Legal implicaiotn of hrm

Labour Rights and implications: Every individual has certain labour rights that give them security when they work in an organization. Prentice Hall, Other responsibilities in this area include safety and health and worker-management relations. The HR professional thus shoulder a very great responsibility while they work in an organization.

Summarize the key laws related to employee discrimination. Social Security Administration.

what are the four areas of human resource law a manager needs to be aware of

The net result of the all-encompassing civil rights acts is that businesses must carefully design and document numerous procedures to ensure compliance, or face potentially significant penalties.

On the other hand, imagine a Latino employee who has a stellar work record. Performance appraisal is the practice of assessing employee job performance and providing feedback to those employees about both positive and negative aspects of their performance.

It also made it possible for labor unions to negotiate contracts for their members. Don't assume that your business is too small to be covered.

Employment legislation in hrm

To hold problems to a minimum, specific personnel policies should be established as early as possible. Verification: In many organizations, human resource professionals have to shoulder the responsibility of verification. An HR professional shoulders the responsibility of dealing with such issues. Today, thousands of regulations, backed by civil and criminal penalties, have been implemented in various industries to help ensure that employees are not subjected to unnecessarily hazardous working conditions. And they know they need someone they can work with, who is willing to put in the time to learn the business and do the job. It was 3 a. Other important laws that govern significant aspects of labor relations and human resource management include the following: Davis-Bacon Act of —This law requires the payment of minimum wages to nonfederal employees. Nonetheless, even a business that carries only two or three employees faces important personnel management issues. The primary responsibilities associated with human resource management include: job analysis and staffing, organization and utilization of work force, measurement and appraisal of work force performance, implementation of reward systems for employees, professional development of workers, and maintenance of work force.

Fair Labor Standards Act of —this important law mandated employer compliance with restrictions related to minimum wages, overtime provisions, child labor, and workplace safety. Other factors that have changed the nature of HRM in recent years include new management and operational theories like Total Quality Management TQMrapidly changing demographics, and changes in health insurance and federal and state employment legislation.

Nonetheless, even a business that carries only two or three employees faces important personnel management issues. They now seek to decentralize and to integrate their operations, developing cross-functional teams….

Importance of labour law in human resource management

The FLSA does not specify a minimum number of employees. These training programs can range from orientation programs, which are designed to acclimate new hires to the company, to ambitious education programs intended to familiarize workers with a new software system. Jossey-Bass, Finally, there is the responsibility of managing career development. Staffing, meanwhile, is the actual process of managing the flow of personnel into, within through transfers and promotions , and out of an organization. But a small business with a work force of half a dozen people will be hurt far more by such an employee than will a company with a work force that numbers in the hundreds or thousands. Solomon, Charlene Marmer.
Rated 9/10 based on 36 review
Legal and Regulatory Issues in Human Resource Management