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<p>Situation: We have primary business in country "A" and have multiple offices in different countries like "B" , "C" & "D". We need to hire an employee in country A and then later on send him/her to country B where a fresh contract need to be agreed with same salary and benefits mentioned in the contract that served in country A.After serving2-3 months employee failed to impress the international branch and was separated with the clauses mention in the contract of country B. He/she came back to country A and filed a law suit against the company in country A on the basis of the contract served in country A.Need to know how can we safeguard country A from that kind of law suit? secondly if the employee has been served fresh contract what is the legal value of the contract at country A? Employee has been paid the final settlement in country B properly as per the local laws and country A has all the copies of second contract and final settlement etc should they still be worried?</p>
For safeguarding the interest of the company, you would be expected to have an integration clause in your employment contracts.
Something within the lines of "This agreement is understood and intended to be the final expression of the parties' agreement and exclusive statement of the terms and conditions with respect thereto, superseding all prior agreements or representations,oral or written, and all other communication between the parties relating to the subject matter of this agreement."
*Please note above is just an example for the purpose of the explanation. You will need to get this drafted in the context of your contract.
As for the ongoing case with the Employee, the new contracts signed in country B supersedes the contract entered into in country A. His claim does not hold any "legal value" as you put it.
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