In this report:

- I. Sustainable Innovations for a Changing Global Workforce

- II. Forging a Global HR Team to Align with a Global Business: Transparency and Integration

- III. Developing an Effective Global Mobility Program

- IV. Running with Scissors: What U.S. Employers Should Know Before Cutting Global Staff

- V. They’re Not Your Employees, But It’s Still Complicated: New Developments in the Field of Contingent Workers and Independent Contractors

- VI. Opportunities and Challenges in Implementing a Responsible Supply Chain Management Program

- VII. Preventing Workplace Harassment in a Global Workforce

- VIII. Out and About: LGBT Issues and the Globally Mobile Workforce

- IX. Assuring Compliance with Anti-Corruption Policies and Requirements

- X. What Every Multinational Should Know About Bounty Hunters and Whistleblowers

- XI. Preventive Measures Embassies, Consulate Offices and Other Foreign Sovereign Employers Should Take to Avoid or Minimize Their Exposure to Employee Claims in the U.S.

Similar to sessions in prior years, we also focused on unique issues faced in specific jurisdictions. In this year’s GEI we included a specific discussion of some challenges faced by employers in Latin America and China and provided an overview of new and evolving employment law developments around the globe. The topics covered were:

- XII. Protecting Your Operations in Latin America: Risks and Opportunities in the Region’s Current Legal Landscape

- XIII. Tensions and Workplace Disruptions in China: Evolving Labor Challenges and New Rules on the Democratic Management of Enterprises

- XIV. Employment Law Challenges Facing Multinationals in Asia and Facing Asian Companies in the United States

- XV. International Employment Law Update

This Report is intended to highlight many of the topics from Littler’s 2012 GEI. We hope you find it to be a useful resource.

Please see full report below for more information.

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DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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