Legal, Safety, Regulatory
Legal, Safety, Regulatory
Human resources must abide by legal regulations and safety laws, along with regulations requirements. This is set in place for organizations to avoid litigation. The employee-related regulations have been established by the United States including; Department of Labor, the U. S Equal Employment Opportunity Commission, The Americans with Disabilities Act of 1990, and the Department of Homeland Security. The main focus of these regulations is to prevent any manager from acting biased or irrationally. As a result, common sense and compassion have been replaced by litigation. What managers and employees fear the most is being sued.
Managers will make special efforts to prevent such situations from occurring. Some managers will neglect high stress levels of their employees and lack the proper attention to legitimately discontented and unhappy employees. This throws common sense and compassion out the door. Compassion is the workplace amplifies the morale and enthusiasm of the employees along with cooperation where people are actually open to help and not move quickly into suing and organization. Experiencing compassion at work generates positive emotion and, in turn, shapes employees’ long-term attitudes and behaviors.
Positive emotions generated by compassion have a cascading effect on employees’ attitudes and behaviors, thereby increasing job satisfaction and lowering job stress, (University of Michigan: Newsroom, 2003). The most recent of the major Equal Employment Opportunity laws is The Americans with Disabilities Act of 1990 also known as ADA. The law forbidding employment discrimination against people with disabilities who are able to perform the essential functions of the job with or without reasonable accommodation (Gomez-Mejia, Balkin, & Cardy, 2010).
This act also provides the definition of what a person with disability truly entails. Managers must be especially careful when it comes to this because these days employees will knit pick and strip down a situation and call it discrimination when without a doubt they were probably not fulfilling the job description. HR managers need to ensure the safety of their employees. To ensure such safety there are two important standard regulations; that is workman’s compensation laws, each slightly differing upon which state the employee is in, and OSHA, the Occupational Safety and Health Act established since 1970 on the federal level .
Workman’s comp is a legally required benefit that provides medical care, income continuation, and rehabilitation expenses for people who sustain job-related injuries or sickness. Also provides income to the survivors of an employee whose death is job related (Gomez-Mejia, Balkin, & Cardy, 2010). That being the case, there are audits held to prevent employee’s from filing fraudulent workman’s comp claims. OSHA has set federal and states laws, employees are to abide by their states OSHA standards to ensure safety in the workplace (Dellpo, 2013).
In violation to following such laws can result in employer fines. With compassion and common sense lacking in the workplace a real disgruntled employee could cost and employer tons of money by carelessly contributing to fines. Then when presented with such allegations will then claim discrimination. When dealing with laws that effect HR, these are brought to the EEOC, the Equal Employment Opportunity Commission. Employment decisions should not be based on characteristics such as race, sex, age, or disability (Gomez-Mejia, Balkin, & Cardy, 2010).
The EEOC are the ones who investigate claims and situations involving harassment, discrimination, ect. And do take everything seriously. Employers these days definitely abuse the EEOC for simple situations that common sense can be easily applied to, and under those circumstances wasting a lot of time and money for an organization. In the end, after exanimating the effect of legal safety and regulatory requirements on human resource process the main focus of these regulations is to prevent any manager from biasedly and without cause irrationally treating an employee badly.
As a result, common sense and compassion have been replaced by litigation. It is unfortunate, but as managers that is why it is important to take actions that develop trust, such as sharing useful information and making good on commitments. Act consistently so that employees are not surprised by unexpected management actions or decisions. Be truthful and avoid white lies and actions designed to manipulate others by giving a certain (false) impression. Demonstrate integrity by keeping confidences and showing concern for others. Meet with employees to discuss and define what is expected of them.
Ensure that employees are treated equitably, giving equivalent rewards for similar performance and avoiding actual or apparent special treatment of favorites. Adhere to clear standards that are seen as just and reasonable, for example, neither praising accomplishments nor imposing penalties disproportionately. Demonstrate respect toward employees, showing openly that they care about employees and recognize their strengths and contributions (Gomez-Mejia, Balkin, & Cardy, 2010). By practicing these key points compassion and common sense can be restored in the workplace.
University/College: University of California
Type of paper: Thesis/Dissertation Chapter
Date: 28 October 2016
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