ABSTRACT
One of the most important areas of global context for IHR is the area of employment law. Even though there is only limited employment regulation developed by international organizations, that is, employment law developed by bodies with global reach and/or jurisdiction, and what international development there has been involves quite limited ability of enforcement, every firm that operates in the global economy must contend with the varying employment laws in every country in which they operate, as well as abiding by whatever international standards also exist.1 Typically, these foreign laws and practices differ drastically from what MNEs are familiar with at home. Thus there can be considerable risk of making mistakes, pursuing risky
strategies, and putting the enterprise at considerable potential liability for not understanding adequately what these laws, standards, and codes require of the MNE.
