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Outline One of the most daunting and difficult challenges for any foreign-owned company doing business in the United States is navigating the complex and confusing web of statutes and regulations that control virtually every aspect of the relationship between employers and employees in the United States. Foreign-owned companies must comply with a matrix of federal, state and local laws that govern applicants, current employees and even departed employees. This article will cover in summary fashion and attempt to give an overview of the most significant federal labor and employment laws that govern the workplace. In addition, we will provide suggestions to foreign companies doing or intending to do business in the United States on how to minimize the risk that they will run afoul of labor and employment laws and avoid litigation, which has become all to common in the workplace.
Managing the workplace in the United States requires great care and familiarity with the multitude of complex federal, state and local regulations. Lawsuits by employees against employers are taking up more of the federal and state courts’ docket than at any time before. Foreign-owned companies have increasingly become targets for employment-related lawsuits because of their unfamiliarity with United States labor and employment laws.1
Applicable law
Detailed information
Nature of the employment relationship
Interviewing and hiring process
Employee handbook and/or written employment policies
Wages, hours and overtime
Employee Benefits
Notice Posting Requirements for employers
Anti-Discrimination and Anti-Harassment and Policies
Pregnanqcy and Childbirth
Labor Unions
Frequently asked questions
Useful links
This site has been prepared by:
Marc L. Silverman, Esq.
Hans F. Kaeser, Esq.
Schiff Hardin LLP
623 Fifth Avenue
New York, NY 10022
Phone: (212) 753-3000
Fax: (212) 753-5044
E-mail: msilverman@schiffhardin.com
E-mail: hkaeser@schiffhardin.com
www.schiffhardin.com
1This material has been prepared for the general information of readers. It is not meant to provide legal advice with respect to any specific matter.
November 2007 | 
