Julie Arney XXXXXXXXXXMonday Dec 9 at 6:45am I work for a defense contractor who predominantly supports the US government. Contracts are temporary in nature and with each recompete there is a risk...

Julie Arney

I work for a defense contractor who predominantly supports the US government. Contracts are temporary in nature and with each recompete there is a risk that the incumbent can lose the contract. When that happens, the employees working that program need to find another alternate position within the company or will face a layoff notification. Unfortunately, this is the nature of the business and I issue a few dozen layoff notices each year. However, in the European Union (EU), there are laws that provide mandatory severance benefits to employees in the event of unemployment. "In all EU15 countries, the state assumes a large part of the risk through income support in the case of unemployment (unemployment benefits) and measures to help workers find a new job (active labor market policies)" (Kuddo, 2009, p67). Layoffs in the US are generally seen as a cost-cutting measure. However, with the EU requiring severance, costs often are not cut, or are not cut entirely. The same would be true to maternity/paternity leaves. These EU policies would create many different HRM policies than we have in the US.

Kuddo, A. (2009, November 1).Labor laws in Eastern European and Central Asian countries: minimum norms and practices(Links to an external site.). Worldbank.org. Retrieved October 8, XXXXXXXXXXFrom-http://siteresources.worldbank.org/SOCIALPROTECTION/Resources/SP-Discussion-papers/Labor-Market-DP/0920.pdf

Christopher Batastini

There are both differences and similarities between the American and European labor laws. The United States labor laws, has no requirement for an explicit contract of employment. Most employment is on an at-will basis, meaning that the employer or the employee can terminate the working relationship at any time, as long as the reasons are lawful. As is the case in Florida where I reside. Fortunately this does not apply to federal employees. Europe, however, utilizes the employment contract concept that is derived from common law. This being the basis for all employer-employee relations. Employment-at-will doctrine (as used in most of the United States) does not apply. (White, N.D.). due process is required to be followed or a wrongful termination lawsuit can follow. American federal laws and the U.S. fair Labor Standards Act do not require employers to notify their employees before termination. Under European law, an employee can make claims of unlawful termination if the original contract is breached in any way. I have heard of cases where a simp0le personality conflict or fear of someone maybe being considered for a promotion by other than the immediate supervisor that might be a threat to their job causing a job loss for an employee.

Chris