Over the past 10 years, the Czech Republic has adopted new laws in virtually every area of regulation in the Czech legal system consistent with European standards as it prepared for accession to the European Union. The Czech Republic formally joined the European Union on May 1, 2004 and its legal system continues to develop in line with European norms.

Doing Business in the Czech Republic has been prepared by the Prague office of Baker & McKenzie as a general guide for those companies or persons who wish to engage in business activities or invest in the Czech Republic.

The information contained in this publication is general in nature and is intended only to provide an introduction to the Czech legal system and investment climate. This publication may not be relied upon in relation to any transaction or investment decision and it should not be viewed as a substitute for specific legal and tax advice. In addition, readers should be aware that the law and its interpretation are constantly changing in the Czech Republic; as such, the information contained in this publication may quickly become outdated.

The information contained herein is general in nature and is intended to provide an outline only of Slovak law and practice. It must not be relied on in relation to any transaction as a substitute to seeking specific legal advice.The law and its practice in the Slovak Republic are constantly changing and readers should be aware that any information soon becomes outdated. This remains true notwithstanding the access of the Slovak Republic to the EU on 1 May 2004 - and undertaking the process of harmonization of its laws with those of the EU.

Throughout the day, specialists tackled a host of thorny topics: the role of influential policy groups such as the Organization for Economic Co-operation and Development, human rights issues, corporate social responsibility, the changing nature of labor unions throughout the world, and the regulatory landscape in major world markets, including fast-growing economies such as China and Latin America.

One issue that continues to be at the forefront is the right to equal pay for equal work which is addressed in articles from Argentina, Austria, Canada, Colombia, Japan, and Russia where the principle of equal pay for equal work, regardless of gender, race, nationality, religious beliefs, etc., is examined. The issue of pay equity is further examined in articles from Germany and Mexico where the equal pay principle is extended to agency workers and when dealing with outsourcing companies; and in Vietnam where there is discussion of new legislation to harmonize the minimum wage.

Articles on benefits are also included, such as the new termination law in Belgium which eliminates the difference in notice requirements for blue and white collarworkers and the new vacation legislation in The Netherlands which ensures equal accrual of vacation time for all employees.

Other articles include one from the United Kingdom where gender equality in the boardroom is examined and articles from the United States where diversity in the workplace and California's Transparency in Supply Chains Act of 2010 are discussed in depth.

When can they go? How long can they stay? What can they do while there? How can they be paid? What happens to their employment benefits during the trip? Who will be the employer while abroad? Which countries laws will apply? What are the tax consequences to the employer and the employee? What about accompanying family members?

These issues confront employers dealing with both short-term business travelers, as well employees on long-term assignments. This is a global mobility handbook to help guide you.

This issue contains a collection of articles on legal developments from 11 jurisdictions that examine changes to labour laws, employment practices, and benefits issues. The global economy is still affecting change on the employment landscape with new legislation being passed in many jurisdictions. The challenge for the multinational employer is to stay informed of these changes and the effects they will have on the workplace and their employees.

We have several articles that deal with new employment legislation – the new law in Austria designed to reduce the pay gap between men and women; the ground-breaking Minimum Wage Ordinance in Hong Kong; the 2010 Malaysian Whistleblower Protection Act; and the Employees Food Assistance Law in Mexico are all discussed in this edition.

Other jurisdictions have reformed or amended existing employment laws such as the reform of the French retirement scheme; the reform of certain procedural aspects governing Italian labour disputes; Spain’s major employment and labor law reform package; and amendments to current Swedish legislation.

Finally, we have articles from several jurisdictions that further clarify existing laws and policy, such as the recent ruling in Argentina concerning unlawful intermediation of employment; the requirements and limitations that must be observed during an investigative proceeding in Brazil; the required contributions by Brazilian employers into severance fund deposits; and the effect that the NLRB’s August decisions will have on U.S. employers.

When can they go? How long can they stay? What can they do while there? Can they work? How can they be paid? What happens to their employment benefits during the trip? Who will be the employer during the trip? What are the tax consequences of the trip to the employer and the foreign employee? What about their family?

These issues confront employers dealing with short-term business travelers, as well as long-term, employment assignments. This is a global mobility handbook to help guide you.