...In every company, the ramifications of conducting unethical workplace standards according the “Equal Employment Opportunity” (EEO) whether there exist a human resource department (HR) or not, there exist a legal environment given people are interacting with one another within the workplace. The majority of companies in existence desire that everyone (employees and non-employees) will work together as a team, providing efficient and productive work ethics that will lead to future profit, lesser loss runs (accidents), and generate a safe workplace environment. Nonetheless, conflict develop between personalities, especially when inappropriate behaviors reminiscent of sexual harassment, gender, sex, and color discrimination develops and/or is present in the workplace. Human Resources personnel have a huge responsibility to address the legal issues as soon as they occur. HR should eliminate any type or forms of discrimination as they are damaging, demeaning and have led to many consequences such as legal lawsuits. Legal lawsuits surrounding an employers failure to provide an “Equal Employment Opportunity ” workplace environment has led to devastating financial losses for companies who refuse to adhere or address their pre-existing legal environment that exist in every company. Human Resources and the Legal Environment The Human Resource Department (HR) within the organization where I serve as the company’s Chief Financial Officer (CEO) are made aware of the importance of their...
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...University of Phoenix Material Appendix A: Human Resource Risk Using the Internet, research several different HR risk management seminars. Cite at least five different seminars (these may be presented by the same company). Identify the HR risk(s) the seminar features. Create at least three questions per risk factor you would like the seminar to answer. |Seminar Title |Risk Factor(s) |Question 1 |Question 2 |Question 3 | | |FMLA abuse, termination, charges of |What defines “serious health |What are the most up-to-date changes |May an employee get disciplinary | |How to Prevent FMLA Abuse |retaliation |condition” |regarding FMLA? |action taken against them while on | | | | | |leave? | |Records Retention & Destruction for |Grey area documents, destruction of |How can HR reduce HIPPA documents? |What is the length of time types of |Is there technology software that can | |Human Resources |needed records by law, paperless | |documents must be kept? ...
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...point is the challenges that HR managers have. To list the challenges they are: Going global, embracing technology, managing change, developing human capital, responding to the market, and containing cost. In my studies I have learned that HR faces many challenges. Along with these challenges there are many functions that an HR manager must be able to do. HR managers also have a lot of responsibility. First and foremost are the laws that deal with employees. Diversity is a big thing now and to make sure that a company has a good mixture of culture and race is very difficult. Some other responsibilities are advice and counsel, service, policy formulation and implementation, and employee advocacy. HR executives must be able to consider problems from the viewpoint of line managers and supervisors but also skill in communication with the managers and supervisors. HR managers also engage in activities such as recruiting, selecting, testing, planning and conducting training programs, and hearing employee concerns and complaints. They also propose and draft new policies or policy revisions to cover recurring problems or to prevent anticipated problems. As a HR manager you must listen to the employees’ concerns and represent their needs to managers. Economic disparity in the U.S was at one time extremely bad in which the government had to take action. This is when the government came introduced The Equal Employment Opportunity Act (EEO). There are major federal laws...
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...Equal Employment Opportunity and Employee Rights Review HRM/300 C******* ****** June 4, 2015 Mr. M****** S******** Summary Equal Employment Opportunity laws are in place to prohibit any job discrimination in any workplace. In The Department of Labor they have two agencies that deal with EEO monitoring and enforcement, one agency is the Civil Rights Center and the other is Office of Federal Contract Compliance. For the rights of employees the federal, state and regulations protect them. Any employee is protected under few of these federal laws, that team C will be going over. First will touch base on Age Discrimination in Employment Act of 1978, Family and Medical Leave Act 1993, and Employee Monitoring. * Age Discrimination in Employment Act of 1978 * Enacted to protect employees ages 40 to 65 from discrimination. In 1986 amended to eliminate the upper age limit altogether (DeCenzo & Robbins, 2007) * Congress decided to pass the ADEA because of an oversight about the older working force, there was a case in 2008 Gomez v. Potter that allowed federal workers who experienced retaliation for filing a claim based on the law to sue the company for damages. * Family and Medical Leave Act ...
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...Microsoft Dynamics™ GP Human Resources Sample Reports Copyright Copyright © 2007 Microsoft Corporation. All rights reserved. Complying with all applicable copyright laws is the responsibility of the user. Without limiting the rights under copyright, no part of this document may be reproduced, stored in or introduced into a retrieval system, or transmitted in any form or by any means (electronic, mechanical, photocopying, recording, or otherwise), or for any purpose, without the express written permission of Microsoft Corporation. Notwithstanding the foregoing, the licensee of the software with which this document was provided may make a reasonable number of copies of this document solely for internal use. Trademarks Microsoft and Microsoft Dynamics are either registered trademarks or trademarks of Microsoft Corporation or its affiliates in the United States and/or other countries. FairCom and c-tree Plus are trademarks of FairCom Corporation and are registered in the United States and other countries. The names of actual companies and products mentioned herein may be trademarks or registered marks - in the United States and/or other countries - of their respective owners. The example companies, organizations, products, domain names, e-mail addresses, logos, people, places, and events depicted herein are fictitious. No association with any real company, organization, product, domain name, e-mail address, logo, person, place, or event is intended or should be inferred...
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...Ethics Administrative ethics is essential to developing a rewarding compensation plan that produces strategies within a policy effectively to execute a plan successfully within an organization. An example of this is the Affirmative Action of Equal Employment Opportunity (EEO). In this paper the reading will discuss EEO and Health Insurance Portability and Accountability Act of 1996 (HIPAA), and the impact it has on the population as a whole, it is meant to protect the general public, promote the common good when dealing with health care and review arguments used to support solutions as well as review ethical, and legal issues that need to be reported regarding administrative issues. I will also address managerial responsibilities related to administrative ethical issues as well as identify a proposed solution. The EEO according to the Unites States Department of Labor (2009) is an independent federal agency that was developed to promote equal opportunity within an organization through administrative and judicial enforcement of federal civil rights laws through technical assistance as well as education to the working public on how to utilize the program. EEO laws were also created to allow Human Resources (HR) professionals the ability to hire qualified staff members through the process of conducting in depth interviews of applicants before selecting the best qualified individual to fit the job requirements without discriminating any possible candidates that are applying for...
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...Reflective Paper on Human Resource Management The Human Resources (HR) Department is an important aspect of any organization. The HR Department is not effective or productive without capable management. Human Resources Management (HRM) is responsible for numerous activities such as the HR development of the organization, complying with EEO (Equal Employment Opportunity) guidelines, handling planning, recruiting and selection of employees, providing those employees with compensation and benefits, managing employee and labor relations, and dealing with the health and safety issues within the organization as well as its employees. Effective HRM focuses on being action-oriented, people oriented, and future oriented (Ivancevich, 2010). Many areas which HRM deals with are mandatory and regulated by the federal government with very little room for negotiations. EEO criteria’s, offering compensation and benefits, honoring employee and labor relations and even some health and safety concerns are all such functions which every organization must deliver in accordance to jurisdictions of higher governing bodies. EEO has implications for almost every activity in HRM. No other regulatory area affects HRM as does EEO. EEO programs are implemented by employers to prevent employment discrimination in the workplace or to take remedial action to offset employment discrimination (Ivancevich, 2010). Currently all organizations must produce in print that they are not discriminating against...
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...changes in labour force + globalisation, has inspired HR to become increasingly more effective at developing programs that leverage the differences and diversity in the workforce * Differences in approaches: wider debate of convergent/divergent approaches to HRM WHAT IS DM? * Broadest sense: diversity in org terms means differences between working individuals such as gender, ethnicity, colour sexuality, religion, disability, age, social status, personality, amongst other categories (Ellis & Dick, 2002) * However, important to look at diversity at a national level, as the predominant diversity issues in each country are different (Shen et al., 2009). E.g while racial equality appears to be the predominant issue in the USA, multiculturalism has always been the most important dimension of diversity in Western countries, including the EU nations, Aus and NZ. * Similarly, while religion and ethnicity separate people in India, household status (hukou) differentiates off-farm migrants from urbanities in China. * In response to the growing diversity in the WF around the world, many companies have instituted specific policies/programs to enhance recruitment, inclusion, promotion and retention of disadvantaged groups * DM has historically been used to provide a legally defensible position against charges of discrimination (free-standing approach to managing diversity (Dass and Parker, 1999) – in line with EEO and AA that emerged from the civil rights movement...
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...improve the employees work life. HRM promotes employee satisfaction & personal development and ensure that the Employee has a safe working environment. It also contributes to the personal needs and wants of employees. Question 2 In your own words, describe the various roles of the ‘Human Resources Practitioner’. The various activities that a Human Resource Practitioner performs are the management of Employee performance management; recruit, select & induction; workforce planning; OH&S and Risk management; remuneration; separation and termination; and industrial relations. Human Resource Practitioners will also provide support to managers; provide legislative & EEO guidance and also develop, review and update on policies, procedures and practices. Some more roles of a HR Practitioner include staff employment, remuneration queries on pays, leave and superannuation. Duties also include ensuring a safe & productive work environment, the welling-being of...
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...Assessment Task 1 BSBHRM405A Support the Recruitment, Selection and Induction of Staff Planning for recruitment Part A 1. At which stage of the HR life cycle is the development of a job description? At the HR life cycle, the stage of the development of a job description comes under the second stage that is ‘Education’. In this stage of HR life cycle, the employees should know their role within the organization, their expectations and responsibilities. The management train new hires until they fully understand their job’s duties and responsibilities. 2. Explain what equal employment opportunity is. Provide an example of an EEO policy? Equal employment opportunity EEO is recognized as an employment practice in which employers never engage within employment activities that are prohibited by law. It is considered illegal activities if employers discriminate against an applicant or employee by reason of race, color, age, sex, caste, religion, national origin or physically challenged. EEO legislation copes with three key areas of practical concern such as discrimination, harassment and affirmative action Example: ‘Harassment’ is recognized as a form of discrimination. Harassment contains unwelcome, humiliating, unsolicited, disgusting, abusive, criticism or threatening behavior intended for an individual or group of people due to some real or apparent characteristic like a person’s ethnicity, sexuality, religions or disability within situations that a person harassed...
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...physical disability have been outlawed by the civil right laws, judicial interpretations of the laws, and numerous guidelines set by federal and state regulatory agencies who attempted to frame these national policies on equal employment opportunity (EEO). No law has attempted to define precisely the definition of discrimination but in the contest of employment it can be viewed as giving one unfair advantage or disadvantage based on preference that is not job-related. The refusal or non-acceptance usually results in a denial or restriction of employment opportunities or in an inequality in the terms or benefits of employment (Cascio, p. 79). It is important to understand that whenever there are more candidates than available positions, it is required to select one in preference to others. As long as this selection preference can be demonstrated to be job-related criteria, it will be perfectly legal. It only when a candidate is denied on preference which is not job related (race, religion, sexual preference etc.), it will be unlawful and could be consider as unfair discrimination. What does a manager need to know and understand about employment laws? To answer this critical question, we first need to discuss the various aspects of EEO laws. It is very important for...
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...1.) What HR problems were evident at the Denver Mint? Hostile Environment The main HR problem at Denver Mint was the lack of employee safety especially the women group at Denver. The women were facing a hostile work environment. For one they were under constant sexual harassment from their co-workers. For example, the case of the pornographic materials stashed in the toilet. The other example is the proposition by the male supervisor to the lady who had just come from her passing leave of her late husband. It is the responsibility of every employer to make certain the safety of their workers and protecting employees from sexual environment should be one of them. Not only had Denver Mint failed to ensure the safety of its female staff but also made it worse by participating in it. For instance the case of the male supervisor propositioning the female sub-ordinate. His duty is to ensure her safety not endanger it. Longer time to act on complaints The other HR problem is that it took Denver Mint long to act on complaints forwarded by the staff. For instance the female employee that filed a petition in 2000 with the facility’s EEO officer only had a hearing in 2003. Not only had that the ruling favoured the company. This shows not only lack of speed in acting to complaints but unfair ruling. Another HR problem is The lack of equal employment opportunities (EEO). Denver Mint favoured the male staff and any female staff that filed complaints it took longer to act on it and...
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...regulations that have been set forth ; an example of such is the Family and Medical Leave Act (FMLA). The human resources process is built on legal, safety, and regulatory requirements that all HR personnel must abide by. The legal effect on the human resources process allows HR to do the right thing, to realize the limitations of your firms HR and legal department, and it allows the HR department to minimize the firm’s potential liability. Doing the right thing regarding the HR department will give each individual an equal chance at employment. Complying with state and federal laws is not only mandatory it is the “right thing to do”. There are certain results that can be a result of not doing the right thing; those things include low job satisfaction, poor job performance, poor employee morale, and could cause potential legal liability. Equal Employment opportunity laws also known as EEO laws were created to give individuals fair employment without regard of their sex, race, religion, age, and any disabilities they have. Realizing the limitations of the HR and legal departments are vital when trying to avoid lawsuits. The legal departments tries to limit the damage after it has occurred. The legal department keeps records, writes and implements good HR policies, and monitors HR decisions. The HR department tries...
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...Human Resource Management (HRM) plays an integral role in assisting any organization attains its set objectives. HRM can be defined as the rational and strategic move towards management of a firm's workforce. The workforce is the most valuable asset in any organization. Indeed, organizations are constituted by employees and not the processes and technology employed. The goals of any organization can only achieved by entrusting it to a committed workforce. According to Youssef (2012), HRM functions in hiring people, ensures growth of employees' capabilities so as to fully utilize them and compensate them for their contributions in making organization's goals. However, HRM exists to ensure employee productivity by addressing any hindrance occurring on employees' performance. This paper explores the functions of HRM, major concerns in those functions and their relevance to the sum total goal of an organization. In addition the paper reflectively focuses on the impacts of functions to the employees' current and future career. To achieve the organizational goals, HRM develops the employees and motivates the individual employee via proper communication of the social responsible and ethical behavior thereby expounding any performance gaps in the organization and providing remedies to them to ensure efficient working. The process of HRM is guided by outlining the future of the organization. The plan relates the efforts of the employees with the organizational goals. Achievements of...
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...Employee Files and Retention In Human Resources the managers must make sure the files are maintained properly, stored properly, and the documents are filed in the appropriate files within the company. There are state laws that have to be followed. When determining where to place a document, the HR department has to consider what information the document contains. Personnel files cannot have documentation with medical, social security numbers or sensitive information (Personnel Records: What should, and should not, be included in the personnel file?, 2015). Most employers have three or four different employment record filing systems (Audit: Personnel Files: Employment (Personnel) Records Audit Checklist (Including Form to Audit Individual Employee Personnel Files), 2014). Personnel files contains employee performance information; confidential records contain non job-related or confidential information; payroll records are usually maintained by the payroll department; I-9 files are filed separately. Personnel records can be maintained by paper or electronically maintained by scanning into a secured system. Personnel Files * Employee applications/Resumes (online applications retention 2 years from the date of personnel action) * Job description. * Pay compensation information. * Letter of Recognition. * Records relating to job such as promotions, demotions, layoffs, training and education. * Warnings, counseling, or disciplinary notes. * Termination...
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