...Effects of Legal, Safety and Regulatory Requirements Teresa A. Davis University of phoenix Mary Newby HCS/341 Aug 27, 2012 Legal, Safety, And Regulatory Requirement In the United States, human resources managers must follow state and federal laws related to employment, labor relations and wages. Human resources managers must have a strong understanding of the Fair Labor Standards Act, Title VII of the Civil Rights Act of 1964, the Family and Medical Leave Act, Americans with Disabilities Act and applicable state laws. What is Title Vll? Title VII, the federal law that prohibits most workplace harassment and discrimination, covers all private employers, state and local governments, and educational institutions with 15 or more employees. In addition to prohibiting discrimination against workers because of race, color, national origin, religion, and sex, those protections have been extended to include barring against discrimination on the basis of pregnancy, sex stereotyping, and sexual harassment of employees. Currently, Title VII doesn’t include discrimination on the basis of sexual orientation. However federal legislation adding sexual orientation as a protected class against discrimination (the Employment Non-Discrimination Act (ENDA)), has been proposed in recent years. Many states have employment discrimination and harassment laws as well and may include even more protected classes – such as marital status and...
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...Human Resources Management Plan and Job Aids Axia College University of Phoenix A Document for Human Resource Professionals Executive Summary : I will lay down various aspects of the opening for the job of Cruise Director In this document. This document will help the Human Resource Department to manage the employment position of Cruise Director by assisting HR in choosing, training and developing employees and helping the company to meet its goals and objectives. This document seeks to define the need-based vacancy for the position of Cruise Director, some tips for the Selection Process that will ensure selection of the best candidates, Orientation Plans of new employees and Training Plans for employees. The minimum qualifications of employees should be clearly defined and care should be taken in the Selection Process so that the best-suited candidates are selected while complying with the legal requirements of hiring. The Orientation and Training Plans of the company will also be described to enable the company to manage the talent pool within the company. HR practices must be optimized in order to maximize employee performance. The impact of HR practices affects the profitability and productivity of the company. The business world has now woken up to the necessity for best practices in HR in order to maintain the competitiveness of the company. Following best practices in human resources management helps to enrich the quality of human life...
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...Legal, Safety, and Regulatory Requirements Destiny Hill HCS 341 October 24, 2011 Legal, Safety, and Regulatory Requirements The development of the Human Resource Department has facilitated a safety net for all employees to fall under and build a stable environment for employees to feel safe and secure. In the health care environment the workplace is filled with different personality types. The differing needs creates a challenge for the department of human resource in maintaining a safe and comfortable workplace. To balance and create a structure environment the Department of Labor Law and the Equal Employment Opportunity Commission have set laws in which must be complied by both the organization and the employee. The common sense and compassion in the workplace have been replaced with litigation to better serve and protect the workplace. Discrimination plays a vital role in employee satisfaction and should employees consider he or she is being discriminated against for any reason have rights to be protected. The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal laws that make it illegal for any workplace to discriminate an employee because of race, color, religion, sex, national origin, age, disability, or genetic information (U.S. Equal Employment Opportunity Commission, n.d.). Training and education on preventing discrimination is emphasized by The Equal Employment Opportunity Commission. The EEOC...
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...| HRMT 386- Assignment 1 | Athabasca University | | [Type the author name] | 2/1/2011 | . | | Famous Films Inc. | Memo To: Front Line Managers, Department Supervisors, HR Staff From: xyz (Human Resource Director) CC: Scheduling, Payroll Date: [ 26/01/2012 ] Re: University Interns- Summer 2011 Famous Films Inc. will be hiring 20 university students into various departments to work from June 1st, 2011 until the university contract end date of August 31, 2011. These interns will be hired into Temporary Full Time assignments and interviews will begin on April 3, 2011 at the Famous Films Inc job fair. This will be the first time where front line managers and department supervisors will be conducting the recruitment and selection portion of the hiring process so it is important to outline the legal obligations that we have to our new hires and the interviewing process. Recruitment and Selection Techniques –What You Can and Can Not Ask The Alberta Human Rights Act prohibits employers from asking certain types of questions that may be deemed as discriminating unless it is for a business purpose acceptable under the Act. Example: Gender, martial or family status is prohibited from being questioned during an interview but you may ask an interviewee whether or not they have worked or been educated under another name. Or whether or not they have alternate reliable childcare, if they are able to work overtime on short notice or travel on short notice. (Human...
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...copulation with a member of the same or opposite sex” (Sodomy). In 1778 the first solider, Lieutenant Gotthold Frederick Enslin, was discharged from the Continental Army for sodomy. The military’s main focus was on homosexual behavior, but eventually shifted to eliminate homosexual personnel all together. During this time, psychiatric evaluations were administered to prevent homosexuals from entering the military due to an alleged “medical” reason. In 1916, the Articles of War clearly forbid homosexuals from serving in the U.S. military. For the first time in 1942 the army included a clear definition of regulations for both homosexual and “normal” persons. This included distinct procedures for rejecting gay draftees. In 1981, the Department of Defense issued a new policy which indicated that determinedly homosexuals were unsuitable to serve. After this new policy became effective nearly 17,000 men and women were discharged...
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...An insight view of an organization (HSBC Bank) Table http://search.yahoo.comof Contents Serial Number | Name | Pages | 01 | Acknowledgment | 01-01 | 02 | Introduction | 01-01 | 03 | Scope and limitation of the project | 02-03 | 04 (a) | Company information | 03-03 | 04 (b) | Company mission, vision | 03-04 | 04 (c) | Organizational Structure | 04-05 | 05 | Legal Barriers | 05-07 | 06 (a) | Major source of job candidates in Bangladesh | 08-08 | 06 (b) | Decruitment option | 08-09 | 07 (a) | Types of selection devices used by the organization | 09-09 | 07 (b) | Strengths and weakness of the devices | 09-09 | 07 | Employee placement | 10-11 | 08 (a) | Employee orientation program | 11-11 | 08 (b) | Types of training and methods | 11-12 | 09 (a) | Performance appraisal methods | 12-12 | 09 (b) | Pros and cons of appraisal tools | 13-14 | 09 (c) | Types of compensation | 14-15 | 10 | Conclusion | 15-15 | 1. Acknowledgement We would love to thank the following individuals who provided information and insightful suggestions for this project: 1. Md. Salahuddin Bhuiyan Finance Operation Manager, Hong Kong Shanghai Banking Corporation. 2. Noor-E-Hasnin Lecturer, School of Business North South University We owe a debt to our faculty Noor-E-Hasnin who gave us the opportunity to...
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...attempted to complete these tasks. Background This case study involves many issues because of Robin’s lack of planning and using his time properly. Carl hired 15 new employees in May to work for Ms. Carrolls; expecting to start in June. He scheduled a new hire orientation to take place on June 15th. Ms. Carrolls contacted Carl on May 15th to follow up with him on some of the following things; orientation, manuals, the training schedule, drug tests, and everything else that goes into the process of hiring new employees. When Carl returned to the office after Memorial Day, he pulled out the files for his new trainees to finalize the paperwork needed for the new hires to start orientation on the 15th of June, which is coming up quick. When looking through the files, Carl became worried when he noticed some of the new trainees did not have applications completed, nor were their transcripts on file. He also found that the mandatory drug test has not yet been sent to the clinic for screening. After going through the files, he searched the orientation manuals, and found that he was short on manuals and they had pages missing. After all that, Carl decided to check on the status of the room where the new hire orientation would be held. He found, the room occupied for seminars that would be held during the entire month of June. Key Problems Carl became involved in some stressful situations which will need to be addressed and resolved immediately. These...
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...critical as the Chief Security Officer. Our CSO has been trying to add security to the culture of the company, and so far, it has been working. Being that the department is very new (about 1 year old), the security policies are now part of the human resources new hire packet. During their orientation, every new employee has to listen in on about 30 minutes of presentation that is security related, in addition to the normal company and culture orientation. The policies and procedures are now also embedded in the company intranet, and everyone has to sign a letter that says they read everything about the company’s security policies and procedures. This part also complies with the ASIS CSO guideline of bringing security into the company culture. According to the guideline, there is physical security that is handled by the CSO through his Facilities Director, as well as information security that is handled by the Information Security Director. They both report to the CSO (although the facilities director also reports to the Vice President of Human Resources). The company also has a Legal General Council, but this position reports directly to the CEO. The CSO regularly liaises with the General Council on all legal matters relating to the security department. Since our company does not have a transportation department, there is no security related to that, and neither are there any relations to the environmental, health and safety. According to the CSO Guideline, there are risks...
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...Guiding Principles An effective orientation will: • Foster an understanding of the campus culture, its values, and its diversity • Help the new employee make a successful adjustment to the new job • Help the new employee understand her role and how she fits into the total organization • Help the new employee achieve objectives and shorten the learning curve • Help the new employee develop a positive working relationship by building a foundation of knowledge about campus mission, objectives, policies, organization structure, and functions Before the Employee Arrives The new employee orientation process begins before the employee comes to work. Planning ahead for your new employee's arrival will allow you to spend productive time on that first day. So, before the employee arrives you should: • Notify everyone in your unit that a new person is starting and what the person's job will be. Ask the other staff members to welcome the new employee and encourage their support. • Prepare interesting tasks for the employee's first day. • Make a copy of the job description card, Brassring job vacancy listing (JVL), job performance standards, campus organization chart, and your department's organization chart. • Enroll the employee in the New Employee Welcome & Orientation class through the Employee Development & Training Unit in Human Resources. Ensure that they are enrolled in the Benefits Orientation as well. Enrollment in the on-line or...
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...and even small business organizations have a functional human resources department. The functional roles of an HR department remain the same regardless of the size of your business. As the name indicates, the department exists to manage and assist the human element of the company. Since human capital is the most important asset of any organization, having an efficient and quality human resources department is key to the quality and success of the organization. Human resources functional activity supports strategic initiatives. Strategic planning drives functional or transactional processes. HR managers are capable of implementing strategy and carrying out activities that support their strategic plans. Typically, a human resources manager or director develops department strategy depending on the functional expertise of HR specialists. Generally, HR is the process of managing and motivating employees. Some roles of HR vary based on the organization, but there are a number of common functions that are constant. If HR is effective, employees across the company produce optimal results. The functional roles of any Human Resource department varies but the duties are key to the success of any organization. Recruitment and hiring the right people, putting them in the right positions for their abilities and skills is crucial to the success and efficiency of any organization. The human resources department plays a role in this process, as it recruits and interviews prospective...
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...Legal, Safety, and Regulatory Issues of Human Resources Tara Moreno HCS/341 August 24, 2015 Angela Thomas Human resources are greatly impacted by the legal, safety, and regulatory issues that pertain to their company’s employees. The statement, “common sense and compassion has been replaced with litigation”, implies that companies today have become so engrossed with avoiding legal liabilities and lawsuits by employees that a cold management style becomes the result. Human resource managers must be well informed of regulations and laws in place that protect employee and employer rights and enforce employer responsibilities as they pertain to legal, safety, and regulatory issues in the workplace. There are many legal issues that companies must adhere to that are enforced by the Department of Labor. These laws are set in place to protect both the employee and the employer and to ensure fairness and ethical behaviors within the workplace. Some of the legal aspects of human resources that are governed by the Department of Labor include, but are not limited to; wages and hours, workplace safety, and the Family and Medical Leave Act (FMLA) ("U.s. Department Of Labor", n.d.). Employers are required to pay minimum wage to non-exempt employees for regular hours worked and time and a half pay when overtime hours are worked. The standards for wage and overtime pay are set forth by the Fair Labor Standards Act (FLSA), while the Wage and Hour Division enforces these standards. Additionally...
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...Ethical and Legal aspects of Business Management MGT/216 July 9, 2010 Ethical and Legal aspects of Business Management With so many companies’s being subpoenaed to court for an array of ethical issues, Presidents and CEO’s are making an asserted effort to instill a set of proposed values and ethical beliefs into their prospective employees from the hiring process to termination. Business owners often choose to make the prospective employee agree to the adherence of their ethical value system before being brought on for work within the company and throughout the employee’s career at the company. Legally, an agreement of some sort between employer and employee must be reached regarding the expected ethical standard and companies go about “getting the message across” in different ways. Some company’s choose to do this beginning with the company’s website in the form of a mission statement or core value. Constant reminders throughout orientations are utilized. And sometimes, companies place the ethical standards into their policy handbook so that in the event that after being hired the ethical values and standards that are expected from each employee are laid out for them in black and white. No matter how a business chooses to do it companies must adhere to the nations compliance laws or face possible litigation. During the course of this paper a closer look at the legal aspects of Hiring, performance evaluations, discipline and terminations will take place as well as an...
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...the general direction of the company. The following guidelines are issued to help our employees maintain these values in the discharge of their duties within their respected job roles. Applying these guidelines enables our staff to move our company towards our objectives with integrity. In the spirit of upholding our high standards it is every employee’s duty to be on guard for violations of any regulation, laws or our policies and procedures. It is the responsibility of any employee to report violations of the aforementioned lapses to a supervisor. In the case that your supervisor is not accessible or in conflict with the information, the violation should be reported to the next highest level of administration or Human resources department. In the event that an employee wishes to be anonymous, extension 3344 is the ethics and compliance hotline that violations may also be reported. Confidentiality * It is Good Deed South Hospital policy that all information that is accessed, used or transmitted shall be stored in a way that shall have the maximum...
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...firing employees, and administering disciplinary procedures. * Identify staff vacancies and recruit, interview and select applicants. QUESTIONS: * What selection process would you utilize to secure the most qualifies applicant for the applied position? * What requirements would you mandate of supervisors before terminating any employee? * What are your views of affirmative action in the recruitment process? b. Manage Employee Training Process * Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. QUESTIONS: * What do you believe is the most significant topic to cover in the new hires orientation? * Should cross-training within all the departments be mandated for the employees? c. Manage Performance Management Process * Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. * Administer compensation, benefits and performance management systems, and safety and recreation programs QUESTIONS: * Do you believe that performance compensation should be subjective on individual merit or on group/team efforts? Or both? * What would you consider an accurate performance appraisal? d. Manage Labor Relations * Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and...
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...Legal Encounter Two In this legal encounter, Sam displayed unwelcome behaviors toward Paula, after she ended his and her relationship. Paula has asked Sam to stop the unwelcome behavior, but Sam continued. Sam’s behavior could be considered as sexual harassment that can expose NewCorp Company to a sexual harassment lawsuit. According to the Civil Rights Act of 1994 prohibits job discrimination determine by gender. The Civil Rights Act improves the Equal Employment Opportunity Commission rules, and court decisions prohibit employment discrimination based on sexual orientation, gender, and pregnancy. Also sexual harassment is prohibited. In this case, Sam stops Paula’s transfer, stating that working in the wire-coating department could harm Paula if she became pregnant. If Paula was already pregnant at the time of requesting her transfer, the opposition to the transfer could be legitimate on the basis of the bona fide occupational qualification, assuming working in the wire-coating department could be hazardous to Paula fetus and may cause birth defect to her infant. To be legal a bona fide occupational qualification must be job related and business necessity. Although Paula is not expecting a baby at this time, therefore NewCorp Company could use bona fide occupational qualification to justify the opposition to her transfer. Paula may believe that Sam’s decision to prevent her transfer is wrongfully exercising his authority and seeking retaliation against her...
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