his practice is in the area of labor and employment law, and business and commercial litigation. Mr. Silverman has represented both private and public employers, as well as individual employees in a whole host of complex business disputes and employment settings at administrative levels, and state and federal trial and appellate courts. His extensive employment litigation experience includes claims under age, race, sex discrimination, wage and hour claims, whistleblower and retaliation claims, ADA and FMLA claims, public employee's claims, as well as disputes under employment contracts, non-compete agreements, trade secrets disputes, and partnership breakups. Mr. Silverman is a frequent speaker on his areas of practice.

Mr. Silverman is also a member of The Workplace Violence Prevention Institute (WPVI), a group formed to investigate solutions and strategies from a proactive and systemic perspective to minimize the risk of workplace violence, specifically violence caused by employees or former employees. He earned his B.A. degree, with high honors, and his J.D. degree from Rutgers University. Mr. Silverman is admitted to The Florida Bar and the U.S. District Court for the Southern District of Florida.