Members of this network for U.S. senior in-house counsel specializing in labor and employment law come together to share practical solutions and responses to complex legal issues with peers from other leading companies.
The Global Workplace Compliance Network (GWCN) Presents
Vince Cable, the Skills Secretary, has proposed that bright children from poorer homes should benefit from better access to the UK’s top universities through reserved places. His proposals raise the possibility of quotas for state school children and a potential loosening of the grip of fee-paying schools on Oxbridge. Mr Cable has warned that the best universities should not become “disconnected” from wider society, and has urged more radical options to address the widening gulf between the intake of Britain’s top college and the make-up of the country.
Figures released by the Office of National Statistics (ONS) show a significant rise in the number of part-time workers in the UK as more people are forced to take on shorter hours or not work at all, and the differing impact on other groups of workers.
On 20 January, the Global Workplace Compliance network held its third webinar focusing this time on Asian employment trends and what U.S. employers need to know about employment law in India, Korea and China. The session was moderated by Jacqueline Scott of Fortney Scott, and the panel included Shalini Agarwal, Esq., Partner, ALMT LEGAL (India), Brendon Carr, Esq., Attorney, Hwang Mok Park, PC (Korea) and K. Lesli Ligorner, Esq., Partner, Paul Hastings (China).
Employee engagement across working life
As companies struggle to meet the challenges of the recession, HR and business commentary is highlighting the importance of employee engagement; the key to business success is motivated employees within a supportive and inclusive culture - the theme of the recent Vanguard network meeting.
According to a recent study by the ISACA (formerly known as the Information Systems Audit and Control Association); a global organization focusing on the security of information systems, employees who dabble in social networking on and off the job could expose their companies to a variety of risks. The top five social-media risks according to the study are: malware, brand hijacking, lack of content control, noncompliance with rules over recordkeeping, and unrealistic expectations of Internet performance.
“Not all complexity is bad for business”, but the authors argue that executives don’t always know what kind their company has. Leaders cite ‘institutional’ manifestations of complexity (the number of countries they operate or the brands of the company), but relatively few consider the forms of ‘individual’ complexity the vast majority of their employees face, such as poor processes, confusing role definitions, or unclear accountabilities.