Legal, Safety and Regulatory Requirements Essay Example for Free

Legal, Safety and Regulatory Requirements Essay This paper examines the impact of legal, safety and the regulatory requirements of the human resources development in an organization. This aspects look at the rights of the employee and the employer and how they are secured. This human resources process affects the lawful, well-being, and governing guidelines inside a business while the privileges of those employers and workers are protected by the U. S. Department of Labor, Equal Employment Opportunity Commission, Americans with Disabilities Act of 1990, and the Department of Homeland Security. The employee-related regulations are to guard the privileges of a company and worker. The U. S. Department of Labor gives organization an excellent effective setting and reduces employment ratios by offering development within the organization. The human resources areas have to commit to having current rules and guidelines for salaries and times worked. And human resources management has to guarantee all personnel whether United States residents or non-United States mindful of any material may possibly be related (United States Department of Labor, 2011). According to the Americans with Disabilities Act of 1990 states it is unlawful to differentiate a capable individual with a disability. The law states it is prohibited to react against an individual since the individual complained about injustice, filed an allegation of discrimination, or take part in discrimination complaint. It expects that employers fairly provide the known physical or mental restrictions of an otherwise capable individual with a disability who is an applicant or employee, unless doing so would force an undue difficulty on the process of the employers business. The employees of Department of Homeland Security work diligently to preserve the well-being and safety of the United States. They work with municipalities, people, and countries to support them plan for and pull through from emergencies. They evaluate dozens of virtual security statements, and portions of intelligence, continuing continuous communication with specialists all through the country to defend the United States most important buildings and resources. With the legislation of the Homeland Security Act of 2002, Department Homeland Security Secretary Tom Ridge made a commitment that the new human resources system would be the result of a cooperative and comprehensive process involving supervisors, employees, labor organizations, and a expansive group of participants and specialists from the Federal division and private organization in order to deliver the greatest procedures possible for the employees of Homeland Security. The final guidelines administer to the new human resources for Department Homeland Security is evidence to that commitment The Equal Employment Opportunity Commission defends all employees working inside a corporation against discrimination regarding age, disability, sex, national origin, color or race. The human resources organization has to stay in agreement by making sure that all supervisors are extremely capable to properly relate with employees in the process of hiring, training, advancing, and dismissing. This law is enforced by a federal agency, the Equal Employment Opportunity Commission (EEOC). This law is laid out into three segments that consist of e sexual harassment, affirmative action, and equal opportunity. These three different segments have a huge influence on the human resources division, and the employment process and this department must follow the law. These equal opportunity regulations will guarantee an employee is given an equal opportunity while submitting an application or resume for a position at an organization regardless of race, age, or gender. When looking at affirmative action this process allows an organization to hire individuals which fit in to a certain group of individuals. The sexual harassment process is put into the work environment to guarantee employees both women and men are secured under both federal and state law, sexual harassment can be verbal, physical or both, this type of harassment cannot only affect an employee’s work environment, but more importantly that person emotional well-being. Sexual harassment can make an employee feel uncomfortable coming to work, prevents them from focusing on their tasks work, and they can take that emotional stress home with them. The Title VII of the Civil Rights Act of 1964 law makes it unlawful to discriminate against any individual basis on race, color, religion, national origin, or sex. It also makes it unlawful to react hostile to an individual because the individual protested about discrimination, filed a charge of discrimination, or participated in a discrimination lawsuit (U. S. Equal Employment Opportunity Commission, 2011). This law also states that supervisors reasonably provide candidates and employees time to hold religious customs, except if doing so would inflict an unnecessary stress on the owners organization. This also goes for the federal government and employment services, and labor establishments, also need to acknowledge the law. The majority of discrimination lawsuits claim a violation of this law. In regards to the statement that, â€Å"Common sense and compassion in the workplace has been replaced by litigation. † I look up the definition and it stated that Common sense is sound practical judgment derived from experience rather than study. And compassion is sympathy for the suffering of others, often including a desire to help (Encarta 1999). Guidelines and procedures are put in place to defend employees and employers. Nevertheless, not all procedures and guideline are for every employee or employer. Every situation is different and has to be approach differently; no two people are the same. A human resources manager has to be able to look at these different situations and make a choice that’s good for the organization employees. Making the right decisions protect the organization from lawsuits. The distress of upsetting employees or possible ligation has caused human resources departments to outline guidelines and procedures.