BUS 692 Foreign Restrictions on Termination Paper

BUS 692 Foreign Restrictions on Termination Paper

Instructions/Descriptions

BUS 692 Foreign Restrictions on Termination Paper

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Research the topic of restrictions on termination of employment in European countries. Assess the different requirements and consider risks, operational requirements for MNCs, modified HRM policies, and any other conditions or restrictions facing a firm operating in such environments.

Present your views in 200 words or more in your discussion post. Use at least two recent, scholarly sources in your reply. Respond to at least two of your classmates’ posts.

Respond to Tenia Miller post

Assess the different requirements and consider risks, operational requirements for MNCs, modified HRM policies, and any other conditions or restrictions facing a firm operating in such environments.

Grounds for the termination in the European market in comparison to those in the U.S. vary in multiple ways. European employment compares the two most common ways to be terminated employment at will and indefinite work. The U.S. is the only country that follows the employment-at-will law, explaining the continuous increase in unemployment in the U.S.

While most states follow the indeterminate employment model with variations that fit the consumer climate, the security in employment is consistent in the continents that follow the indefinite way to hire and employ their citizens, Stilwell, F. (2005).

The chosen employment style does not prevent termination, but the company must prove cause and legal procedures are followed. Once it has been determined, termination is justified, a severance or “notice” pay is issued. The amount of that payment reflects the reason for termination.

Global or multinational companies, such as Google, Apple, or even Amazon, are faced with difficulties in providing fair practices for their employees. While these companies are based out of the United States, the leadership must maintain the standards of the country’s employment requirements.

While there is a Chief HRO, it is the HR managers that provide feedback and relay information to the leadership to meet and potentially exceed the employment expectations for the region. The managers identify the differences and establish the policies and protocols to achieve the company’s mission while guaranteeing the employment benefits of which the country is accustomed.

Stilwell, F. (2005). International and Comparative Employment Relations: Globalization and the Development Market Economics. Journal of Australian Political Economy, 55.

Respond to Cynthia Perry post

Different requirements according to Onley (2014), include severance packages of nine weeks of pay for every year worked in Spain.  In Japan employees can only be fired for serious misconduct.  When a US company goes abroad, they should be well prepared for the road that lies ahead.

When they go into another country, they are in fact playing by their rules.  US companies have found that out the hard way that they have to comply with international laws. In other countries unions and work councils are prevalent and they are there to protect the employee.

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US companies want to be careful when terminating employees, as it can have a long-term effect on their reputation.  Once they have gotten a bad reputation it may be difficult to find top talent. In the interest of doing things right, HRM should be well versed in international policies, and how the country operates with employees in regards to challenges that may arise such as poor productivity, or lack of engagement.

Most European countries have tight knit communities that take care of each other, so HR will have to modify rules to get along with the home land people.

Onley, D. S. (2014, January 1). Terminating Overseas Employees. In SHRM. Retrieved from shrm.org

BUS 692 Foreign Restrictions on Termination Paper

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