In the United States, employment-at-will status allows non-unionized employers to enjoy immense freedom within the workplace. This includes freedom to modify, update―even eliminate―jobs, pay structures, employee benefits, workplace offerings, work rules, and other terms and conditions of employment. Consequently, this freedom can lead to reductions-in-force, restructurings, cut-backs, pay cuts, demotions, benefits reductions, and toughened work rules.
This plays out quite differently in other countries. Outside the U.S., employment-at-will, employers can face more restrictions as a result of rigid employment laws abroad. Employers can get locked into current pay rates, benefits offerings, work rules, and even current office locations.
In this fast-paced session, you will learn effective strategies for implementing―overseas and globally―workforce restructurings, pay cuts, benefits reductions, and modified employment terms.
Among other things, you will explore:
- Why U.S. employment-at-will facilitates dismissals and enhances employers’ day-to-day “management rights” to modify terms and conditions of employment―and what this means for employers outside employment-at-will
- Why employees overseas see their job as an “employment contract,” and what that means for modifying its terms
- Practical tips and strategies for cutting or restructuring employment terms, work hours, benefits, and pay outside the United States
- Approaches for project-managing a global pay or benefits cut-back
- The key differences between overseas pay/benefits cut-back projects and overseas reductions-in-force
Upon course completion, you will be able to:
- Examine how the law regulating a global pay or benefits cut-back differs radically from the U.S. employment-at-will model―and what this means for international HR operations
- Effectively project-manage a global pay or benefits cut-back