Effects of Legal, Safety and Regulatory Requirements
Teresa A. Davis
University of phoenix
Aug 27, 2012
Legal, Safety, And Regulatory Requirement In the United States, human resources managers must follow state and federal laws related to employment, labor relations and wages. Human resources managers must have a strong understanding of the Fair Labor Standards Act, Title VII of the Civil Rights Act of 1964, the Family and Medical Leave Act, Americans with Disabilities Act and applicable state laws. What is Title Vll?
Title VII, the federal law that prohibits most workplace harassment and discrimination, covers all private employers, state and local governments, and educational institutions with 15 or more employees. In addition to prohibiting discrimination against workers because of race, color, national origin, religion, and sex, those protections have been extended to include barring against discrimination on the basis of pregnancy, sex stereotyping, and sexual harassment of employees.
Currently, Title VII doesn’t include discrimination on the basis of sexual orientation. However federal legislation adding sexual orientation as a protected class against discrimination (the Employment Non-Discrimination Act (ENDA)), has been proposed in recent years. Many states have employment discrimination and harassment laws as well and may include even more protected classes – such as marital status and sexual orientation – than Title VII covers.
Human resource process requires that HR managers hire employees, provide compensation and Benefits to employees, engage in performance management and evaluation of employees as well as firing and hiring employees, provide employee health safety and prevent employee discrimination and sexual harassment among others(Walsh, 2009. P.299). All HR managers need to be fully aware of these and other of their duties to avoid falling into legal trouble...
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