Bona Fide Occupational Qualification and Employment

Introduction

             Bonafide occupational qualification, abbreviated as BFOQ, can be defined as the requirements for a particular job post. These characteristics are connected to religion, sex, origin and age, even though they do not interfere with any bans on discrimination. These attributes are allowed to be considered by the employers before recruiting new employees. A known example is where churches restrict themselves in hiring members only from their church and avoiding those from other different dominions. It implies that a person may fail to get a job because of his gender or religion. It is essential because it helps in recruiting suitable workers for the task. With this, the employer gets assured that the individual assigned that specific duty will complete it correctly. Precisely, it results in ineffective job performance. It is relevant to Human Resource managers because it helps them employ the right and capable people with the suitable qualifications for better job performance (Findley et al., 2019).

Inappropriate use of this method could result in wastage of resources leading to poor job performance. The people selected for particular tasks are not relevant, i.e., they lack the necessary knowledge of the task at hand. It might lead to the breakdown of companies. Bona Fide occupational qualification can as well be linked to disparate treatment. Disparate treatment is a form of discrimination where are treated more favored while others are undermined to shield certain types of people. Due to close similarities, these may be linked despite that disparate treatment involves harsh treatment. The staffs are majorly the ones displaying this type of treatment on employees.

The Americans with Disabilities Act aims to ensure the rights of the disabled are not violated. Americans with Disabilities Act expects employers to treat people with disabilities fairly and respectfully. The ADA links with BFOQ in an attempt to stop discrimination against the disabled. During hiring, it is expected that the Americans with Disabilities Act and Bone Fide occupational qualification are combined to protect the rights of the disabled.

 In Europe, no employer is allowed to terminate an employee’s work without a valid reason. It is considered void. It implies that in Europe, having different labor laws, one needs to go through a long, complicated process before termination. For an acceptable termination to occur In Europe, there must be a mutual agreement between the worker and employer. A notice or immediate termination is effected after a probationary period with can go up to three months on maximum, or six months if there is a collective agreement (Mihi Ramírez et al., 2020).

The employer needs to give a valid reason for this termination. Unlike employers, employees may end an indefinite contract without explaining the reasons. Since the employment type in Europe is indefinite, the wrong termination that does not follow procedure can earn the employer a grave punishment of fines and award additional compensation on top to the employee.

 Multinational companies combine methods of work operation such as training their foreign partners or workers. They are required to make plans for the future or organization. Multinational companies are also expected to standard any procedure within the organization to ensure the effective running of the business. Modified human resource managers are expected to ensure the correct recruit of an individual. These managers also have a responsibility to ensure the employees carry out their tasks effectively and appropriately (Bos-Nehls et al.,2 017).

In conclusion, every firm or company works to achieve better results. It is only achieved by ensuring the employees are well organized and planned.

Reference

Findley, H. M., Van Buskirk, D., Edwards, T., & Belcher, W. (2019). IS DISCRIMINATION LEGAL: IT DEPENDS ON YOUR BUSINESS. ASBBS Proceedings, 26, 219-230.

Mihi Ramírez, A. L., Melchor Ferrer, E., & Sobieraj, J. (2020). Integration and productivity of labor factor in Europe. Perspective from nationality and the attainment level.

Bos-Nehles, A., Bondarouk, T., & Labrenz, S. (2017). HRM implementation in multinational companies: The dynamics of multifaceted scenarios. European journal of international management, 11(5), 515-536.

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