Legal Safety and Regulatory Requirements
Amanda Yates
HCS-341
January 13, 2014
Kathy Cherry

In the working world today there may be some who believe that common sense and compassion in the workplace leave no need for litigation. Some may feel as if morale is all that is needed to protect employers and employees of organizations. This is not the case by far. Although it is expected for employees in most environments to have compassion, common sense, and morale, not all employees turn out to be who they were expected to be. Litigation does replace common sense and compassion in the working world today. This is why regulations have been put in place by the U.S. Department of Labor, The U.S. Equal Employment Opportunity Commission, and the Americans with Disabilities Act of 1990. Regulations have been put in place to protect both employees and employers from being fired or mistreated for discriminative reasons or from lawsuits. Laws regarding the proper treatment of employees must be legally enforced and without enforcement there will always be someone to break the law. Human resource process requires that HR managers hire employees, provide compensation and Benefits to employees, engage in performance management and evaluation of employees as well as firing and hiring employees, provide employee health safety and prevent employee discrimination and sexual harassment among others ("Custom Writing Tips", 2012). The HR manager must also ensure that the workplace is safe with none of the employees being under threats, risk of illness or injury or harassments. With this move, the organization will have protected the people who form the most valuable asset in it ("Custom Writing Tips", 2012). Currently, workplace safety is standardized and promoted by two important workplace regulations which are the workers’ compensation laws at state level and OSHA or