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.

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:

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. 

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 recruitment of top managers for subsidiaries in the USA and Canada

Executive Search for Experts - Handled by our Experts

The success of your US or Canadian subsidiary depends as much on the quality of the local executives as it does on the acceptance of your products and services. How can you master the challenge of identifying and attracting candidates who not only match the formal qualifications for the role but also have the cross-cultural experience to bridge the gap between your North American subsidiary and the parent company?

The following topics are covered in this brochure:

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:

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:

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:

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:

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