Employment laws play a critical role in human resources management strategies and in an organization operation. Employee laws are design to protect the employees by the Equal Employment Opportunity Commission (EEOC). The Equal Employment Opportunity Commission (EEOC) “ federal enforcement agency enacted to ensure that employers follow and abide by rules set forth in the Civil Rights Acts of 1964”(Web Finance, 2012). However, the act insisted of “people should be given the same opportunities and equal changes to obtain employment regardless of their color, race, gender, national origin, or religion” (Stewart & Brown, 2012, pg. 80). After researching the employment laws of Georgia by visiting ga.gov and after inserting “employment laws,” the research will give a descriptively analysis of a description of a scenario that will correspond with the employment law provide. Next the analysis will describes a recommended plan to manage the HRM situation within the confines of the law.
Third, the approach will be justified by the scenario to HR management. Fourth, the analysis will describe a competitive advantage may be gain by ensuring HRM practices meet the necessary employment laws. Final, a speculation will be made with an assumption of the situation was not handled in accordance with the appropriate employment laws. Description of the scenario that corresponds with employment law: The scenario that was beneficial compliance with the Georgia Employment Law is “disciplinary action training for supervisors of diverse employers.” The current state that analysis was research of the state of Georgia and the informative information that was providing from www.ga.gov. Georgia’s employment laws and the HRM strategies are in compliance with the state’s regulations. However, Georgia is considering as an at-will provision. Meaning which the employers have the right to “freely discipline or discharge employees