Organizations that employ workers from overseas destinations are bound by international and local regulations. Multinational Corporations (MNCs) have various restrictions regarding the cessation of employment contract for foreign employees. Such limitations are placed on years of services as per the contract period, the reason for termination, and the cost benefit perspectives of the company (Gebel &Giesecke, 2016, p. 488). Therefore, workers seeking economic engagement in overseas companies should understand procedures regarding job terminations. In as much as the restriction administered for job termination are meant to caution corporations of potential losses that may accrue due to job cessation by employees, some conditions disadvantage employees and may lead to abuse of labor rights.
Termination oversea employees is a difficult task for human resources professional given their protection by international legislations. Onley (2014) indicates that employment systems restricts employers from terminating foreign worker contracts except on grounds of severe misconduct. The author further illustrates a case in point of the German’s termination protection act that sets a standard of termination after an exhaustion of several conciliation avenues. Such options include transferring the worker to other open positions, role differentiation, and possible demotions before the termination. Other European Union nations, such as Spain have set up conditions for nine weeks reverence pay for each full year worked in a firm as a package for cessation (Onley, 2014). Therefore, the conditions for employee termination are strict to ensure observance of labor and workplace rights for all foreign workers.
Workplace due process for terminating foreign employee contracts is a significant tool for MNCs in the EU. Considering that the labor landscape in the region is divergent from one state to another, companies have restrictions on hiring and firing oversea workers. Although workers are expected to provide professional services and work diligently, human resource managers are also expected to practice fairness and due process adopted in local and international labor regulations.
References
Gebel, M., & Giesecke, J. (2016). Does deregulation help? The impact of employment protection reforms on youths’ unemployment and temporary employments risks in Europe. European Sociological Review, 32(4), 486-500. doi:10.1093/esr/jcw022
Onley, D. S. (2014). Terminating overseas employees. Society for human resource management. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/Pages/0114-overseas-terminations.aspx
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
