Multinational Employment Research Articles

EMPLOYMENT DISCRIMINATION LAW EXPOSURES FOR INTERNATIONAL EMPLOYERS: A RISK ASSESSMENT MODEL.

This study tests a risk assessment model for employer compliance with U.S. employment discrimination laws. Data from N = 101 federal court cases that involved multinational employers operating both...

Local interpretation of national micro‐enterprise policy

Small businesses and micro‐enterprises provide more than 75 per cent of all private sector employment in most countries. In today's environment where large urban areas are more attractive to young people and multinational employers, micro‐enterprise support has become a very important element of both industrial and regional policy, especially in Ireland. However the development of support policies for small businesses is not new and has been evolving over the last 30 years, but up to the early 1990s no support structure policies existed for micro‐enterprises. This research involves an assessment of Ireland's current government micro‐enterprise policies and their effects on entrepreneurs and the growth of their businesses at a local level. The research endeavours to establish if government policy in the micro‐business sector is meeting the objectives of government, if it is satisfying the requirements of the entrepreneurs, i.e. promoters of micro‐enterprises at local level, and to understand what are the effects of local interpretation of government policy on entrepreneurs and their businesses.

Partnership in skill development and credentialisation: Career development from school to work to tertiary study

This article explores the partnership between a New Zealand university and the New Zealand arm of a large multinational employer. A major focus is career development in the New Zealand workplace, which is considered in the context of government policies and initiatives. A research project, which was originally intended to promote staff recruitment and retention, especially of Maori (indigenous people of New Zealand) and Pasifika (Pacific Island people), later focused on the link between management training, career progression and continued education. Skill and attitude development in the workplace is conceptualised as a complex activity, which is influenced by the values, experiences and perceptions of employees. Employee career aspirations ranged from continuation of study at school, continuation of workplace training, pursuance of tertiary study (either related or unrelated to current employment) or changing career direction. More research needs to be undertaken to understand the conditions under which firms in the low-pay sector will offer training of the kind reported here and of the responses of workers in such firms to the potential for training

The Determinants of Employment of Affiliates of US Multinational Enterprises in Africa

Employment of foreign affiliates of multinational enterprises has been shown to promote growth by boosting wages, increasing the transfer of technology and enhancing productivity in host countries. Yet, the factors affecting such multinational employment in Africa have not been studied. Using panel data, this article indicates that – in contrast to natural resource availability – good infrastructure, higher income, openness to trade and an educated labour force have a significant positive impact on employment. In order to realise the employment benefits of FDI, therefore, sub‐Saharan Africa needs to attract investments in non‐natural resource industries, and host countries need to improve their infrastructure and educate their population.

What do Representatives Think of the Practices of European Works Councils? Views from Six Countries

This article presents findings from a survey of European Works Council (EWC) representatives from six countries, exploring variations in terms of their nationality, whether they are office-holders and the country of originof their multinational employer. There is widespread dissatisfaction with the current practices of EWCs, particularly regarding the scope of the agenda and the quality of information and consultation. In addition, there is widespread support for revision of the Directive, particularly in areas that will improve thequality of information and consultation.

Treatment of Expatriate Tax: A Look at U.S., U.K. and Canadian Practices

The difficulties inherent in international assignments—whether short term or long term—are exacerbated by home and host tax regulations, as well as company policy. In an effort to better understand how employers treat expatriate income tax, Organization Resources Counselors, Inc. recently conducted a series of surveys polling multinational employers based in the United States, Canada and the United Kingdom. Mindful of the similarities and differences among individual tax policies, tax equalization still leads the list of employer approaches to taxation of company-source income. With the ongoing popularity of the balance sheet approach to international pay, the predominance of tax equalization is no surprise. Many employers continue to believe that in most typical assignee situations, protecting the expatriate's purchasing power and lifestyle—and tax liability—while abroad is still the approach that works best for all.

Multinational enterprises, employment relations and ethics

The contribution of multinational enterprises to wealth creation is evident, but there is much discussion on whether the consequent power is, or ought to be, used responsibly for social and economic ends. In employment relations, although international standards have long been established, current issues include the use of child labour, safety, differential pay, hiring policies and conditions, especially towards locals. This paper attempts to identify the ethical, as opposed to prudential or legal, dimensions of the issues, especially as illustrated in case studies, and to estimate the prospects for agreed improvement. The paper suggests that technical management skills, ethical awareness and the propagation of international standards together are not enough to reduce the contentiousness of the various practices. Inclusion of consumers (the ultimate paymasters) tends to be rudimentary. Discussions of other relevant persons in the “stakeholder” debate have yielded little practical application. Economic and business pluralism could be helpful.

Identifying uniform employment-termination practices for multinational employers

Identifying uniform employment-termination practices for multinational employers

Identifying Uniform Employmenttermination Practices for Multinational Employers

Abstract After a review of the diverse laws governing termination of employment in 11 countries, the authors note patterns across the different legal systems. For example, all but two of the eleven countries required some form of just cause for dismissing an employee. Several mandated various forms and schedules of notice, and a few required some form of remuneration or severance payment—sometimes in lieu of notice. Additionally, some countries gave the workers the chance to appeal their dismissal, often with the assistance of third parties. Although the authors consider it unlikely that the severance-pay idea will become a blanket policy (since some countries don't require severance pay), they adduce a set of standards that could provide a uniform termination process across all 11 nations. The strategy underlying such a uniform policy is to make its provisions fit the laws of the most restrictive nation, by using a just-cause standard in all dismissals. While that adds some personnel cost, on balance, the authors argue that establishing cause for dismissal protects the employer from future claims and could save money in the long run. It also forces managers to make a specific effort to remediate employment issues and to try to help struggling employees.

Multinational companies and indirect employment: measurement and evidence

This study suggests a new approach towards measuring the indirect employment effects of multinational companies (MNCs) using a simple Cobb-Douglas production function. Based on the assumption that domestic sales by indigenous firms in a sector are supplies for multinationals in that sector rather than final goods, indirect employment effects are measured as the effect of an increase in domestically purchased inputs on employment in indigenously-owned suppliers. Applying this measure to data for the electronics sector in Ireland we find that there have been positive indirect effects of MNCs on employment in indigenous firms. The value of the estimated coefficients depends somewhat on the specification of the model estimated but the standard specification suggests that a 10% increase in domestically sold output by indigenous firms leads to an employment growth of around 2% in these firms.

A Guide to the New Pension Rules in Ireland

Multinational employers with facilities in Ireland or other European countries should know the laws and rules governing pensions in Ireland and understand European Community rulings that affect member nations' pension regulations.

University and In-House Management Education of Multinational Business and Bank Employees

A study of the education needs of multinational businesses in Dade County, Florida has been carried out in order to gain insight into the recruiting and training practices of the larger multinational employers'in the area. The conceptual basis for the study is a model of organizational information processing and socialization which identifies eight ways in which organizational decisions can be directed and made. Education contributes differently to each approach to decision making. Consequently, the use that should be made of education programs differs according to the approach used to make decisions in a particular setting. The focus of the discussion is on the contribution which university-based education can make toward fulfilling the education needs of new international business employees. The comparative value of in-house training, conferences, seminars, and undergraduate and graduate degree programs for promoting organization-specific and occupation-specific knowledge and socialization are also considered.