Mr. Hodson is a partner in the San Francisco Office of Seyfarth Shaw LLP. Dominic specializes in the firm's International Labor & Employment practice and has devoted his career to the development of this niche practice. He works regularly and closely with some of the world’s best known brands to assist them with all of their labor and employment needs outside of the US and guide them to compliant and commercially-practical resolutions to those needs. Mr. Hodson's practice covers each region of the globe and encompasses not only the day-to-day issues which global employers face in managing their workforce in specific countries, but also the complex and detailed issues arising from the implementation and management of multi-jurisdictional HR projects. He has a particular focus on the labor and employment aspects of international business transactions and his work includes:

employment issues arising out of international M&A, spin-offs, joint-ventures and outsourcings, such as global business transfer rules (e.g. TUPE and its European equivalents); employee, works council and trade union consultation and consent processes; termination and re-hire requirements; and pre- and post-transaction rationalization processes
employee integration issues, such as the harmonization of terms and conditions of employment and compensation and benefits programs; addressing change-in-control requirements; the reduction of excess head-count
the implementation of individual and collective terminations and reductions in force, including permitted reasons for termination; individual and collective (e.g. works council and trade union) consultation requirements; government and labor authority notification and approval processes; severance agreements and other termination documents
employee cost-management processes, such as adjustments and withdrawal of compensation programs; forced vacation; furloughs, unpaid leave and other reductions in working time
the protection of trade secrets and proprietary and commercially-sensitive information - non-compete and non-solicitation arrangements and requirements; requirements regarding compensation for employee inventions; proprietary information agreements
the investigation, assessment and resolution of employee disputes and allegations of wrongful conduct and behavior
documenting the employment relationship correctly and ensuring country-specific requirements (statutory, collective agreements etc.) are satisfied, such as via offer letters; employment contracts; employee handbooks and work-rules; group and country-specific policies
addressing global employment compliance issues, such as data-protection; workplace harassment and discrimination; equal opportunity; flexible work and working from home requirements
the arrangements for managing a globally-mobile workforce when employees move from one country to another, such as international assignments; international secondments; and long-term or permanent transfers
compensation and benefits compliance, such as leave entitlements; wage-hour compliance; protections for specific classes of employees (sick, disabled, expectant or new parents etc.)
the arrangements and compliance requirements for non-standard workers around the globe such as temporary employees; independent contractors; dispatched workers and agency employees