USA Law and Practice Contributed by: Jeffrey Harvey, Randall Parks, Andrew Geyer and Cecilia Oh, Hunton Andrews Kurth LLP
provider’s delivery centres continue to be located off - shore. Additionally, given global inflation rates, there may have been a slight uptick in “onshoring”. However, on the whole, the USA is experiencing roughly the same allocation of deals among offshore, nearshore and onshore vendors as in previous years. Customer preferences that pertain to geographical considerations continue to be: • whether sensitive personal information is in-scope; • level of geography-specific risk; • whether a particular service is customer-facing; If employees are working remotely from a state oth - er than the state where the employer-company has office locations, the company must evaluate the need to comply with the state laws of the states where the employees are working. This includes (but is not limit - ed to) state leave, workers’ compensation, and unem - ployment compensation laws. The company should also evaluate whether employee presence in those states triggers an obligation to register to do business in those states and whether the employer would be subject to corporate tax obligations in those states due to the presence of employees in the states. • talent of resources; • cost savings; and • criticality of services. 5.4 Remote Working
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