Does my organization need HR Translations?


2022-09-15 16:31 Morningside


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Anytime an organization grows to an international footprint, it presents logistical challenges – the most fundamental being communicating across borders. Human resource teams are responsible for sending out internal communications like new employee orientations, training and certification programs, emails, handbooks, and so much more. But does your organization need HR translations? Communicating with your global workforce is crucial to engage and motivating employees. If you are a multinational company with a worldwide workforce, translating HR documents like employee handbooks and codes of conduct seems like a must. You may be asking yourself, where are we required to translate HR communications and where would issuing an untranslated English version be illegal? Or you could wonder how to ensure all your employees, franchisees, and third-party vendors fully understand your company’s policies and procedures and if HR translations are required. In a rush to push out employee communications, multinationals may assume that their worldwide workforce all speaks English – but the multinational may want to take the position that it does not have to translate internal communications for employees overseas. Issuing employee-facing communications in different languages, and pushing out English-only employee communications to workforces in non-English-speaking countries, raises some surprisingly complex legal issues. In some countries, English-only communications can be a legal problem if national language laws or mandates exist. In France, for example, the national labor code punishes employers with heavy fines if they issue certain HR communications in languages other than French. There are advantages to English only and disadvantages as well. Every organization has a different approach to transmitting global communications. There are English-only work rules that must be considered along with Umbrella compliance. Workplace language laws and translation mandates come with flat prohibitions, voiding rules, submission mandates, fraud, duress, and hostile reception for local proceedings—all of which are discussed in our newly updated Global HR Communication Guide. For your organization to become a robust, well-integrated global machine, it’s essential to consider the laws and best practices associated with global communications. This can directly impact your team’s creativity, effectiveness and engagement. Providing accurate translations of HR communications is difficult enough without the additional burden of keeping track of the ever-changing global legal landscape. That’s where an experienced language solutions provider (LSP) can step in to help. An LSP can ensure that you comply with worldwide language laws while skillfully localizing global corporate communications to achieve a cohesive and successful international business network. Be on the lookout for Morningside’s updated guide by Donald C. Dowling, Shareholder at the Littler law firm, “How to Communicate with Your Global Workforce Laws & Best Practices,” revised to 2022 standards explaining the various types of “workplace language laws” worldwide and offering compliance approaches and strategies. The discussion also provides some points regarding the human resources, diversity, inclusion and ESG issues inherent in international workplace communications. Keeping a diverse workforce engaged is no easy task, especially if you are operating in multiple global locations. Translating internal communication is critical to this effort – but it has to be done right. About Morningside At Morningside, we offer a full suite of translation services in over 200 languages and dialects. Our global network of 8,000+ translators (including in-country linguists) is an expert in various technical fields and subject areas. Contact us today to learn more about how we can help you save time and money with your business translation needs. Morningside equips the world’s leading corporations with a full suite of end-to-end translation and localization solutions for their corporate compliance needs. Our language services ensure your ideas and policies are seamlessly communicated to your employees, partners, and customers and meet all local and cultural requirements.
任何时候,一个组织发展到国际足迹,它提出了后勤挑战最基本的是跨境沟通。人力资源团队负责发送内部沟通信息,如新员工入职培训、培训和认证计划、电子邮件、手册等。但是您的组织是否需要人力资源翻译? 与您的全球员工进行沟通对于吸引和激励员工至关重要。如果您是一家跨国公司,员工遍布全球,翻译人力资源文档(如员工手册和行为准则)似乎是必须的。您可能会问自己,在哪些情况下我们需要翻译人力资源通信,在哪些情况下发布未翻译的英文版本是非法的?或者,您可能想知道如何确保所有员工、特许经营商和第三方供应商完全理解公司的政策和程序,以及是否需要人力资源翻译。 在急于推出员工沟通时,跨国公司可能会假设他们在世界各地的员工都说英语,但跨国公司可能希望采取的立场是,它不必为海外员工翻译内部沟通。 以不同的语言发布面向员工的通信,并向非英语国家的员工推出纯英语的员工通信,会引发一些令人惊讶的复杂法律问题。在某些国家,如果存在国家语言法律或法规,则仅使用英语通信可能会成为一个法律问题。例如,在法国,如果雇主用法语以外的语言发布某些人力资源信息,国家劳动法将对雇主处以重罚。 英语有优点也有缺点。每个组织都有不同的方法来传送全球通信。有一些仅限英语的工作规则,必须与Umbrella合规性一起考虑。工作场所的语言法律和翻译规定都包含了明确的禁令、无效规则、提交规定、欺诈、胁迫和当地程序的敌意接待-所有这些都在我们最新更新的《全球人力资源沟通指南》中进行了讨论。 要使您的组织成为一个强大的、整合良好的全球机器,必须考虑与全球通信相关的法律和最佳实践。这会直接影响您团队的创造力、效率和参与度。 要提供准确的人力资源沟通翻译已经够困难的了,而且还需要承担跟踪不断变化的全球法律环境的额外负担。这就是经验丰富的语言解决方案提供商(LSP)可以提供帮助的地方。LSP可以确保您遵守全球语言法律,同时巧妙地本地化全球企业通信,以实现一个有凝聚力和成功的国际业务网络。 请留意由Donald C. Dowling,Littler律师事务所的股东,《如何与您的全球劳动力沟通的法律和最佳实践》,修订为2022年标准,解释了全球各种类型的《工作场所语言法律》,并提供了合规方法和策略。讨论还就国际工作场所沟通中固有的人力资源、多样性、包容性和ESG问题提出了一些观点。 让多元化的员工参与进来并不是一件容易的事,尤其是当您在全球多个地点运营时。内部沟通的翻译对这一工作至关重要,但必须正确进行。 关于晨兴 在晨兴,我们提供200多种语言和方言的全套翻译服务。我们的全球网络拥有8,000多名翻译人员(包括国内语言专家),是各个技术领域和学科领域的专家。立即联系我们,了解我们如何帮助您节省时间和金钱,满足您的商务翻译需求。 Morningside为世界领先的企业提供全套端到端翻译和本地化解决方案,以满足其企业合规性需求。我们的语言服务可确保您的想法和政策与您的员工、合作伙伴和客户进行无缝沟通,并满足所有当地和文化要求。