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Legal, Safety & Regulatory Requirements Paper

948 words - 4 pages

Legal, Safety, and Regulatory Requirements Paper
Sharron Stewart
HCS341
April 16, 2012
Alejandra Sipion

Legal, Safety, and Regulatory Requirements Paper

Human resource departments must comply with federal laws, state laws and international laws. These laws cover health, safety and legislations applicable to where organizations are located. State laws and local governments have their own employment related laws which cover a wider range than federal laws. Federal laws cover a full scope of employment and sets standards for wages, hours, safety, health benefits, retirement, workers compensation and working conditions.
Human resource management is tasked with making sure ...view middle of the document...

“A number of legal constraints, most notably federal legislation and its detention of illegal discrimination affect selection”. These changes often involve the courtroom, where common sense ethics and compassion is almost always over shadowed by the laws that affect organizations and employment. Fair employment is when decisions are not affected by discrimination, which is the role of the EEO.
(EEOC 2009) “The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. “It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge or participated in an employment discrimination investigation or lawsuit”.
Another reason why common sense and compassion has been replaced by litigations is because cases such as discrimination are played out in the courtroom and not within the organizations. It becomes hard for organizations to make decision regarding equal opportunity employments rights; because they have to make sure they are in compliance with the laws. Human resource departments can be face with financial liabilities, when they do not follow a law, which leads to another reason why common sense has been replaced by litigations. Some organizations have faced up to $50,000 to $300,000 in fines. Organization also face hardships when cases are publicized, organizations images become damaged.
Organizations faced litigations every day for a number of reasons; they can be hit with a lawsuit at any minute. Gomez-Mejia, Balkin & Cardy (2010) states understanding and complying with human resource law is important for three reasons. It helps you do the right thing, realize the limitations of your firm’s human resource departments, and minimize your form’s potential liability. Making sure you are following the law is simply the right...

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