The Fisher & Phillips International Employment Practice consists of attorneys experienced in providing legal advice to international employers on human resources and immigration matters (inbound and outbound) on a global basis, as well as on matters pertaining to employees working in the United States who are governed by international laws. We contribute to our clients' business success by helping them navigate through complex global human resources issues.
Our clients range from small employers just starting to explore international operations to large Fortune 500 companies with operations worldwide. We partner with our clients on strategic planning, compliance, global movement of employees, and employee compensation and benefits.
Our attorneys have experience in all aspects of employment law, benefits, and compensation issues, including:
Immigration Services and Immigration Compliance
Our Global Immigration Practice consists of experienced attorneys and paralegals dedicated to assisting companies and individuals with a wide spectrum of employment-related global immigration issues, including obtaining work visas for foreign workers coming to the U.S. for temporary employment and for both U.S. and non-U.S. workers transferring abroad or from one foreign company location to another for any length of assignment. We also offer a full complement of immigration compliance services.
Our attorneys have experience in helping our clients address international labor issues such as: implementing policies and projects in consultation with unions and works councils on matters such as reductions in force, site closures, compensation and severance policies and investigation protocols; meeting with employee representatives on proactive, project and case-specific matters; negotiating successful collective bargaining and other agreements; and preparing employee communications.
Cross-Border Compensation and Benefits
Our international practice provides full support in the area of compensation and benefits, including the design and taxation of benefits and compensation payable to expatriates and globally-mobile employees. Our group regularly addresses questions involving benefits, compensation and tax issues for outbound U.S. citizens who will be working abroad and matters relating to third-country nationals working in foreign offices. Our work frequently involves reviewing the tax treaties, foreign pension, tax and employment laws and U.S. laws relating to U.S. citizens working abroad. We also have addressed issues related to inbound employees from foreign countries working in the United States. We help our clients prepare competitive compensation and benefits programs that may include bonus plans, severance policies, compensation analyses, and incentive practices compliant with local law and policy.
Data Privacy and E.U. Data Protection
Our attorneys have significant experience providing advice and assistance to multi-national and domestic employers regarding the complex issue of data privacy, including:
International Non-Compete and Trade Secrets
We have a global practice concentrating on issues of employee defection and recruitment, including litigating injunction and damages actions relating to covenants not to compete, non-solicitation and non-disclosure agreements, unfair competition, employee raiding, trade secrets, duty of loyalty, fraud, economic espionage and unfair competition statutes. Our attorneys draft restrictive covenants internationally, and help clients worldwide develop and implement programs to protect competitive assets against employee defection, and to minimize risks when hiring from competitors. Practice group attorneys have experience as part of litigation teams, in conjunction with local country counsel, for international non-compete and trade secret disputes.
Fraud and Foreign Corrupt Practices Act Compliance
Our attorneys have experience managing allegations of fraud and FCPA violations globally, developing policies to prevent and address these issues, and create and conduct lively and interactive presentations for executives, managers, and employees on these topics to help ensure business success in this highly-competitive and regulated area.
International Professional Relationships
Our practice has established strong relationships with local counsel in jurisdictions on six continents. These relationships are strong and tested by our practice group members. We stake our reputation on them. We are ready to involve local counsel as needed through our group or provide a direct referral depending on our clients' preferences. Often, we will also coordinate with various international consulting firms instead of our clients engaging with them directly in order to maintain the benefits of the attorney-client relationship.
Our Global Reach
Attorneys in our International Employment Practice have handled matters for our clients in all areas of the world, including Canada, Mexico, Central America, South America, the Caribbean Basin, Bermuda, Bahamas, Europe (including EU and Eastern Europe), Russia, the Middle East, Africa, China, Southeast Asia, Indonesia, Japan, Brazil, India, South Asia, Australia, New Zealand, Micronesia and the Pacific Islands.
Jim enjoys a fine reputation in KC legal community.
Mr. Uppal is an exceptional lawyer. He has a brilliant legal mind and extremely practical when providing counsel. Excellent overall legal skills.Read more
Mr. Uppal is an exceptional lawyer. He has a brilliant legal mind and extremely practical when providing counsel. Excellent overall legal skills.
Mr. Monks is an ethical, professional and competent advocate for his defense clients. I litigated against him as a plaintiff's lawyer. While the cli...Read more
Mr. Monks is an ethical, professional and competent advocate for his defense clients. I litigated against him as a plaintiff's lawyer. While the client's were quite hostile Mr. Monks remained above the fray and conducted himself with decorum while effectively advocating for his clients.
Bert is very knowledgeable and has given us invaluable counsel for various labor issues which have arisen for our small business. His advice has alwa...Read more
Bert is very knowledgeable and has given us invaluable counsel for various labor issues which have arisen for our small business. His advice has always been on target and not "over-lawyered" as he is realistic as to the day to day operations of a small business. He astutely assesses risk and gives good recommendations. He is very knowledgeable about all aspects of both federal and state labor law. It helps that his firm has offices in other states as he helps other locations of our business.Read less
5.0/5.0 on 11/22/10 on 11/22/10
4.3/5.0 on 03/25/10 on 03/25/10
Our Firm's commitment to diversity is nearly a half-century old. Our first woman partner was Margie Pitt Hames, hired in 1962. She was soon joined by Dorothy Toth Beasley, now a judge on the Georgia Court of Appeals. In 1973, Ms. Hames and Judge Beasley made legal history by being the first women attorneys to argue both sides of a case in the U.S. Supreme Court. The case was Doe v. Bolton, a companion case to Roe v. Wade. Although both were at different firms at the time, Ike Fisher, one of our founders, referred to the historic argument as one of the proudest moments of his career.
Our goal today is to continue that tradition of inclusion, and expand upon it. We strive to recruit, hire, develop, retain and promote diverse attorneys and staff at all levels.
While this spirit of openness is engrained in our spirits, we have also formalized our efforts. We have established a Diversity Committee, composed of partners, of counsel, and associates from across the country, all of whom represent differences in ethnicity, race, gender, religion, lifestyles, backgrounds, and viewpoints. The Diversity Committee's goals can be summarized in five key initiatives:
We actively participate in diversity job fairs, including the Southeastern Minority Job Fair, which has led to our hiring several attorneys of diverse backgrounds. We also participate in the Council on Legal Education Opportunity (CLEO) job fair, and regularly interview at law schools which boast a large number of minority law students. In addition, our network of recruiters specializes in finding attorneys of color.
Aggressively recruiting qualified women and minority candidates is just a start: we also make every effort to retain them. Our firm-wide mentoring system pairs each associate with a partner-mentor. In addition, each member of the firm's Diversity Committee serves as a liaison to one or more of the firm's offices to provide additional support and resources. The Committee members are also available to help associates with their questions or concerns.
We've developed comprehensive training programs that address not only specialized legal skills in the Labor & Employment law practice, but also general skills such as client communications and marketing – core skills for preparing associates to fulfill roles as partners and leaders.
We're proud that we have a long-standing part-time policy that is tailored to fit the needs of each attorney who requires a reduced schedule. We recognize and appreciate the importance of enabling all attorneys to continue their careers while balancing the demands of professional and family life. Our benefits cover domestic-partner relationships as part of our overall effort to value, respect, and assure equal treatment to all employees regardless of sexual orientation.
We also regularly sponsor and participate in a number of diversity initiatives in our communities and host in-office events for law students and young attorneys from diverse backgrounds. These events are designed to help young attorneys learn how to succeed as associates.
Finally, many of our lawyers are members of, and serve in leadership positions in local and national organizations that help promote diversity in the legal profession, including: the Corporate Counsel Women of Color; the Georgia Association of Black Women Attorneys; the annual Lavender Law Conference; the National Asian-Pacific American Bar Association; the National Bar Association; and the National Employment Law Council.