Employment Law

Question: Write an essay on the Employment Law. Answer: Introduction The 5C Typology in the US employment Law has been the guideline or the legal framework through which cross border employment executed. The 5C typology includes the following constituents within the US employment law- Citizenship, compliance, control as well as culture. There are several issues in dealing with such a recruitment procedure. The development of these notions can be prevented by raising the awareness levels about cross-border employment. This is responsibility of the human resource department, which can implement training schemes in curbing these common misperceptions from hampering organizational business functionalities. US Employment Law: Common misconceptions The common misperception about cross-border employment is the negative attributes associated with a place. Cross- border employment has many opportunities associated when working with a designated employer as per the laws of a place According to Holland et al. (2015), cross-border employment is a necessary feature in the global market scenario and can assist any business enterprise in recruiting the best talents in the global market. Citizenship The US offers citizenship opportunities to the talented professionals working in the place. In this regard, it can be said that the citizenship offers many opportunities to the business enterprise. Ekman (2015) mentioned that citizenship offered to the employees, would help in adjusting to a new place and offer many opportunities to the brand. Offering a U S citizenship entails many factors like the education, background as well as the purpose. However, the most prevalent misconception that it is a lengthy procedure and is biased (Lanney Ensign, 2014). As such, it can be said that the citizenship given is a fair procedure and would help in selecting individuals that adds a value to the place . Compliance - Employment law in the US is subjected to various rules and regulations. Thus, the organization needs to adhere to compliances in the global market. Regulatory compliances include strict checking on the backgrounds (Giles, 2015). This includes checking if he has a criminal conviction or the person has been disbarred from working in the domestic country. As such, Toppin, and Toppin (2015) noted that there are several compliances, which the organization has to adhere to in recruiting, oversees candidates. In this regard , it can be said that the most common perception about compliances that it is a simplified procedure which can be taken care of after recruiting the candidates . Ekman (2015) mentioned that the compliance procedure depends on the product and the service line the organizations are currently operating. The US compliance procedure has to conform to the rules and the regulations of a place. Control - There is rigid control that has been imposed on the employment laws of a place. Lear (2012) mentioned that there should be strict restrictions that have been guiding every employee policy in the organization. The control relates to every aspect of the business in the terms of recruitment, selection as well as the operational activities of a business (Ekman, 2015). However, the most common misconception referring to control in the employment law is the wrong notion that the employer has the total control of the operational activities of a business enterprise (Toppin and Toppin, 2015). There are specific guidelines established in the US Law that governs the actions of every employer working in the business enterprise. Culture - The work environment or the culture has a pertinent impact on the productivity rate of a business organization. As such, Giles (2015) noted there is a common misconception about the work environment being superior in all the business enterprises and have an essential impact on the business operational policies. In such cases, an unbalanced work environment would have a adverse impact, thereby, hampering the productivity rate of the organization. Employment law in the global context The employment laws in the context of the global level shall assist business entities to correctly assess the legal requirements and act accordingly. This would assist the business enterprise to ensure that the legal necessities has been accurately met . Graybill, et al.(2013) mentioned that the legal parameters in the case of the employment laws relates to following a fair and a transparent process in the context of the relocating of the employees and selecting oversees candidates. Use of 5C typology The 5C typology can be used to state the employment law as well as the foreign subsidiaries to the business organizations. According to Toppin, and Toppin (2015), these 5C typology can be used to state the operational strategies to re-innovate the existing business scenario in the country It can be said that the these 5C typology can serve as an essential guideline for the business enterprise The misinterpretations identified in the case of the 5C typology can be prevented to assist the business entity in ensuring effective business operations. Lanney and Ensign, (2014) mentioned that it is the primary responsibility of the human resource department to address such issues. Therefore, those regular training sessions can be implemented to educate the employees about the existing employment laws in a place (Lear, 2012). This would enhance the level of education about the US employment and prevent such misreprentations. Conclusion There have been several misconceptions that can be associated with the US employment law. As such, it can be said that these misinterpretations about cross border employment law can be reduced by holding regular workshops with potential oversees employees . In addition , different types of severance packages are also provided to employees depending upon the terms and the conditions of the job contract . The 5C of the employment Laws has been providing the necessary guidelines and rules covering different aspects of cross border employment. Thus, it is the primary responsibility of the human resource department in consultation with the management of a business organization in creating fair and transparent human resource policies. References Ekman, T. (2015). Employee advocacy in social media-Case study of a Finnish listed company (Doctoral dissertation). Graybill, J. O., Taesil Hudson Carpenter, M., Offord Jr, J., Piorun, M., Shaffer, G. (2013). Employee onboarding: identification of best practices in ACRL libraries. Library Management, 34(3), 200-218. Holland, J., Burnett, S., Millington, P. (2015). Employment Law 2016. Oxford University Lanney, A. R., Ensign, P. C. (2014). Melville Corporate Finance, Inc. Asian Case Research Journal, 18(02), 221-249. Lear, D. (2012). Languages for specific purposes curriculum creation and implementation in service to the US community. The Modern Language Journal, 96(s1), 158-172. Toppin, I. N., Toppin, S. M. (2015). Virtual schools: The changing landscape of K-12 education in the US.