GLOBAL HUMAN RESOURCE MANAGEMENT

1. GLOBAL HUMAN RESOURCE MANAGEMENT EMPLOYMENT LAW AND LABOR RELATIONS

2. ISSUES CONFRONTING HR • NO GLOBAL LAW • COUNTRIES HOLD MNE RESPONSIBLE FOR HOME AND HOST COUNTRY • LAWS ARE CONSTANTLY CHANGING • LABOR FORCE MIGRATION • INCREASED LITIGATION RISKS

3. MNE’S APPROACH HR LAW VIA: • UNDERSTAND INTERNATIONAL REGULATIONS THAT OPERATE IN MORE THAN ONE COUNTRY • ANAYZE LABOR AND EMPLOYMENT ISSUES COMMON TO ALL MNE’S • ANALYZE LABOR AND EMPLOYMENT LAWS IN COUNTRIES OF OPERATION

4. GENERAL EQUIVALENT EMPLOYMENT STANDARDS STATED BY INTERNATIONAL ORGANIZATONS • FREEDOM OF ASSOCIATION (RIGHT TO ORGANIZE AND BARGAN COLLECTIVELY • EQUAL EMPLOYMENT OPPORTUNITY AND NON-DISCRIMINATION • PROHIBITIONS AGAINST CHILD LABOR AND FORCED (PRISON OR SLAVE) LABOR • BASIC PRINCIPLES CONCERNING OCCUPATION SAFETY AND HEALTH • CONSULTATION WITH WORKERS’ GROUPS PRIOR TO CARRYING OUT SUBSTANTAL CHANGES SUCH AS WORKFORCE REDUCTIONS • GRIEVANCE OR DISPUTE RESOLUTION PROCEDURES • USE OF MONITORS (INTERNAL OR EXTERNAL) TO AUDIT EMPLOYMENT PRACTICES

5. SOURCES OF LAW • United Nations • Financial Institutions • International Labour Organization • Organization for Economic Cooperation and Development • World Trade Organization • Regional Trade Treaties • EU, NAFTA, ASEAN, ARAB LABOR Association, DELHI Agreement

6. UNITED NATIONS GLOBAL COMPACT • Human Rights • Businesses should support and respect the protection of internationally proclaimed human rights • Businesses should make sure they are not complicit in human rights abuses. • Labor Standards • Businesses should uphold the freedom of association and the effective recognition of the right of collective bargaining • Businesses should uphold the elimination of all forms of forced and compulsory labor • Businesses should uphold the effective abolition of child labor • Businesses should eliminate discrimination in respect of employment and occupation

7. UNITED NATIONS GLOBAL COMPACT (continued) Environment • Businesses should support a precautionary approach to environmental challenges • Businesses should undertake initiatives to promote greater environmental responsibility • Businesses should encourage the development and diffusion of environmentally friendly technologies

8. INTERNATIONAL LABOUR ORGANIZATION DECLARATION INCLUDES: • All members have an obligation arising from the fact of membership in the Organization to respect, to promote, and to realize in good faith in accordance with the Constitution Principles concerning the fundamental rights which are the subject of this convention namely; a) freedom of association and the effective recognition of the right of collective bargaining b) the elimination of all forms of forced or compulsory labor c) the effective abolition of child labor and; d) the elimination of discrimination in respect of employment and occupation

9. ORGANIZATION FOR ECONOMIC COOPERATION AND DEVELOPMENT • Respecting the right of employees to be represented by trade unions • Abolishing child labor, forced labor, and discrimination • Providing pertinent information to employees and representatives • Ensuring standards of occupation safety and health • Employing local personnel • Providing notice of collective lay offs and dismissals and similar adverse affects on employees

10. Fundamental and Social Rights of EU Workers • The right to work in the EU country of one’s choice • The freedom to choose an occupation and the right to a fair wage • The right to improved living and working conditions • The right to social protection under prevailing national systems • The right to freedom of association and collective bargaining • The right to vocational training • The right of men and women to equal treatment • The right to workers to information, consultation, and participation • The right to health protection and safety at work • The protection of children and adolescents • A decent standard of living for older people • Improved social and professional integration for disabled people

11. COMPARATIVE EMPLOYMENT LAW WORK COUNCILS- MADE UP OF ELECTED REPRSENTATIVES OF THE FIRM’S WORK FORCE

12. WORK COUNCILS • REQUIRED BY LAW • HAVE THE RIGHT TO RECEIVE INFORMATION AND CONSULTATION RELATIVE TO THE DECISIONS A FIRM MAKES • NEW EU LAW REQUIRES ALL FIRMS WITH >50 EMPLOYEES TO HAVE WORK COUNCILS • SOCIETAS EUROPEAE – RIGHT TO FORM A SINGLE COMPANY

13. COMPARATIVE EMPLOYMENT LAW TERMINATIONS AND REDUCTIONS IN FORCE – EMPLOYMENT AT WILL

14. COMPARATIVE EMPLOYMENT LAW DISCIMINATION, HARRASSMENT, AND VICTIMIZATION

15. COMPARATIVE EMPLOYMENT LAW PRIVACY PROTECTION

16. EU PRIVACY RIGHTS • NOTICE • CHOICE • ONWARD TRANSFER • SECURITY • DATA INTEGRITY • ACCESS • ENFORCEMENT

17. HANDS/OFF MONITOR GUIDE AND ADVISE STRATEGIC PLANNING SET LIMITS AND APPROVE EXCEPTIONS MANAGE TOTALLY FROM HEADQUARTERS IHR’S GENERAL RESPONSE TO LABOR/EMPLOYEE RELATIONS

18. SCENARIO A U.S. company operating in the Czech Republic domestically has smoothed manufacturing demand through overtime. This practice continued in the Czech Republic and most workers became accustomed to the extra salary. Recently one employee demanded more time with his family and that the company adhere to Czeck law of no more than 8 hours of overtime per month. The Czeck plant managers wanted to meet corporate profit targets and generally ignored the complaint. On August 1, 2007 an employee driving home from work after a 12 hour day fell asleep at the wheel , ran off the road, and killed himself and a co-worker in the car.The individual had worked overtime the week before but had two days off before the 12 hour day. The 12 hour work day constituted 4 hours of overtime. What should the company do?