Week 2 Assignment

HRM/531

November 27, 2013

Week 2 Individual Assignment

Large Multiple businesses in the U.S find a market for their product in the international market and feel the need to meet the need of the desire for the product. However along with meeting those needs the requirement to have physical presence in those international locations becomes necessary. When making the leap to an international location many things come to mind to be prepared and be aware of compliance issues that may be different from the U.S. be aware of employment laws, and be prepared for the type of cultural differences which may be found in a different country. Compliance Laws India as a country in its entirety uses its main source for employments laws, which is the Constitution of India. Also used amongst the Constitution of India, are labour states, federal, and state governments. India’s laws are governed by the constitution, but laws come down to individual states because each individual state in India may have added judicial guidelines to employment laws. Laws and Non Compliance
State Specific Shops and Commercial Establishments Acts (the SEAs);
Contract Labour (Regulation & Abolition) Act, 1970 (the CLRA Act);
Maternity Benefit Act, 1961 (the MB Act);
Payment of Wages Act, 1936 (the PW Act);
Minimum Wages Act, 1948 (the MW Act);
Payment of Bonus Act, 1965 (the PB Act);
Employees’ Compensation Act, 1923 (the ECA);
Employees’ State Insurance Act, 1948 (the ESI Act);
Payment of Gratuity Act, 1972 (the PG Act);
“The Constitution of India provides equality of opportunity in matters of public employment as a fundamental right. The Constitution of India prohibits discrimination on the following grounds:
Race, gender, religion, place of birth, domicile, caste, and descent.
A specific statute in this respect does not exist for the