...Legal & Safety Felisha Torres HCS/341 Angela Thomas March 12, 2012 Legal & Safety A huge effect of legal, safety, and regulatory requirements are significant when it comes to the human resource process. It is important for all human resource departments to be fully aware of safety, legal, and regulatory requirements for the protection of both the employer and the employee. I agree with the statement “Common sense and compassion in the workplace has been replaced by litigation.”. Furthermore, there have been many employee related regulations that have been set forth ; an example of such is the Family and Medical Leave Act (FMLA). The human resources process is built on legal, safety, and regulatory requirements that all HR personnel must abide by. The legal effect on the human resources process allows HR to do the right thing, to realize the limitations of your firms HR and legal department, and it allows the HR department to minimize the firm’s potential liability. Doing the right thing regarding the HR department will give each individual an equal chance at employment. Complying with state and federal laws is not only mandatory it is the “right thing to do”. There are certain results that can be a result of not doing the right thing; those things include low job satisfaction, poor job performance, poor employee morale, and could cause potential legal liability. Equal Employment opportunity laws also known as EEO laws were created to give individuals...
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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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...Legal, Safety and Regulatory Requirements Paper Kayla Lysak HCS 341 September 2, 2013 Paul Farber Legal, Safety and Regulatory Requirements Paper This paper will be examining the effect of legal, safety, and regulatory requirements on employee-related regulations that have been established by the Department of Labor, Occupational Safety and Health Administration and the Equal Employ Opportunity Commission. It will also be addressing whether common sense and compassion within the workplace has been replaced by litigation and the importance of the Human Resource Department. Legal, Regulatory and Safety requirements greatly affect the human resource department of any organization due to the fact that they ensure all employees are treated equally and fairly. The human resource department has been established within organizations to ensure that all employees have a place to go to discuss problems and any fears they may be having. There have also been other agencies set up to make sure these things are being taken care of. The Equal Employment Opportunity Commission, The Occupational Safety and Health Administration and the Department of Labor have been set up to make sure that no violations of employee’s rights are overlooked. The EEOC (Equal Employment Opportunity Commission) was established on July 2, 1965. The EEOC is the agency that is responsible for enforcing the federal laws that are in place to ensure the illegal discrimination against job applicants and employees...
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...Legal, Safety, and Regulatory Requirements Every organization is responsible for ensuring that the organization follows legal, safety, and regulatory requirements when dealing with the employees of the organization. This responsibility falls to the human resources department. The human resources department must be experts in these areas to fully be able to train the employees. Has common sense and compassion in the workplace has been replaced by litigation. Let us take a look at the past six years. The Equal Employment Opportunity Commission has show that all of the suits that have been filed have decreased in the last six years. In 2006 there were 403 suits filed compared to 2011 where only 300 suits filed. There were 294 civil right suits in 2006 and only 162 in 2011. Equal pay suits went down from 10 to two in the last six years. The Secretary of Labor report to the president reported that there were 53 Federal civilian workforce fatalities in 2010 that number has decreased to only 21 in 2012. The stats show that common sense and compassion have not been replaced by litigation. The Occupational Safety and Health Act (OSHA) was established in 1970 was “created to assure safe and healthful working conditions for working men and women by setting and enforcing standards and by providing training, outreach, education and assistance” (OSHA, 2010). Employers are not the only ones responsible for safety in the workplace. “Employers have to provide a safe and healthy...
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...|Course Syllabus | | |College of Natural Sciences | | |HCS/341 Version 1 | | |Human Resources in Health Care | Copyright © 2010 by University of Phoenix. All rights reserved. Course Description This course examines the complexities and multiple issues involved in human resources management in health care organizations. Students will examine the strategic role of human resource management in response to changes in the health care industry. In addition, issues such as recruitment, retention, performance management, organizational development, and employee relations are examined. Federal, state, and professional regulatory requirements specific to health care are emphasized. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to...
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...Legal, Safety, and Regulatory Requirements Lisa Christopher HCS/341 September 12, 2011 Michelle Calvin-Casey Legal, Safety, and Regulatory Requirements In examining the effect of legal, safety, and regulatory requirements, and its impact on the human resource department process as they relate to many different entities of operations within an organization. These entities impact the human resource department by ensuring the rights of the employer and employees are covered by the National Labor Relations Broad; its purpose is to protect the rights of the employee and the employer. Equal Employment Opportunity Commission; it is a protection which there cannot be no discrimination that is based on race, color, national organ, religion, sex, age, and disability. Safety and Health Administration; has the role in which issues standards in controlling employees that are exposed to health and safety hazards that are in the work place. All these commissions were set in to place by the United States to ensure the protection of both employees and their employers from any forms of unfair acts between each other. The persons that work within the human resource department has been versed in all the laws and regulations and are expected to abide by these laws and rules to prevent any law suits that can be filed against any organization (Gomez-Mejia, Balkin, & Cardy, 2010). Individuals need to completely understand that anyone holding a position within the human resource department...
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...Legal, Safety and Regulatory Paper Name 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...
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...Version 1 Human Resources in Health Care Copyright © 2010 by University of Phoenix. All rights reserved. Course Description This course examines the complexities and multiple issues involved in human resources management in health care organizations. Students will examine the strategic role of human resource management in response to changes in the health care industry. In addition, issues such as recruitment, retention, performance management, organizational development, and employee relations are examined. Federal, state, and professional regulatory requirements specific to health care are emphasized. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Gómez-Mejía, L., Balkin, D., & Cardy, R. (2010). Managing human resources. (6th ed.). Upper Saddle River, NJ: Prentice Hall. All electronic materials are available on the student website. Week One: Human Resources in Health...
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...Legal, Safety, and Regulatory Requirements Paper In examining the effects of legal, safety, and regulatory requirements, and its impact on the human resource department process as they relate to many different parts of operations within an organization it was found that these entities impact the human resource department by ensuring the rights of the employer and employees are covered by the National Labor Relations Broad; its purpose is to protect the rights of the employee and the employer. The Equal Employment Opportunity Commission; it is a protection which there cannot be no discrimination that is based on race, color, national organ, religion, sex, age, and disability. Safety and Health Administration; has the role in which issues standards in controlling employees that are exposed to health and safety hazards that are in the work place. According to the Bureau of Labor, statistics show 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). Laws and regulatory requirements are currently in place to standardize and promote workplace safety. Organizations with extensive safety programs have reduced number of accidents, decreased workers’ compensation claims and lawsuits and fewer accident-related expenses (Gomez-Mejia, 2010). Many Human Resources experts and managers have implemented human resources strategies to comply with federal regulations to supervise efficiently...
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...Legal, Safety, and Regulatory Requirements Paper Leah Smith HCS/341 March 21, 2011 Norman Greene Legal, Safety, and Regulatory Requirements Paper The human resources department in every organization is responsible for ensuring that the organization follows all legal, safety, and regulatory requirements when dealing with the employees of the organization as well as with the clientele that the organization serves. Throughout the HR processes a main priority is the examination of the employment laws and the effects of how they are used. Divisions that house the employment laws such as the US Department of Labor (USDOL), the Equal Employment Opportunity Commission (EEOC), Department of Homeland Security (DHS), etc. are important divisions that all HR departments must maintain up-to-date information from to ensure that the processes are staying in line with the regulatory requirements such as the Americans for Disability Act of 1990 (ADA). All of these laws, acts, divisions, regulations, and requirements are what led to litigation between employees, clients served, and the organization. These types of litigations bring to mind whether or not common sense and compassion in the workplace has been reduced by this type of litigation. Effects of Legal, Safety, and Regulatory Requirements on HR Processes Laws, acts, and regulations have been placed for organizations to follow throughout history. These laws, referred to as HR laws are the main reason that...
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...Legal, Safety, and Regulatory Requirements Gary Allford HCS/341 8 August 2011 Lee Hoffman Legal, Safety, and Regulatory 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). Laws and regulatory requirements are currently in place to standardize and promote workplace safety. Organizations with extensive safety programs have reduced number of accidents, decreased workers’ compensation claims and lawsuits and lesser accident-related expenditures (Gomez-Mejia, et al, 2010, p. 511). This paper discusses the effects of legal, safety and regulatory requirements in ensuring employee safety and welfare in the workplace. In addition, it will also discuss other employee-related legal regulatory requirements and topics pertaining to human resources process in hiring employees to prevent costly litigation. Safety and the Law Many Human Resources (HR) experts and managers have implemented HR strategies to comply with federal regulations to supervise efficiently employee health and safety in the workplace. An organization has the responsibility as mandated by all levels of government to offer all employees the assurance of a working environment free from health hazards. The two important workplace regulations in place that affect employees at all levels are workers’ compensation laws at the...
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...Legal, Safety, and Regulatory Requirements HCS 341 September 26, 2011 Legal, Safety, and Regulatory Requirements Human resources administrators want to improve the work environment to enhance employee performance. Regulatory practices to improve the work environment are base on works of scholars who spearheaded the scientific movement. Human resources law has taken center stage in dealing with workplace violations and excessive abuses. There are many challenges to effective performance measurement in how a human resources manager can ensure accurate measurement of a worker performance. Managers are confronted with five challenges, (1) Rater errors and bias, (2) The influence of liking, (3) Organizational politics, (4) Whether to focus on the individual or the group, (5) Legal issues (Go’mez-Mejia, Balkin, and Cardy, 2010). A rater error is an error in performance appraisal that reflects consistent biases on the part of the rater. One of the most prominent rater errors is halo error, the tendency to rate similarly across dimensions (Go’mez-Mejia, Balkin, and Cardy, 2010). If an individual does well in one aspect, this can trigger favorable reports on other aspects. The Influence of liking can cause errors in performance appraisals when raters allow their like or dislike of an individual to influence their assessment of that person’s performance (Go’mez-Mejia, Balkin, and Cardy, 2010). A manager can correlate the performer’s ratings...
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...Legal, Safety, and Regulatory Requirements Human Resource (HR) managers have a daunting responsibility in the workplace He or she must maintain a balance between a company’s agenda and employee rights, which is not always easy. It is essential that an HR manager is aware of the numerous laws and regulations in place, such as employment laws regulated by the Equal Employment Opportunity Commission (EEOC) which include discrimination of any kind, as well as safety regulations, privacy issues, and overall fair treatment of all workers. It would be nice to say that common sense and compassion rule the day in the health care industry, but it has been the author’s experience that is not always the case. For instance, the use of personal protective equipment (PPE) is essential in some circumstances, but invariably there will be someone who will have to be told to use PPE, such as goggles or gloves, in a dangerous situation. Common sense would dictate an automatic response toward protection, however certain individuals need guidance. Compassion in the workplace seems to be reserved for the consumer and not the worker, otherwise there would be no such thing as harassment laws. Common Sense and Compassion have been replaced by Litigation There may have been a time when this statement was not true, but unfortunately that time has passed. When a look is taken at all the regulatory boards and government agencies, involved in employee issues, it is clearly a “sign of the times” we live...
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...Legal, Safety, and Regulatory Paper By: Mary Bell University of Phoenix Professor: Edna Wilkerson HCS/341 Working is a way of life in all cultures. Regardless of where you live, you will find people working hard for various reasons and various responsibilities. Some people work just for a mortgage, car note, car insurance, food, and health insurance. Others may work for less or more reasons and responsibilities. Whatever the reason for working, we can all agree that working is necessary to provide for yourself and also for your family. In most occupations, especially in America, we will find that there are all kinds of legal, safety, and regulatory issues at work in the Human Resource Department. Usually, in the beginning of the hiring process, a manager will instruct the new hire to read all the Code of Ethics, Code of Conducts, and Human Resource Guide which in turn should help to benefit the employee because he/she understands the rules and regulations and can become better equipped with the knowledge gained. In the workplace, we have all sorts of safety issues to watch for. Many of us must watch a video on properly handling packages and bending the correct way when picking up items that are potentially heavy and can injure you if neglecting to follow the safety procedures. We have to make sure that we are aware of the exits in the building, water spills, and ladders being out of place and making sure that we are taking precaution every time we clock in to work our...
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...fast and effectively, is a very complicated process. However, in modern age it is impossible to ignore this issue. That is why science of human resource management started to grow very fast and became widespread. Its main purpose is to guarantee stable development of a company, helping it to use its workforce most effectively. Human resource management "suggests to the management team how to strategically manage people as business resources" (Bianca n.d., para. 1). That is why human resource management should influence all aspects of working process of a company. The diagram below schematically illustrates main components of effective human resource management. Fig.1. Human resource management (n.d.) [Screenshot] at viewed 23 December 2014 As it can be seen, the main purpose of this science is to improve work of all departments of a company. Human resource management has its own recommendations and tools for everything connected with effective work of a firm. For example, effective management of shifts within a company can provide aligned mechanism of work of this company. HRM contributes greatly to a company`s development, ensuring improvement of its productivity, resolving increased legal complexities and recruiting best qualified specialists (Siddiquea 2011). Having aligned all these mechanisms of work of a company, human resource management provides satisfaction of stuff of this company, which influences positively general outcomes of a...
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