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Week 6 – Instructor Guidance
As we come to close of the term, the discussion turns to expatriation and repatriation — in the context and under the strong influence of globalization. The following questions are wholly relevant to expatriation and repatriation:
Do laws like the Fair Labor Standards Act and the Family and Medical Leave Act apply to U.S. citizens working in several other countries?
How can a company manage an expatriate employee’s performance?
How can my company best retain repatriated employees?
How do I find out what visas are required for an expatriate assignment?
How do we handle taxes for expatriates?
How should we compensate an employee on a foreign assignment?
What are the differences among a local national, an expatriate, a third-country national, and an inpatriate?
What are the selection criteria for an international assignment?
What country-specific factors should my company consider when expanding business globally?
What is done to repatriate an employee who is returning from an assignment abroad?
When an employee is on an international assignment, are we required to withhold Social Security tax from his or her wages?
When our company sends U.S. employees overseas, where do they pay income tax?
These questions can be answered here:
http://www.shrm.org/TemplatesTools/hrqa/globalhr/Pages/default.aspx
I have also provided some insight into a few critical decisions that have been made in recent weeks that will add value to substance of the course.
FMLA does not require that a job be held open indefinitely
In Henry v. United Bank (1st Circuit, 11-1666, July 1
3
, 2012), the federal appeals court ruled that the FMLA does not require that jobs be held open indefinitely. Henry was employed as one of three FT credit analysts. After seeking FMLA leave several times, and using up all 12 weeks, Henry then sought indefinite, open-ended leave for another illness. The court determined that the company was within its rights to hire another permanent credit analyst if it could show that ongoing use of temps simply didn’t work for the company. While the company could be required to extend FMLA for specific circumstances, it was not required to extend FMLA for indefinite periods.
Extensive Employment Applicant Searches
While some companies only conduct the standard applicant search (job title, dates worked, and place of employment), EBI reports that many companies are now involved in two advanced search methodologies. The Social Security Trace Report can be used to uncover information about where an applicant has lived. In addition, this report can be used to uncover aliases used by the applicant, as well as uncover any criminal record hits on the applicant, including any sexual assault offenses. However, it will only capture this information in places where the applicant has had a residence. A National Criminal Record Database Search can be used to uncover any criminal activity hits anywhere in the USA, regardless of whether the applicant has had a residence in the area of the criminal activity or not.
The EEOC has put out an advisory that private companies may not automatically eliminate applicants based on a criminal conviction. Instead, companies have to consider the applicant’s entire application and likelihood of recidivism, as well as how the specific crime relates to the job the applicant is seeking. However, a criminal record or dishonesty on the part of the applicant can certainly be considered in any hiring process. Furthermore, companies have an obligation to protect other employees, customers, and stakeholders from potential harm caused by dangerous or predatory individuals. As a result, companies have an obligation to be as careful as possible and make hiring decisions based on as much information as possible.
Week Six Overview
Assignment
Due Date
Format
Grading Percent
Expatriation
Day 3
(1st post)
Discussion Forum
Repatriation
Day 3
(1st post)
Discussion Forum
3
Research Project
Day 7
Written Assignment
28
Readings
1. Read Module A in A Framework for Human Resource Management.
2. Read Hyder, A. & Lovblad, M. (2007).
The repatriation process – a realistic approach
. Career Development International, 12(3), 264-278.
3. Read Palmer, T., & Varner, I. (2005).
Role of cultural self-knowledge in successful expatriation
. Singapore Management Review, 27(1), 1-25.
Discussions
To participate in the following Discussion Forums, go to this week’s Discussion link in the left navigation:
1. Expatriation
How can organizations maximize the likelihood of success of expatriate employees? What is the single point of failure in the expatriate experience? What can the organization do to mitigate the single point of failure? Explain your answers in 200 words. Respond to at least two of your fellow students’ postings.
2. Repatriation
How can the organization retain repatriated employees upon their return from abroad? What specific tactics and approaches can be applied to retain repatriated employees? Explain your answers in 200 words. Respond to at least two of your fellow students’ postings.
Assignments
To complete this assignment, go to this week’s Research Project link in the left navigation:
Research Project
Focus of the Research Project
Submit an eight-to ten-page job analysis paper (excluding cover page and references). The Research paper is organized around the premise that you have recently been promoted from your current job to the next management level above that job. You must now find a replacement for yourself and then supervise that person in your old job. In order to do this you must engage in a job analysis exercise and produce a job description. Using the job description, you then develop a recruiting plan and selection strategy including testing and interviewing. Once that person has been hired, his/her job performance must be evaluated. A performance evaluation philosophy and method must be developed. You must then decide how the position should be paid and why. Finally, training and development issues must be addressed for professional growth. Use at least one theory from the organizational behavior literature to support your positions. The Research paper asks you to apply the knowledge you have gained from the material presented in class in addition to your own experiences.
Writing the Research Project Paper
The Paper:
· Must be eight- to ten- double-spaced pages in length and formatted according to APA style as outlined in the approved APA style guide. Title, reference, and any exhibits or appendices are not counted in the paper length.
· Must include a cover page that includes:
– Title of paper
– Student’s name
– Course name and number
– Instructor’s name
– Date submitted
· Must include an introductory paragraph with a succinct thesis statement.
· Must address the topic of the paper with critical thought.
· If possible, provide a context of a first-person experience where you saw this academic concept in operation. Do not simulate third-party statements of experience.
· Readdress the concept and the experience with critical thought. That is, what is your response to the content, either positive or negative, and then defend your position. If multiple options/alternatives/positions are present and are being rejected you must also defend the reasons for rejecting an option.
· Must conclude with a restatement of the thesis and a conclusion paragraph.
· Must use APA style as outlined in the approved APA style guide to document all eight or more sources.
· Must include, on the final page, a Reference List that is completed according to APA style as outlined in the approved APA style guide.
COURSE CHOICES:
OMM 640 Business Ethics and Social Responsibility
Instructor: Carolyn Broner
7/9/2013 to 8/19/2013
Order Books >
OMM640: Business Ethics and Social Responsibility
Course Text:
Ferrell, O.C., Fraedrich, J. & Ferrell, L. (2013) Business ethics: & social responsibility. [OMM640 Custom edition] Mason, OH: Cengage Learning.
To locate and purchase this text through the Ashford University Online Bookstore (ED MAP), please use:
Bundle: ACP Business Ethics, ISBN 9781285563794
BUS 691 Strategies in Organizational Leadership
Instructor: Conni Whitten
8/27/2013 to 10/7/2013
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BUS691: Strategies in Organizational Leadership
Course Text:
Northouse, P. (2010). Leadership theory and practice (6th ed.). Thousand Oaks, CA: Sage Publications. ISBN: 9781421974882.
Rowe, G. (2011). Cases in leadership (2nd ed.). Los Angeles, CA: Sage Publications. ISBN: 9781412980197.
BUS 670 Legal Environment
Instructor: To Be Determined
10/8/2013 to 11/18/2013
BUS670: Legal Environment of Business
Course Text:
Seaquist, G. (2012). Business law for managers. San Diego, CA: Bridgepoint Education, Inc.
This text is a Constellation™ course digital materials (CDM) title.
