As a manager of an international business, how can you utilize this information?

Knowing the laws, worker rights, and human rights practices of the country you need to visit is essential
for managers of global companies. Every nation has its own laws and ways of conducting business. I use
this knowledge to understand how the worker rights of every employee in the BRIC nations should be
handled and that each nation has its own human rights laws that must be adhered to, especially by
foreign businesspeople operating in these nations. I can utilize this knowledge to understand the laws of
these nations and how to use them without breaking them.

Country Commonalities Differences

The law states that a strike may be
considered disruptive by the labor court, and
the union may face legal repercussions if the
strike violates certain requirements, such as
if the union neglects to maintain essential
Brazil services during a strike, fails to notify
employers at least 48 hours before the start
of a walkout, or ends a strike after a labor
court decision. Employers cannot terminate
employees for participating in a legitimate
strike or hire replacement workers while one
is in effect, providing the strike is not
considered abusive.
The legislation guarantees all employees the
freedom to associate freely, the ability to engage in
collective bargaining with some limitations, and the
right to strike (except for members of the armed
forces, military police, and firefighters). The legal
restrictions on enterprise-level organizing. The
military, military police, and firefighters are
prohibited from striking by law. The law forbids anti-
union discrimination, including the firing of workers
who are running for or currently hold union
leadership posts, and it mandates that companies
bring back any employees who were fired for
engaging in concerted activities.

Strikes against emergency services and the
military are forbidden by law. Additionally, it
forbids strikes that would endanger the
nation's military, safety, and the lives and
health of its workers, as well as strikes that
would affect vital public-service sectors like
Russia utilities and transportation. Furthermore,
the law forbids some non-essential public
employees from striking and mandates
arbitration for railroad, postal, and municipal
employees as well as for public employees
who perform duties other than law
enforcement.
Workers are permitted by law to create and join
independent unions, engage in collective bargaining,
and go on legitimate strikes. The law forbids anti-
union discrimination, but it does not compel
businesses to reinstate employees who were let go
because they supported a union. Retaliation against
striking workers is forbidden by law. Unions are
required to register with the Federal Registration
Service, which can be a time-consuming process with
numerous delays and complex bureaucracy. The
reasons for denying trade union registration are not
set forth and may be arbitrary or without cause. The
right to organize is not applicable to people who are
on active service in the military, government
servants, customs employees, judges, prosecutors,
or people who work under civil contracts. Labor
unions are required by law to be impartial toward
political parties, companies, and governmental
entities.
 Although the law guarantees the right to
strike, it lays limitations on this right for
specific employees. The law also permits the
India government to prohibit strikes in
government-controlled firms and mandates
arbitration in some "important industries,"
as well as requiring a 45-day notice in
export-processing zones due to the EPZs'
categorization as a "public utility).
The law stipulates that union representatives
may not be transferred or fired by enterprise
management while they are serving as
representatives, and it also guarantees legal
rights against discrimination against the
China
officially recognized union. The law
stipulates extra sanctions for businesses that
participate in anti-union activity in addition
to the reinstatement of employees who
were fired for official union activity. Workers
who desire or participate in collective
bargaining with their employers outside of
an officially recognized union are not
protected by the law.
The right to form and join unions, as well as the right
to engage in collective bargaining, are protected by
the law, but employers are not required to do either.
Trade union registration required prior approval
from the state government in the Sikkim state. The
statute restricts federal and state government
employees' ability to organize.
Workers are not free to form or join unions of their
choosing, and the law does not allow for freedom of
association. The only union officially recognized by
the law is the All-China Federation of Trade Unions.
Independent unions are prohibited by law, and the
right to strike is unprotected. Workers in all sorts of
firms are permitted to engage in collective pay
bargaining under the legislation. Additionally, the
law allows for regional or industry-wide collective
agreements, and enterprise-level agreements were
typically required across the board. Regulations
mandate that the government-controlled union
consult with the workforce before consulting with
management and present proposed collective
bargaining agreements to the workforce or its
congress for approval. Businesses are not required
by law to bargain or negotiate in good faith, and
some employers chose not to.