Researchers conducted a study on the multinational corporation's employee termination practices in the United States and Canada show that between these countries there is no differences and the employees' legal protections in the two countries and the company claims a uniform corporate employee termination process.
In comparison the researchers point out to structural and procedural differences in the employee termination process.
Authors researching this phenomenon have pointed out that manager's perceptions, organizational demographics, perceived influence of stakeholders, all influence the organizational performance. In other words the EU rules shows the indicators that relate to employee matters. In a study aimed to describe the epidemiology of ADA charges alleging employment-related discrimination due to HIV and to investigate the charge-filing behavior of workers with HIV. (2009) "Inventing Equal Opportunity" Princeton University Press: Princeton, NJ.
It was shown that workers who were female (odds ratio (OR) = 0.79, p References Borzi, Phyllis C. Common Sense In the United States of America, the workplace used to be a serious location, but one where warmth and friendship could develop.
The methods of using attorneys and quasi-legal personnel to comply with regulatory requirements, and the researchers in comparing these practices confirm that In the United States money is directed toward legal professionals -- "paying lawyers" and in Canada there is importance of severance packages -- "paying workers." (Nielsen, 1999) This shows that there can be no compassion or even enforcement of right if there is no possibility of facing a suit and this inconvenience which is more costly than compliance often makes the managers adhere to fair policies.
Changed Perceptions: The nature of employment is thus changing and with that the employee loyalty and the need for the employee to belong.
In the same context it is also argued that greed, corporate or individual can offset compassion and commonsense.
Therefore enforcement of laws and the need to comply with regulation alone is a sure way of ensuring worker rights at the work place.
Thus the temporary employment is a means of avoiding employment taxes, reducing fringe benefits, eliminating worker's compensation benefits, reducing capital and maintenance costs reducing bookkeeping and payroll preparation costs and so on.
(Zimmermann; Gowan, 1999) These constraints often make these firms cut corners and come down heavily on labor.