As companies around the world expand and contract, they require expert guidance on the resulting HR and compensation issues. Laura Becking has devoted her career to facilitating this process. Her guidance empowers companies, regardless of size or stage, to align their workforce and business objectives.
Her practice is unique in the market. In addition to leading Orrick’s Global Employment & Equity Compensation practice; she is also integrated into the firm’s top-tier employment practice and compensation and benefits practice, enabling her to offer comprehensive solutions for the modern workplace.
Her strategies extend beyond regulations and compliance, into the company’s overall culture and societal nuances of their local workforce. By blending these elements, her targeted plans address a wide range of issues, including hiring, performance management, terminations, discrimination, reclassification, HR data privacy compliance, employee handbooks and policies. She also helps implement employee equity and other compensation and benefits arrangements outside the United States, and covers all aspects of securities, foreign exchange and tax filings triggered by such rollouts. Whether working with a pre-IPO start-up or an international corporation, Laura remains focused on her client’s human capital.
Laura’s distinctive approach places her in high demand for corporate transactions, in particular IPOs and acquisitions. She advised on the employment and/or equity compensation aspects of Facebook’s and Cisco’s global acquisitions; various global transactions for GoPro, Sabre, and Snap; the pre- and post-merger integration for DigiCert’s acquisition of Symantec’s Website Security Business; as well as the global acquisitions and global tender offers for a large number of pre-IPO clients. She has also advised companies such as Pinterest, Elasticsearch, GitHub, Nvidia, Optimizely, Scale, Splunk, Twist, Viasat, Vice and VMWare on global employment and equity compensation matters and transactions.
Global companies face stricter rules on employee data privacy, in particular when using social media and internal monitoring tools. It also now becomes clearer that many EU Member States will use the opening clause of Art. 88 General Data Protection Regulation (“GDPR”) to re-implement their “old” data privacy laws.
- Use of Social Media And Employee Analysis Tools Under GDPR
Recently, the Article 29 Working Party (“WP29”), the expert group of European data protection authorities, published its opinion on the upcoming changes relating to data privacy at the work place. It explains what employers should do for ensuring compliance with the GDPR and provides guidelines for the use of information found on social media platforms – such as Facebook or LinkedIn and for electronic monitoring of employees. READ MORE →
