ABU DHABI, October 21, 2013 – Patton Boggs LLP and AmCham Abu Dhabi co-hosted an exclusive seminar in Abu Dhabi today addressing employment issues faced by U.S. companies operating in the U.A.E.
The seminar featured Patton Boggs’ Washington Partner Douglas B. Mishkin, Abu Dhabi Associate Mark J. Gilligan, and Abu Dhabi Managing Partner William L. Nash III who discussed U.S. employment laws that apply to American employers in the U.A.E. and how to reconcile the provisions of each country's labor laws when they conflict with U.S. employment laws.
Theresa F. Weber, Acting Executive Director, AmCham Abu Dhabi, welcomed AmCham members and senior business executives representing American and Emirati firms working in the defense, energy, legal, education, construction, engineering, healthcare, hospitality, banking, finance and information technology sectors.
After an introduction from Mr. Nash about Patton Boggs work in the Middle East, Mr. Gilligan began the seminar by highlighting several important U.A.E. employment law considerations and key terms of the standard U.A.E Ministry of Labor Employment Contract.
Mr. Mishkin then gave a comprehensive overview of which U.S. employment laws do and do not apply to US citizens working in the UAE; what to do when U.S. and U.A.E employment laws conflict and hot U.S. employment topics.
“To get the full benefit of operating here, U.S. companies and U.S.-controlled companies must be aware that several important American employment law obligations follow them here. When those obligations conflict with local law, it’s important to proceed cautiously and with proper legal assistance,” said Mr. Mishkin.
“This collaborative discussion will enable U.S. companies to strengthen international business in a responsible manner,” added Matthew E. Byrd, Chairman, AmCham Abu Dhabi. “We thank AmCham Abu Dhabi Platinum Member Patton Boggs for providing substantive insights on such an important topic.”
The Patton Boggs Employment Law Practice routinely advises its international clients on reducing the risk of employment-based litigation through the development of proactive, practical corporate policies and practices, which serve to prevent adverse litigation outcomes.