Amanda Parks, Jesse Neri, Daniel Silva
Week 2 Reflection
For this week's employee compliance plan, understanding state and federal laws will help these business owners ensure proper compliance and avoid any legal issues. Discussing laws such as the Civil Right Act of 1964, the Age Discrimination in Employment Act of 1967, and the Occupational Safety and Health Act ensures businesses take their employees into consideration. These federal laws apply to all businesses to prevent employee discrimination and to ensure a safe and healthy working environment such as the creation of the Occupational Safety and Health Administration or OSHA. Although not all states give OSHA full control to govern what is safe and what is not, it is imperative that measures accommodate a safe environment for employees.
Each business scenario given in week two requires a human resource department to clearly outline and comply with these regulations, as well as following any specific state laws and regulations. To provide the best feedback, each scenario provided information about the new business plan, the number of employees they are seeking to hire, and the locations of each new business. Using this information allows the compliance plan to include the local area laws and regulations. Specific things discussed in each compliance plan were employee wages, compensations, benefits, discrimination, and the safety of employees.
Furthermore, not only do the rules need to be followed but also awareness needs to be created within an organization or business. Mangers are given responsibilities that involve the hiring and terminating of employees thus requiring strict knowledge of these laws. Many issues can arise from inexperience or poor management from Human Resource Directors.
There has been an explosion in employee HR involvement with growing companies. The creative new approaches to handling the changing work force