Legal, Safety, Regulatory Requirements
Legal, safety, regulatory requirements
Organizations whether it is big or small, abide by the federal law that regulates employment practices in the United States. One of the biggest roles that human resources department is responsible for, is to implement such practices within the organization to prevent future lawsuits.
The statement, common sense and compassion in the workplace has been replaced by litigation means that organizations fear of legal action against them that they bend over backwards to ensure that this will not happen. The department of human resources deals with a lot of problem employees which may affect and can be a threat to the stability of any work environment.
According to the United States Bureau of Labor Statistics, the unemployment rate has continued to trend up in October of this year and have increased significantly. This could mean that it may just be a matter of time until an organization is litigated over human resources issue. However, accuracy, consistency, and keep current with the regulations as well as proper handling of human resources files can help lessen the damage.
One of the most important regulations is the civil rights act of 1964 this law bans the most unfair hiring practices. Equal opportunity, affirmative action and sexual harassment are three areas of this act that impacts human resources processes. Directors, supervisors as well as managers are mandated to comply with this act. The equal employment opportunity (EEO), warrants everyone to have an equal employment opportunity as well as protects against discrimination to race, age, and gender. Affirmative action plan obliges employer or an organization to make every effort to effectively utilize and give equal employment opportunity to minority group members and females in the work force.
The equal employment opportunity commission (EEOC) enforces some of the major labor laws in the United States. Included are equal pay act of 1963, the civil rights
Organizations whether it is big or small, abide by the federal law that regulates employment practices in the United States. One of the biggest roles that human resources department is responsible for, is to implement such practices within the organization to prevent future lawsuits.
The statement, common sense and compassion in the workplace has been replaced by litigation means that organizations fear of legal action against them that they bend over backwards to ensure that this will not happen. The department of human resources deals with a lot of problem employees which may affect and can be a threat to the stability of any work environment.
According to the United States Bureau of Labor Statistics, the unemployment rate has continued to trend up in October of this year and have increased significantly. This could mean that it may just be a matter of time until an organization is litigated over human resources issue. However, accuracy, consistency, and keep current with the regulations as well as proper handling of human resources files can help lessen the damage.
One of the most important regulations is the civil rights act of 1964 this law bans the most unfair hiring practices. Equal opportunity, affirmative action and sexual harassment are three areas of this act that impacts human resources processes. Directors, supervisors as well as managers are mandated to comply with this act. The equal employment opportunity (EEO), warrants everyone to have an equal employment opportunity as well as protects against discrimination to race, age, and gender. Affirmative action plan obliges employer or an organization to make every effort to effectively utilize and give equal employment opportunity to minority group members and females in the work force.
The equal employment opportunity commission (EEOC) enforces some of the major labor laws in the United States. Included are equal pay act of 1963, the civil rights