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NL White papers, checklists and brochures
In this section we offer you exclusive access to an extensive collection of white papers, articles and our company brochure.
WHITE PAPER:
Selecting recruitment consultants abroad
Successful subsidiaries make successful parent companies
Finding qualified and motivated employees is crucial for the success of managers. However, choosing a reliable recruiter with market knowledge and a strong track record can be a significant challenge that continues to grow beyond national borders. With limited resources in the labor market, it is all the more important to rely on experts. Capable recruitment consultants not only help companies to recruit staff, but also to achieve their corporate goals efficiently and promptly.
The following topics are covered in this white paper:
- The differences between headhunters, executive recruiters and recruitment agencies
- Overview of the executive search market
- Critical success factors for the selection of a recruiter who will be your partner
Recruitment consultants with market knowledge and expertise are also required abroad - but these consultants must also have a good understanding of the specifics of international business and the ability to identify entrepreneurial candidates with an affinity for SMEs.
WHITE PAPER:
Simplify administrative processes through outsourcing to a Professional Employer Organization (PEO)
Simplify administrative processes: Outsourcing personnel administration
All beginnings are difficult. This adage also applies to new U.S. subsidiaries.
The administrative burden is significant, and therefore risks quickly arise for directors and the parent company. Our white paper provides a concise overview of how a Professional Employer Organization (PEO) can help you get started in the U.S., especially with regard to HR administration, accounting, and fire insurance.
The following topics are covered in this white paper:
- The "Professional Employer Organization" (PEO) - what exactly is it and what support does it offer?
- From payroll accounting to crisis management: the wide range of PEO services (Typical PEO services)
- Service provider or partner - the variants of a PEO
- Possible savings: The bottom line is that partnering with a PEO pays off in many cases
- 4 good reasons to use a PEO, at least for the initial phase of a new U.S. subsidiary
The recruitment of top managers for subsidiaries in the USA and Canada
Executive Search for Experts - Handled by our Experts
The following topics are covered in this brochure:
- Professional qualifications are essential but there are more dimensions of leadership that are critical to success: Understanding of medium-sized companies, cross-cultural awareness, as well as a can-do attitude
- Highly qualified, global executive search consultants vs. local recruiters – who can bridge the gap?
- What are the components of a successful search process on a global scale?
- A methodical and transparent process translates into a successful executive placement
- A global network of experts and advisors will complement our recruiting services
- Testimonials – you’re only as good as your last project
WHITE PAPER:
Work visas for your U.S. subsidiary
Work visas for your U.S. subsidiary
European companies with US subsidiaries are often confronted with questions about suitable US work visas. The topic is complex, as there are various options with different advantages and disadvantages. This white paper is intended to provide assistance. For companies employing citizens from Germany, Austria and Switzerland, the main options are E visas, L visas and H-1B visas.
The following topics are covered in this white paper:
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U.S. work visas for citizens from Germany, Austria and Switzerland
Why USA visas are so complex
The work visas: E visa, L visa and H-1B visa -
Visas for U.S. subsidiaries - long-term solution strategies
E-visa strategy
L-Visa strategy
L-Blanket - simplified processes
H-1B visas - complex and unpredictable
The first hurdle: "H-1B cap" - limited number of visas
The second hurdle: "Labor Condition Application" (LCA) - the preliminary application
The third hurdle: Applying to USCIS
The fourth hurdle: "Request for Evidence" (RFE) from USCIS - How to get a visa: which authority is better?
- The positive news: work permit for spouses simplified
- Often asked: The way to the USA without a company connection?
WHITE PAPER:
Establishing a U.S. subsidiary
Avoid mistakes, explore opportunities in the huge USA market
For generations, America has been seen as the land of opportunity. This idea has persisted to this day: The USA is the most important trading partner for many companies. The prospect of lucrative opportunities for products and services on the huge US market, the possibility of serving an existing customer base even better from close by and many other motives prompt German companies to consider setting up a subsidiary in the United States. Those who decide to do so should be familiar with the rules and peculiarities in order to take the correct legal and tax route from the outset. This increases the chances of benefiting from the large, dynamic market - and protects against unpleasant surprises.
The following topics are covered in this white paper:
- "Federal" or "State" - interesting facts for company founders about the basics of the US legal system
- Elements of a US company formation
- In your own state or in Delaware? The right choice of state for setting up a US company
- Limitation of liability: Establishing a subsidiary protects the parent company and management board members
- Protection through insurance: Do not underestimate the willingness to sue
- Call the "child" by its name: What should the subsidiary be called?
WHITE PAPER:
Product liability in the USA
Product liability often leads to lawsuits
You may have read on the Internet that a manufacturer is labeling its "Superman" carnival costumes in the USA with the following labels: WARNING! THIS COSTUME DOES NOT GIVE YOU THE ABILITY TO FLY. IT ALSO DOES NOT GIVE YOU SUPERHUMAN POWERS! This is an example of "urban legends" (modern legends) that circulate on the internet and are at best partial truths. However, it is said to be true that a manufacturer of such costumes once formulated such a warning on its website in order to protect itself from possible legal action.
But one thing is certain: product liability is generally a more frequent reason for lawsuits in the USA than in Germany. As a manufacturer or seller of products, you should take appropriate precautions. But how exactly? After all, there are products that are dangerous by their very nature, such as firearms and alcohol.
If the dangers of these products are so obvious, the question arises as to why they are still particularly emphasized in the USA. Product liability is an often paradoxical area of law that appears to be heavily influenced by social and political decisions. In the words of the eminent U.S. legal scholar Roscoe Pound, "Law is social engineering that strikes a balance between competing interests in society."
The following topics are covered in this white paper:
- Warning of possible dangers of the products
- Product liability - primarily a national matter
- Generally no personal liability of shareholders and managers
- Punitive damages
- Is there insurance against punitive damages?
- Warnings
- Regulatory authorities
- Liability of the parent company in Europe?
WHITE PAPER:
Liability of top managers in the USA
The risk of lawsuits against companies and top managers
You've probably heard about the multi-million dollar court ruling against McDonalds after Ms. Stella Liebeck burned her legs while driving with a cup of McDonalds coffee. Or about the $1.7 million that Winnebago Motorhomes had to pay to Ms. Grazinski because she turned on cruise control on the highway and then went to the back of the car to get something to drink. The resulting accidents were foreseeable and McDonalds or Winnebago should have warned about them.
But nothing is eaten (in the case of McDonalds, "drunk") as hot as it is cooked. These examples are "urban legends" that circulate on the Internet and are at best partial truths.
But the extensive liability of companies is a fact. It is also true that Americans sue often. There are many reasons for the propensity to sue, such as the limited welfare system that doesn't necessarily cover accident victims. Or the gigantic billboards along the highways on which lawyers entice plaintiffs with the fact that they do not pay in advance, but only in the event of success, i.e. if the lawyer wins money from the case.
This white paper describes the cases in which individual managers and shareholders may be held personally liable.
The following topics are covered in this white paper:
- The basic rule is: No liability for managers
- Product liability
- Breach of contract
- Corporate debt
- Fiduciary duties
- Intentional offenses
- Actions of the employees
- RICO
- Insurance cover for this type of liability
