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Legal Regulatory Requirements on the Human Resource Process

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Legal, Safety, and Regulatory Requirements
Joshua A. Barron
HCS/341
November 11, 2011
Lee Hoffman

Legal, Safety, and Regulatory Requirements: Introduction and The Human Resource Process
The Oxford English Dictionary defines Humane as being characterized by sympathy with and consideration for others; feeling or showing compassion towards humans or animals; benevolent, kind (2011). The safety, legal, and regulatory influence on the human resource department differs by organization and different types of employees. HRM is the most important department an organization can possess because the department involves employing, developing, utilizing, managing and understanding the staff in an organization. According to Gomez-Mejia, Balkin, and Cardy (2010) legal concerns can play an important role in staffing, particularly in selection. Many legal constraints, particularly federal legislation such as Department of Labor, the U.S. Equal Employment Opportunity Commission, and the Americans with Disabilities Act of 1990 affects the HRM process. This paper will discuss the effects of legal, safety, and regulatory requirements have on the HRM process. Safety Requirements
According to the Bureau of Labor, statistics indicate that more than 4.1 million people were hurt or injured on-the-job in 2006 and 5,488 were killed in 2007 (Gomez-Mejia, Balkin, & Cardy, 2010, p. 511). Organizations that succeed in meeting their goals and accomplishing daily work have in place safety policies and strategies to eliminate or reduce injury or illness to an employee. Because of safety laws and regulations, employers have a responsibility to their employees by instruction of the government to ensure they will be working in a safe and hazard free environment. The two important workplace regulations in

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