Legal, Safety and Regulatory Paper
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Institution

Legal, safety and regulatory paper
It is important that legal, safety and regulatory requirement be considered by human resource departments to ensure that a company secures the best employees for their advertised jobs. A great number of individuals across the globe qualify for various job positions but one thing that determines how best fit they are is their level of commitment and the skills they have (Mathias and Jackson, 2010). A company has to ensure that an individual fit for the job conforms to the legal requirements as it is stipulated in the country’s constitution, thus acknowledging his or her rights as an employee. With the above in mind, common sense and compassion has been replaced by litigation because most companies do not consider the importance of their employees having the right to legal, safety and regulatory requirements when carrying out the recruitment process.
It is common sense that people need to work as a nation and not bonded by employment discriminative lines whereby issues such as race, sex, color and religion are given an upper hand. Under title four of the Civil Right Act of 1964, the constitution of the United States America prohibits employers from discrimination anyone while carrying out their recruiting process (Renckly and Renckly, 2004). The market available consist of people who are willing to put their races, sex and color away and focus on achieving the same goal for the betterment of their organization.
It is true that disability is not inability but the perception that people have towards the disable is not appropriate. The problem with disabled individuals is based on their physical appearance and not their brains, thus it should not be perceived that they cannot do anything because they still think and reason like other normal individuals. Companies fail to adhere to this reasoning, thus forcing the government to enact the discrimination of disabled individuals as an Act of law. This law is found under section 501 and 505 of the Rehabilitation Act of 1973 of the United State of America. The Act advocates against discrimination of disabled persons who are not allowed to work in various federal workplaces in the United States of America.
Other discriminations that human resource departments are not willing to consider as common sense and therefore subjected as an issue of litigation include discrimination against equal pay which applies to both gender, age discrimination that deals with those employees who are 40 years and above (Mathias and Jackson, 2010).
Regulations demand that a company’s human resource team pay attention to the vacancy available and therefore draw obligation that the person interested with the post will handle. Various positions in any given company require lots of an individual’s responsibilities with each demanding certain skills, knowledge and work habits. Therefore as a rule, a company has to establish the position that an individual will fit in. After this, the company has to come up with the requirements that an individual has to have in order to rule out that he or she is fit for the post. This process is broken into technical and behavioral requirements, thus technical is based on the employees skills demanded by the company while behavioral is based with how the employee will handle him or herself in order to accomplish the tasks ahead (Steinhoff, 2000). Last is up to the management to establish the priorities that the company requires from the employee. These priorities can be divided into those that an individual must have and those that the company wants the employee to have. This is safe because no one is perfect and it prevents the company’s management from manipulating its employees.
It is therefore evident that what should be considered ‘common sense’ and compassion at workplace has been subjected to litigation. Companies do not employ individuals basing on their level of competence but rather consider discriminating them by race, religion, color and at times age (Steinhoff, 2000). Various employees are abused while at their workplace because of the level of ignorance depicted by human resource departments. This level of ignorance led to the enactment of various laws that protect employees from companies that do not respect and appreciate them. It should be put in mind that the achievement of any company’s goals is by people irrespective of their background working together as one.

References
Mathias, R. L. and Jackson, H. J. (2010). Human Resource Management. New York: Cengage Learning
Renckly, G. R. and Renckly, B. R. (2004). Human Resource. New York: Barron’s Education Series
Steinhoff, J. C. (2000). Human Resources and Payroll Systems Requirements: Checklist for Reviewing Systems under the Federal Financial Management Improvement Act. New York: DIENE publishing