Legal Safety and Regulatory Requirements Paper

Legal, Safety, and Regulatory Requirements Paper

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Legal, Safety, and Regulatory Requirements Paper

Legal, safety and regulatory requirements greatly impacts on human resource managements and departments by putting in place measures that ensure that all employees are treated fairly and equally. Under legal, safety and regulatory requirements the rights of both the employee and employer are safe guarded and clearly spelled out by several entities and bodies such as Equal Employment Opportunity Commission, National Labor Relations Board, and the Occupational Safety and Health Administration. This bodies and entities have been put in place by the United States to protect the employee and the employer from unfair actions/acts from either of them. Herein in the paper we have discussed on the effects of legal, safety and regulatory requirements on human resource processes as well as an insight to “Common sense and compassion in the workplace has been replaced by litigation”, and impact of U. S. Equal Employment Opportunity Commission, Department of Labor, Department of Homeland Security, and The American’s Disability Act of 1990 on human resource processes.

Effects of Legal, Safety and Regulatory Requirements on the Human Resource Processes

Human resource managers as well as the people in the department should be well versed and know all the regulations and laws as stipulated by the United States and carry out their duties and roles according to the rules and laws. Once an employee qualifies to join an organization, a contract between the employer and the employee is signed to safe guard the rights of them both. The employment contract will clearly spell out the terms of employment such as responsibilities and roles, renumeration and conduct. The US Department of Labor has put in place legal laws and rules that protects employees from exploitation by the employer. Such rules and laws include, overtime pay, rest and meal break as well as working hours by minors.

Occupational Safety and Health Administration has put in place laws, rules and regulations that will ensure safety of all employees(Silverstein, 2008) by setting rules that will make the organization provide personal protective equipment(Gul, Ak, & Guneri, 2017), tagout/lockout procedures as well as hazard communication structures and fire point places. US equal employment opportunity commission has put up rule and regulations to ensure that everyone is offered equal employment opportunities by setting rules and regulations that will guard them against discrimination based on color, race and religion(Modesitt, 2010). Human resource management is not only about hiring and firing, it also involves following rules, laws and regulations as set out by the national entities and also making sure that the employees also abide by the safety laws and regulations.

The statement “Common sense and compassion in the workplace has been replaced by litigation” is interesting and very true. Insight to the statement, shows that they is a huge difference on how organizations used to be and how they are now. The rules and regulations have increased tremendously from barely a page in the past to an entire book of rules and regulations now. Human resource management team must be compassionate and focused in meeting the rules and regulations that have been put place to guard against litigation. However, a times compassion can turn around, and can cause legal court suits if compassion overtakes legal rules, laws and regulations. In this case some of the employees will use compassion as a reason to take legal action on their employers by taking them to court and therefore, the world has adopted litigation overtaking common sense and compassion and its right to do so. A look at the impact of Equal Employment Opportunity Commission, The American’s Disability Act of 1990, US Department of Labor and Department of Homeland Security on human resource processes, USA has created several bodies and organizations to protect the employee and employer against malicious or false accusations, exploitation, and even on disabilities. US department of labour mission statement is “Foster, promote, and develop the welfare of the wage earners, job seekers, and retirees of the United States and improve working conditions (U. S. Department of Labor, n. d.)” whereas the Equal Employment Opportunity Commission regulates the conducts of employer against discrimination on the hiring processes based on any gender, race, and marital status(Schlanger & Kim, 2013). The Americans with Disabilities Act of 1990 was enacted and signed by the then president Bush prohibits discrimination of persons living with disabilities in employment. The Department of Homeland Security comes up with laws and rules that will ensure and guarantee security and safety of US. By doing this, the Department of Homeland Security protects business as well as other organizations against goons, robbers and terrorists and by doing so they ensure a conducive environment for businesses and other organizations.

In conclusion, human resource processes are vital for any organization in ensuring that they meet and abide by all the legal, safety and regulatory requirements. We can comfortably state that human resource processes are governed by the legal, safety and regulatory requirements. The “Common sense and compassion in the workplace has been replaced by litigation.” Statement is quite true. United states of America have created several bodies and organizations to ensure that employees are treated fairly and that the employees have rights against and over the employer. Human resource departments contribute directly to the organization by overseeing and ensuring the organization abides by the legal, safety and regulatory requirements by making right decisions that will not upset employees and open room for law suits.

Reference

Gul, M., Ak, M. F., & Guneri, A. F. (2017). Occupational health and safety risk assessment in hospitals: A case study using two-stage fuzzy multi-criteria approach. Human and Ecological Risk Assessment: An International Journal, 23(2), 187-202.

Modesitt, N. M. (2010). Reinventing the EEOC. SMUL Rev., 63, 1237.

Schlanger, M., & Kim, P. (2013). The Equal Employment Opportunity Commission and Structural Reform of the American Workplace. U of Michigan Public Law Research Paper(340), 13-013.

Silverstein, M. (2008). Getting home safe and sound: occupational safety and health administration at 38. American journal of public health, 98(3), 416-423. doi:10.2105/AJPH.2007.117382