Not a Member? Get access to HR news and resources that you can trust.
Standing desks and other innovative workstations can help counterbalance the negative health effects of sitting.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Get the HR education you need without travel expenses or time out of the office.
Elevate Your Talent Strategy. Join us in Chicago, IL – April 24-26, 2017.
As director of global mobility for a manufacturing conglomerate that conducts business in roughly 180 countries, United Technologies Corp.’s Tom O’Connor, GPHR, puts his legal degree to use relatively frequently. Specifically, O’Connor monitors laws that apply to his Hartford, Conn.-based company’s mobile professionals, including the U.S. labor laws that should be included in an extended business travel policy—a topic he covers as a program instructor for the GPHR certification preparation course.
Although U.S. laws such as the Fair Labor Standards Act and the Family and Medical Leave Act do not apply to U.S. citizens working in other countries, O’Connor points to at least three laws that do apply under some circumstances:
For example, Section 109 of the Civil Rights Act, which was added as an amendment in 1991, extends application of this act beyond the United States—a directive that makes the law “extraterritorial,” or applicable to U.S. citizens when they work outside the country. The other two laws are also extraterritorial. O’Connor points out, with respect to Title VII in particular, that these laws would not apply if they are found to violate a law within the country where the U.S. company’s workplace is located.
O’Connor advises mobility professionals and HR professionals responsible for travel to bone up on the applicability of these three acts overseas. “Employees within the United States are rather attuned and aware of those acts and are familiar with what they provide and call for,” he says. “However, when they go overseas, even for a short period of time, employees may not know what to do when, for example, an incident related to something under Title VII occurs.”
The author is a business writer based in Austin, Texas, who covers human resource, finance and social marketing issues.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies