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With the current focus on U.S. multinational operations around the world and the pressure to meet globally acceptable and locally effective compliance, companies regularly turn to global employment policies as a tool to manage their local employment-related risks. Often the desire is to house these policies in a single "global" employment handbook. While it seems efficient, a truly one-size-fits-all single, global handbook is not realistic option. This paper discusses the potential problem with a single "global" handbook and outlines three approaches to get U.S. multinationals to the same result while fully complying with local laws.

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