Objectives

Upon completion of this course, participants will be able to:

• **Explain** the framework of global compliance and the principle of local law precedence in international HR.
• **Apply** a systematic process for developing 'glocal' HR policies (global consistency with local customization).
• **Navigate** the complexities of cross-border data privacy and security (e.g., GDPR, CCPA) for employee data.
• **Manage** the key compliance risks in international hiring, including background checks and contract drafting.
• **Ensure** compliance with statutory leave, working time, and termination requirements in high-risk jurisdictions.
• **Address** the anti-bribery, anti-corruption, and internal control requirements for global HR (e.g., FCPA).
• **Manage** the legal risks associated with expatriate assignments, immigration, and global mobility.
• **Establish** a continuous monitoring and auditing system for global HR compliance.

Target Audience

• HR Leaders and CHROs overseeing global operations and expansion.
• HR Business Partners (HRBPs) and Generalists supporting multinational teams.
• Global Mobility and Compensation/Benefits Specialists.
• Internal Audit, Compliance, and Legal professionals focused on international risk.
• HRIS and HR Technology Specialists managing global data and systems.

Case studies on global compliance failures (e.g., termination, data privacy), Group exercise on localizing a standard HR policy for two different countries, Workshop on GDPR requirements for HR data, Discussion on managing cross-border remote worker compliance, Role-playing a consultation with foreign legal counsel, Review of statutory leave requirements by jurisdiction.

Outline

Unit 1: The Global Compliance Framework

Global vs. Local Law

• Understanding the supremacy of local labor law and the concept of 'minimum standards.'
• The difference between 'glocal' policies and simply translating US or headquarters policy.
• Case studies of major compliance failures in global companies (e.g., misclassification, wage theft).
• Developing a global HR compliance risk matrix and assessment tool.

Global Employment Models

• Compliance risks associated with hiring employees vs. independent contractors globally.
• The legal framework for employing through PEOs, EORs, or establishing a local entity.
• Understanding the process for entity establishment and legal review in new jurisdictions.
• The compliance challenges of managing cross-border remote workers.

Unit 2: International Hiring and Compensation Compliance

Hiring and Background Checks

• Compliance with local anti-discrimination and equal employment opportunity laws.
• Legal restrictions on background checks, medical exams, and drug testing by country.
• Requirements for formal employment contracts vs. 'at-will' employment abroad.
• Navigating local works council or labor union consultation requirements during hiring.

Global Compensation and Benefits

• Compliance with statutory minimum wages, working hours, and overtime laws globally.
• Legal requirements for mandatory benefits, pension schemes, and social security contributions.
• Managing the compliance risks of incentive plans, equity, and stock options across borders.
• Strategies for achieving 'pay equity' while adhering to local wage laws.

Unit 3: Global Data Privacy and Security

GDPR and Beyond

• Deep dive into the GDPR's requirements for processing employee personal data.
• Managing employee consent and the legal basis for data processing in HR.
• Compliance with data retention, data portability, and subject access requests (SARs).
• Overview of other major global privacy laws (e.g., CCPA, Brazil's LGPD).

HRIS and Technology Compliance

• Managing the risks of transferring employee data across international borders.
• Compliance requirements for employee monitoring, surveillance, and IT usage policies.
• Strategies for securing sensitive HR data in global cloud-based systems.
• The role of the Data Protection Officer (DPO) in the global HR function.

Unit 4: Working Conditions and Termination Compliance

Working Time and Leave

• Compliance with statutory vacation, public holiday, and sick leave requirements by country.
• Managing complex parental leave, military leave, and other protected leaves globally.
• Legal restrictions on overtime, maximum working hours, and rest periods.
• Strategies for documenting working time to avoid wage and hour disputes.

Termination and Severance

• Compliance with stringent 'just cause' and fairness requirements for termination (non-at-will jurisdictions).
• Calculating statutory severance pay, notice periods, and gardening leave.
• The legal process for mass layoffs, redundancy, and collective consultation requirements.
• Managing the final payment process and required post-termination legal documentation.

Unit 5: Global Ethics and Compliance Culture

Anti-Corruption and Whistleblowing

• The role of global HR in ensuring compliance with the FCPA (US) and UK Bribery Act.
• Legal requirements for global whistleblowing and anonymous reporting hotlines.
• Developing a consistent, ethical Code of Conduct enforceable worldwide.
• Training employees and managers on global anti-corruption and anti-bribery policies.

Auditing and Monitoring

• Designing and conducting an effective global HR compliance audit and self-assessment.
• Developing Key Compliance Indicators (KCIs) for continuous monitoring.
• Strategies for working with local legal counsel and external compliance partners.
• Personal action plan for reducing high-priority global compliance risks.