In addition to increasing diversity of workforce, the problem of managing human resource is also complicated by the emerging body of law with respect with respect to the ways in which employers may or may not deal with employees. When managing in foreign countries, managers will find that local laws may be quite different but, given the strong influence of U.S. law on global business operations, it is important for all international managers to understand the basic labor-related laws of United States. A review of that body of law is facilitated by breaking it down into the following categories:- Equal Employment Opportunity
Equal Employment Opportunity aims to ensure that anyone, regardless of race, color, disability, sex, religion, or age, has an equal opportunity based on his or her qualifications. Title VII of the 1964 Civil rights Act established the Equal Employment Opportunity Commission (EEOC) to administer and enforce the Civil Rights law in employment settings. It consists of five members appointed by the President with the advice and consent of the Senate. EEOC officers receive and investigate job discrimination complaints from aggrieved individuals.
Enforcement of Equal Employment Laws
For most employers today, their workforces are increasingly international, and this complicates the task of applying equal employment laws. There are certain guidelines that specify when U.S. Employment Discrimination Laws apply to international Employers. These are (1) Jobs located inside United States when the employer is a U.S. entity and the employee is authorized to work in the United States. (2) Jobs located inside United States when the employer is a U.S. entity and the employee is not a U.S. citizen is legally authorized to work in U.S. (3) The law does not apply to jobs located inside the U.S. when the employer is a foreign entity exempted by a treaty, even though the employee is authorized to work in United...