Human Resource Management and the associated Federal Regulations
BUSI 301: Principle of Management
Dr. Beth Leslie
October 6th, 2014
As corporations grow larger and human resource management becomes more complex, there have been many legal issues that have risen up over the years. Many of them have arose out of the need to protect employees from unfair scrutiny and discrimination by companies. As a result of these scrutiny and discriminations, there are quite a few federal laws and regulations by which companies must observe and abide by. This research paper will analyze a few of these acts and see how they came into being as well as what significance they have had since their installment.
Human Resource Management and the Associated Federal Regulations Introduction
Human Resource Management is one of the most important departments of any organization. Human Resource Management office deals with providing and enforcing policies and procedures that favor both employees as well as employers. These policies ensure that the company’s vision, mission and culture does not interfere with the employee rights and privileges while optimizing both for maximum benefit. This department handles recruitment, the overall hiring process, policies concerning promotions as well as the payroll. It also dictates the methods of training and development programs used in corporations. (Saterlee, 2013) Over the years due to many incidents there have been quite a few legal issues between employees and employers, majorly over unfair disadvantageous treatments and as such many federal laws and regulations have been instituted by which organizations must follow in favor of their employees. This research paper will look to discuss a few of these regulations and the circumstances surrounding them. Equality Pay Act
The Equal Pay Act, one of the first acts set in place to address discrimination in the workplace aimed at prohibiting discrimination based on gender. This act required that people of both gender received equal pay for the same amount of work done on the same level of employment. Equality as far as the job was concerned was based on the content of workload being substantially equivalent. This act considers these major factors when deciding the content of work. The amount of experience, education and training that sums the overall skills factor. It analyzes the amount physical or mental labor involved in performing tasks. If the amount of physical or mental labor involved is equivalent, then it would most certainly be unfair to pay a group of employees higher than the other just based on gender. This regulation also factors in the working conditions and work responsibility in the decision making. (Congressional Digest, 2014). Since the introduction of this act, there have been many other acts that have been instituted to ensure that the Equal Pay Act is being properly enforced. A few of these subsequent acts that aim at amending the Equal Pay Act include the Paycheck Fairness Act, Lilly Ledbetter Fair Pay Act and many more. Title VII of the Civil Rights Act
Civil Rights Act Title VII is one of the first of federal laws and regulations for human resource managements. This regulation passed as part of the Civil Rights Act in the year of 1964 seeks to prohibit discrimination based on ethnicity, race, or nationality. This act covers all the facets of employment including promotions and benefits, the hiring process and employment decision as well as even during disciplinary measures. While discrimination based on fluency in a specific language is permitted as it pertains to the job, employers are prohibited from harassing employees or discriminate based on accent or culture. The Pregnancy Discrimination Act is a later amendment to the original Civil Rights Acts Title VII. This amendment included the prohibition of discrimination against pregnancy, child...
Cited: Satterlee, A. (2013). Introduction to Organizational Management and Leadership. Organizational Management & Leadership A Christian Perspective - Second Edition (pp164). Raleigh, NC: Synergistics International Inc.
Pay equity overview: Major laws and court cases relating to equal pay for equal work. (2014). Congressional Digest, 93(5), 11-32.
Legislative Background on Pay Equity. (2014). Congressional Digest, 93(5), 12-12.
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