The Philadelphia law offices of White and Williams, LLP hosted a full conference room of companies anxious to learn how their companies can be more effective in addressing many issues as they open offices requiring key on-the-ground representatives or need to staff their daily operations.

Rick Grimaldi, a labor specialist with White and Williams, provided the introduction to changes occurring within China’s labor field and the need for companies to adhere to both the United States Foreign Corrupt Practices Act and China’s corruption polices. Seminar attendees learned which authority and controls the US company could and should take regarding issues of bribery, commissions and well as how they should set their company’s employee policies.

Bringing to light some of the differences in Chinese laws and regulations in setting up a representative office in China was Chunsheng Lu, an associate in White and Williams Business Department. In his presentation, he emphasized that certain documents required by the Chinese may not be available from the foreign country’s government thereby presenting complications to the applicant. An interview with a COC member company, who had already successfully set up a representative office in China, provided insight to many issues regarding activities in which representative office employees could and could not engage.

Robert C. Seiger, III, head of White and Williams Immigration Practices Group, provided information and strategy tips on how to work through the visa application process. Mr. Seiger spoke on the implications of the current immigration bill, changes to visa classifications and key criteria companies need to address in visa application letters.

The corporate experience was provided by Trish Maxson, Ph.D., a Group Human Resources Director for Rohm and Haas. Ms. Maxson provided a presentation on Rohm and Haas’ two manufacturing facilities and a research and technology service center employing over 200 people in China. She reflected on the challenges that even large companies face in finding and retaining staff from top managers to manufacturing floor employees.

Ms. Maxson noted that with the ever-increasing competition for employees of all types, many of the HR dynamics have changed. She analyzed pros and cons of both retaining and relocating current employees if needed verses hiring local staff. With many new hires lured to jump companies, strategies with longer term incentives to retain employees were also discussed.

To learn about WTCGP CEO’s China Operations Club, please visit our Special Programs page.

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