Human Resource Laws
Companies with a similarly big number of employees can face very many challenges and legal issues with regards to employee management. Integrity is one of the major and likely issues that a business can face while in operation. Every employee has his or her own responsibility that is expected to handle at any particular instance. In this way, some can be competitive and others very reluctant to perform their duties and this can lead to some integrity issues amongst the employees. The hardworking employees in many cases are always awarded while those who are reluctant but still in the same sector are not rewarded (Crane & Matten, 2016). Such cases can bring about the issue of favoring others which will lead to low employee turn out and eventually the lack of productivity. There are other employees who will go an extra mile to report such cases as being discriminated at the work place and worse when it comes to a person who is of a different racial background.
Legal issues are bound to face the company in the case such a case is taken to a court of law and this might affect the organization in a very negative manner. Lawsuits might be developed and when a business comes to having such issues the worst could happen. Some of the legal issues that an organization might face include the victimization, discrimination especially in terms of race, and unlawful business competition (Phillips, 2016). The organization is profit type of an organization and therefore hard work is measured individually so the need to have internal competitions (Blanpain & Bisom-Rapp, 2014). Certain laws such as the newly implemented law of health care are a law that every organization is required to have in place. To understand such a law for the human resource department is a difficult task making it hard for the department to implement such an act in the organization.
At such an organization that deals with the objective of reaping too many profits, there can be a problem of conflicts amongst the employees and this can lead to legal issues. Employees can be faced with the issue of lack of adequate security in the workplace. This can be attributed to the fact that many of them who will be working in the manufacturing plants where accidents can happen are in danger. Employees in the machinery section can cite the issue of having low-quality knowledge and understanding on how to handle any dangerous material or equipment. Employees working in such a busy organization are supposed to be equipped with the best protective gears that will reduce the effects of harm (Phillips, 2016). In the case an accident happens to one of the employees, claiming that the organization is responsible can be very difficult. One must have signed an agreement contract with the company to cater for such issues and this can be a way to protect the employee from harm. The organization should formulate policies that will protect the employees from being harmed by either other employees or the staff members.
In many cases, employees can be subjected to discrimination by the organization and this requires rules that forbid any discrimination whether based on race or physical body appearance (Carroll & Buchholtz, 2014). There are labor laws which have been developed to deal with the issues that employees face in their work places. Many of these laws are not adhered to or even available in this organization and this is very critical. The age discrimination act is not in operational in this organization and therefore the employees are not protected under this law (Crane & Matten, 2016). Age should not be a consideration when it comes to treating the employees equally. As long as a person has the right skills and manpower to perform his or her duties, then working in the organization should feel comfortable. Such an essential law does not apply in this organization and therefore employees can be discriminated and others forced to retire before their time in the future by the management.
Laws are very important in an organization since they ensure that the employees do not harm or get harmed while in the organization. Such laws are important as they help keep the organization free from being summoned in a court of law for having ineffective laws in place. Currently, the organization has laws such as the fair dismissals, equal opportunities for promotions, civil laws, privacy rights, equal pay, and the pregnancy right law (Kadushin & Harkness, 2014). The organization has a policy that protects the employees against being dismissed without a viable reason. Being dismissed from a work place without a prior notification is a mistake and the organization has agreed to be sued if the case has no equal basis. Equal opportunities when it comes to promotions are highly accepted in the organization. Employees are given the privilege of being promoted on equal grounds as long as the person has what it takes to be considered in the promotion.
Promotions are very important as they are the ones that make an employee be motivated to work more and more. Without equal opportunities, the organization could lose out on the best-skilled manpower that will opt to move and look for other organizations that promise higher benefits. This could be disastrous to the organization since developing new skills every now and then will slow the rate of productivity of the organization. Every employee is assured of privacy while at the workplace (Crane & Matten, 2016). This is a law that forbids other colleagues and unauthorized staff members from evading the privacy of other employees. It is against the company policies to look into and sneak into another person’s privacy without their permission as this will amount to prosecution or immediate dismissal.
As a human resource director, there are many challenges that come with heading a big organization that has numerous numbers of employees. Some of these challenges will need ample judgment to make the best decision which will impact positively to the organization. Certain laws such as equal promotional opportunities can be used in the case there re issue regarding this section. Promotions are based on the capability of an employee to show good results. At such a point relying on the organization's policies is beneficial since it will eliminate the issue of discrimination and implicate the company of being biased. Relying on the company policies is very important as they cover the decisions made timely and in the right way (Kadushin & Harkness, 2014).
If a decision is made and which does not give an impression of the being objective oriented, then the outcome of the decision could cause harm to the organization. Also in regards to the issue of privacy, many employees are subjects to diverting the company resources and using them for their own personal gain which is a violation of the company policies. At this point, it will need a combined effort of the company other policies such misuse of company resources to breach the privacy act. Breaching the company policy means that the privacy of the employees will not be considered when going through their work place job allocation equipment (Blanpain & Bisom-Rapp, 2014). In many occasions, emails are used to communicate outside the company boundaries but others can use the company internet to video call and talk with friends outside the company which is a misuse of resources. This will now force a go alone strategy since it is wrong and expensive to the company and as a holder of the docket to deal with expenditure, this is appropriate.
The most anxious human resource law is the law on overtime or the minimum wage law. Many employees in an organization work to their level best to ensure that they have awarded promotions. Considering these activities, it is exciting to see the level of contribution and working together with the various personnel’s who have the determination of making an impact in their specific job allocation sites. This working together makes it easier to socialize and know what others are thinking in regards to the management. In this field, one requires having the best working relationship in order to develop strategies which can be equal to both the employees and the management (Blanpain & Bisom-Rapp, 2014). Quality working relationship and engaging with some employees will develop trust and in the case of an emergency or an issue, one is able to get it timely and prevent the issue from happening and harming others. This way, the anxiety will be maximized to higher levels and eventually create a lasting impact.
References
Blanpain, R., & Bisom-Rapp, S. (2014). Global Workplace: International and Comparative Employment Law Cases and Materials. Wolters Kluwer Law & Business.
Carroll, A., & Buchholtz, A. (2014). Business and society: Ethics, sustainability, and stakeholder management. Nelson Education.
Crane, A., & Matten, D. (2016). Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press.
Kadushin, A., & Harkness, D. (2014). Supervision in social work. Columbia University Press.
Phillips, J. P. (2016). Workplace violence against health care workers in the United States. New England journal of medicine, 374(17), 1661-1669.
