One of the most challenging aspects of expanding operations in a new country is finding the right employees to help your company succeed. As you begin recruiting and hiring in the United...
Read MoreOne of the most challenging aspects of expanding operations in a new country is finding the right employees to help your company succeed. As you begin recruiting and hiring in the United States, you’ll need to learn all the local employment laws and comply with them throughout the process.
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One of the most challenging aspects of expanding operations in a new country is finding the right employees to help your company succeed. As you begin recruiting and hiring in the United States, you’ll need to learn all the local employment laws and comply with them throughout the process.
Staffing and recruiting laws will impact your hiring process and the success of your company.
The National Labor Relations Board (NLRB) is in charge of administering the National Labor Relations Act (NLRA), which applies to unions and employers in the private sector. The NLRB will prevent and fix unfair labor practices of labor organizations and employers.
The Department of Labor, a federal agency, is also responsible for enforcing labor laws.
Some federal laws, including EEO laws, govern background investigations. The Fair Credit Reporting Act (FCRA) and the Fair and Accurate Credit Transactions Act (FACTA) both apply to consumer credit information, which you may ask for from a candidate.
Keep in mind that relying on these checks alone can lead to discriminatory hiring practices. Some state laws can overlap with federal laws while others do not, so it’s best to check the requirements related to obtaining consumer credit reports, keeping personal information safe, retaining records, and checking criminal histories before making an employment offer.
You cannot discriminate against an applicant or employee based on race, color, religion, sex, age, or disability. If you do, the Equal Employment Opportunity Commission (EEOC) can investigate discrimination charges.
You must avoid certain interview questions while staffing your company, including anything about:
You should also avoid language in your job postings that limits eligibility to individuals with citizenship. For instance, you shouldn’t say that the job is open only to U.S. citizens, H-1Bs, green card holders, or those with U.S. birth certificates.
The United States does not have a legal requirement for employment contracts. Instead, most companies define their relationship with employees as employment at will. Under at-will employment, companies can terminate employment at any time for any legal reason.
While most companies do not have employment contracts, they do offer new hires a written job offer that outlines the terms and conditions of their employment. The terms are largely up to the employer, although they are subject to state and federal laws — including laws against discrimination.
Employees should sign their agreement to the job offer to avoid any future issues. In the contract, you should outline terms such as:
Employment laws vary significantly from one state to the next within the U.S. However, there are some standards that all companies must follow at the federal level, such as:
Every company takes a different approach to onboarding, and your process will depend on the nature of the work your company does. You should start by figuring out what kind of training and support your new employees will need to succeed in their roles. Many companies onboard employees in groups to make the process as efficient as possible.
You should put together a detailed schedule for each employee’s first week on the job. If you can, you should travel to the United States for the first day of the onboarding process. You might also want to:
With so many laws and regulations to keep in mind as you expand your company in the U.S., outsourcing the hiring process can take a significant burden off your shoulders. At Globalization Partners, we’ll deal with hiring and U.S. employment compliance so that you can focus your energy on managing your business. You won’t need to set up a subsidiary, which means you can start conducting business in the U.S. right away.
When you’re ready to expand your company abroad, Globalization Partners will be here to help. Contact us today to learn more.
If you’re ready to grow your business, or you have questions about a specific country, complete the form. One of our experts will be in touch shortly.
