D358 Global Human Resource Management - Set 4 - Part 2

Correct Answer: Work exacted under threat of penalty and not offered voluntarily

Forced labor is work performed involuntarily under threat of penalty, including debt bondage and retention of identity documents. It is prohibited under core international labor standards.

Correct Answer: The processing and protection of personal data of individuals in the EU

The General Data Protection Regulation governs collection, processing, storage, and transfer of personal data, imposing strict obligations on employee data handling and cross-border transfers.

Correct Answer: Storing employee records in a centralized global HR system

Consolidating employee data in a global system involves transferring personal data across borders, which requires lawful transfer mechanisms and appropriate safeguards under data protection law.

Correct Answer: Safeguards against retaliation for reporting wrongdoing in good faith

Whistleblower protections shield employees who report suspected wrongdoing in good faith from retaliation such as dismissal or demotion, and many jurisdictions now mandate reporting channels.

Correct Answer: Setting consistent ethical standards for behavior across all operations

A global code of conduct articulates the ethical standards expected of employees everywhere, covering integrity, conflicts of interest, harassment, bribery, and compliance with law.

Correct Answer: Severe legal penalties and reputational damage across jurisdictions

Anti-bribery laws such as the US FCPA and UK Bribery Act carry extraterritorial reach and severe penalties, so multinationals must train employees and enforce controls globally.

Correct Answer: Unwelcome conduct that creates an intimidating or hostile work environment

Harassment is unwelcome conduct, often related to a protected characteristic, that creates an intimidating, hostile, degrading, or offensive environment. Employers must prevent and address it.

Correct Answer: Legal definitions, reporting duties, and cultural norms differ by jurisdiction

While the principle is universal, legal definitions, mandatory reporting and training requirements, and cultural understandings of appropriate conduct differ, requiring local adaptation.

Correct Answer: Providing a safe working environment and managing identified risks

Employers must provide a safe workplace by identifying hazards, assessing risks, implementing controls, and training employees, with specific duties defined by each country's legislation.

Correct Answer: Differing national standards, enforcement levels, and reporting requirements

Safety standards, enforcement rigor, and incident reporting duties vary by country, so multinationals often set a global minimum standard that meets or exceeds each local requirement.

Correct Answer: They limit maximum hours and mandate rest periods and paid leave

Working time rules cap weekly hours, require daily and weekly rest, mandate breaks, and guarantee minimum paid annual leave, directly shaping scheduling and staffing practices.

Correct Answer: A legally required document specifying key terms of employment

Most countries require a written statement or contract specifying key terms such as role, pay, hours, notice, and leave, and these terms cannot generally be changed unilaterally.

Correct Answer: Employees' terms and employment transfer when a business is sold

Transfer of undertakings rules, such as TUPE in the UK and the EU Acquired Rights Directive, transfer employees to the new employer with their existing terms and continuity of service preserved.

Correct Answer: Ensuring suppliers meet defined labor and safety standards

Ethical sourcing sets labor, safety, and environmental standards for suppliers and verifies them through audits and remediation, recognizing responsibility extends through the supply chain.

Correct Answer: Relocating work to exploit lower labor standards and undercut conditions

Social dumping describes moving production or posting workers to take advantage of weaker labor standards or lower wages, undercutting conditions in higher-standard jurisdictions.

Correct Answer: Maintaining a country-by-country register of legal obligations and monitoring changes

A maintained register of obligations per country, with monitoring of legislative change and local legal counsel, allows an organization to stay compliant as requirements evolve.

Correct Answer: To provide the individual with a copy of their personal data on request

Data protection regimes commonly grant individuals a right of access to the personal data an employer holds about them, requiring a response within a defined timeframe.

Correct Answer: A restructuring affecting a significant number of employees

Significant restructuring, collective redundancies, or business transfers typically trigger legal duties to inform and consult works councils or employee representatives before decisions are implemented.

Correct Answer: A transnational body informing and consulting employees across EU operations

A European Works Council is a body representing employees across an organization's EU operations, with rights to be informed and consulted on transnational matters affecting the workforce.

Correct Answer: Part-time employees should not be treated less favorably without objective justification

Equal treatment rules require that part-time and fixed-term workers not be treated less favorably than comparable full-time or permanent staff unless objectively justified.