10 Apr From a letter to the editor: “the idea of a free press in Ameri
From a letter to the editor: “the idea of a free press in America today is joke. A small group of people, the nation’s advertisers, control the media more effectively than if they can dictate everything from programming to news report content. Politicians as well as editors shiver in their boots at the thought of such a boycott. This situation is intolerable and ought to be changed. I suggest we all listen to National Public Radio and public television”. Is there an argument in this phrase, if yes what is the premise and conclusion Foreign Restrictions on TerminationResearch 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 source in your reply Respond to at least two of your classmates’ posts. Respond to Tenia Miller postAssess 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 countries 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 postDifferent 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. 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 productivty, 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 BFOQResearch the term BFOQ. Explain its importance and relevance to HRM. How might not appropriately incorporating well defined BFOQs lead to difficulties for the organization? How would the concept of BFOQ be linked to “disparate treatment” and/or “disparate impact” in respect to staffing? What is the link between the ADA (1990) and BFOQs? Present your views in 200 words or more in your discussion post. Respond to two of your classmates’ posts. Use at least two scholarly source in your reply. Remember to properly cite your sources. Respond to Ernest Evans PostBefore starting the hiring process, management always knows what they will look for the certain job. Job descriptions are always clear, but sometimes some jobs require employees having different characteristics than the described ones. These are rare circumstances that hiring department hires a person who’s characteristics does not match with the provided list of qualifications. This all is called Bona Fide Occupational Qualification (BFOQ) (Hunt, 2014). In US it is called Bona Fide Occupational Qualification (BFOQ) in Canada it is called Bona Fide Occupational requirement (BFOR).In simple terms it is the form of discrimination method used by management to hire their favorite persons. They can differentiate between applicants on the basis of color, race, gender, religious or geographical backgrounds. Through BFOQ a manager can easily alter the hiring process and disturb the normal hiring flow (Venable, 2014). BFOQ are safety techniques designed by management to safe themselves from legal issues. Since gender, race and color discrimination is not allowed in this time, so management can raise the point that they have selected that particular person on the basis of BFOQ.Management should kept in mind that they should not disrespected an staff. Disparate treatment can raise arguments on their work environment. Furthermore, all postings can never be same for all type of people, although law gives safety to “qualified individuals”. Sometimes you are qualified by have something missing in your profile that you cannot apply for a job. For example a person may have long list of degrees and certificates but his communication skills are down, so he can apply for the post of sales manager, but he can be rejected. This rejection would not be on the basis of color, race, gender, qualification but on the basis of important missing skill. Rights of general public are secured but there are some missing things which can never be answered by rights only (Griffith, 2017).ReferencesGriffith, D. (February 3, 2017). Discriminatory Job Postings? What’s the Deal? Retrieved from https://www.higheredjobs.com/articles/articleDisplay.cfm?ID=1187Hunt, S.T. (2014). Common Sense Talent Management. Retrieved from https://www.vitalsource.comVenable LLP (April 14, 2014). Prohibited Discrimination in Hiring: Disparate Treatment and Disparate Impact Retrieved from https://trust.guidestar.org/blog/2014/04/14/prohibited-discrimination-in-hiring-disparate-treatment-and-disparate-impact/Respond To Bethany Moorman postBFOQ stands for Bona Fide Occupational Qualification which means a specific attribute is essential for an individual to perform a specific job (USLegal, 2020). Disparate impact means that a negative impact is likely to occur or has occurred when the policy or practice did not appear to intend harm towards a protected class. Disparate treatment is when an employee is intentionally subjected to an adverse action or harassment based on their status involving a protected class (Workplacediscriminationlaw.com, 2012). While many protections against disparate treatment are rightfully afforded by our nations laws, such as Title VII, the Pregnancy Discrimination Act (PDA), and the Age Discrimination in Employment Act (ADEA), there are some exceptions based on what may be considered a BFOQ (Workplacediscriminationlaw.com, 2012). While disparate impact and disparate treatment are very clear in their intent and typically their application, there are some narrow instances where a BFOQ may be an applicable factor in employment decisions. More common examples would include actors and the necessity for a male or female to portray a specific role. However, the definition of a BFOQ is very narrow and not often applicable. This can lead to potentially difficult situations for an employer attempting to implement BFOQ as a factor in employment decisions as it could easily appear that a candidate is being subjected to disparate treatment.References:USLegal (2020). Bona fide occupational qualification law and legal definition. USLegal. Retrieved from https://definitions.uslegal.com/b/bona-fide-occupational-qualification/Workplace discrimination law. (2020). BFOQ defenses in workplace discrimination lawsuits. http://www.workplacediscriminationlaw.com/bfoq-defenses-in-workplace-discrimination-lawsuits
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