Most sales projections coming out of last month’s North American International Auto Show indicate a slow, gradual, but extended decline following a banner year in 2016. However, competition and sales activity looks to be rousing in one niche area of the industry – the online marketplaces – which is forcing traditional carmakers and sellers to react to stronger showings by automotive e-commerce companies.
Monday we took a look at two important labor and employment questions for automotive employers and suggested next steps to consider during 2017. Today we’ll examine questions three and four.
3. Are you in compliance with Form I-9, Employment Eligibility Verification requirements and other compliance obligations under federal immigration laws?
It hasn’t taken long, and if there was ever any wonder, it’s been put to rest. In the first weeks of the Trump administration we’ve seen wide-reaching philosophical shifts. But how will those shifts impact labor and employment in the automotive industry and, more importantly, what issues should employers continue to be mindful of in 2017?
Our second antitrust outlook-focused post reflects on how we expect 2017 to continue to shape up as a year in which competition policy and enforcement will face increased uncertainty and complexity, specifically with respect to the EU where competition policy may be forced to change, or to include more actors.
We expect that this year’s antitrust outlook will continue to carry a degree of uncertainty, whether in the United States, the European Union, or elsewhere. Our next two posts will cover some of the causes of present uncertainty, a few questions as well as some predictions.