Safety,_Legal_and_Regulatory

    The safety, legal, and regulatory is the most important law an organization because the department involves employing, developing, utilizing, managing and understanding the staff in an organization. According to Gomez-Mejia, Balkin, and Cardy (2010) legal concerns can play an important role in staffing, particularly in selection. Many legal restraints, particularly federal legislation such as Department of Labor, the U.S. Equal Employment Opportunity Commission affects the HRM process. This paper will discuss the effects of legal, safety, and regulatory requirements have on the HRM process. 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 less accident-related expenditures (Gomez-Mejia, et al, 2010, p. 511) Legal Requirements The HRM must take into consideration upon hiring new employees the many legal requirements’ set in place by the United States government and the state. The Civil Rights Act of 1991 prevents discrimination against race, color, religion, sex, and national origin. As a result, HRM must ensure that the varieties of methods are job related. The Americans with Disabilities Act of 1991 provided legal rights and protection for people with physical and mental disabilities (Gomez-Mejia, et al, 2010). By law, an organization cannot ask an applicant if they have a disability. However, organization can ask an applicant if they are physically able to perform requirements of the job. Organizations that do hire applicants with disabilities have in place policies and structures to compensate for the applicants disabilities. “The U.S. Department of Labor administers major statutes and regulations affecting business and workers. The laws prescribe standards for wages and hours, safety and health, health benefits, retirement, workers’ compensation and working conditions” (Young HR Managers, 2011). Safety Requirements 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 state level and the Occupational Safety and Health Act of 1970 (OSHA) at the federal level (Gomez-Mejia, et al, 2010). Because of safety laws and regulations, employers have a responsibility to their employees by instruction of the government to ensure they will be working in a safe and hazard free environment. The important workplace regulations in place that affect employees at all levels are workers’ compensation laws at the state level and the Occupational Safety and Health Act of 1970 (OSHA) at the federal level (Gomez-Mejia, et al, 2010). Regulatory Requirements HRM must be well trained in federal, state, and international laws and regulations. “The department must comply with all employment, health and safety and other relevant legislation applicable to the jurisdiction where the organization operates” (Young HR Managers, 2011). The importance of knowing and keeping up with legislation will help save organizations costly penalties and fines. Conclusion It is the job of the human resource department to figure how to make sure that good ethical decision are made when it comes to follow state and federal laws. Some employers and employees are not aware that they are not in compliance with laws when they make decisions. Many legal, safety, and other regulatory requirements are in place as mandated by the state and federal government to prevent injuries and promote employees’ safety in the workplace. The workers’ compensation system and OSHA implement major laws to regulate workplace safety. In addition the administer policies and procedures that promote equal employment laws to uphold and maintain workplace equality, safety and security. The reason these laws were put in place to prevent any manager from feeling like they can fire or mistreat any employee without probable cause.     References Gomez-Mejia, L.R., Balkin, D.B., & Cardy, R.L. (2010). Managing human resources.[University of Phoenix Custom Edition e-text]. Prentice Hall. Retrieved from The University of Phoenix, HCS341-Human Resources in Health Care course website. Roles and Functions of The Human Resource Department. (2005). Young HR Managers.Retrieved (2011), from http://www.younghrmanager.com/roles-and-functions-of-the-human-resource-department