Compliance and the HR Functions
Reviewing the laws and Identification of two HRM compliance issues
Organizations as few as 14 employees are required to comply with at least 15 federal labor laws as well as some local and state laws. However, organizations that have at least 50 employees can be subject to 20 federal labor laws. Management of some small employees may believe that labor laws only pertain to large organizations, however, all small, medium and large organizations are required to comply with federal labor laws that affect them. Compliance of labor laws is very critical for effective human resources management (HRM). HRM compliance is the process where organizations are required to respect the federal labor laws during recruiting, selection, promotion and compensation of employee. (KPMG, 2013).
GINA (Genetic Information Non-discrimination Act) is one of the labor laws that organizations are required to comply to protect employees from genetic discrimination of employment and health insurance. (National Library of Medicine, 2014).Typically, employers are required to comply with the GINA Act to abide to the federal labor law. Under the labor law, genetic discrimination occurs when an employer treats employees or applicants differently based on their genetic change that can increase risks of an inherited disorder. In the United States, GINA Act is a federal labor law designed to protect employees and applicants from all form of genetic discriminations. Essentially, employers are required to comply with GINA Act to avoid the risks of prosecution. The law comes into effect on May 21, 2009, and the Title II under the GINA Act prohibits employers to implement genetic discrimination within an employment environment. Moreover, it is illegal for employers to use genetic information of an employee when making decision regarding promotion, hiring and other employment terms.
Consumer report is another issue that focuses on HRM compliance. Employers can use consumer report to make an employment decision, however, when employer decides to use a consumer report to make a decision...
HR Function Review History of the Organization -- General Practice Alliance South Gippsland (GPASG) is a division of General Practice Alliance Australia. It is one of 110 divisions that are tasked to help support identified health needs and services in a given area. GPASG has a division office in Inverloch, and serves of 5,000 people in a 41,000 square kilometer area. Essentially, the organization proves service and information to health care
Conceptual Model of HRIntroductionHuman resources (HR) play a significant role in organizations today. The term "human resources" encompasses all aspects of an individual's relationship with an organization, including recruitment, hiring, performance management, and employee relations. The HR function is responsible for ensuring that an organization's workforce is aligned with its business objectives. To accomplish this, HR professionals use a variety of tools and techniques, including the concept of HR as
Human Resources Management: How to Improve Minimum Wage Policy Management in Hong Kong The objective of this research is to analyze the advantages and disadvantages of minimum wage legislation in Hong Kong. When hike minimum wage can help lower skilled worker. This study will conduct an evaluation of the minimum wage hiking and how it can help the lower skilled workers and will additionally compare benchmarking minimum wage legislation with other
HR Management EEOC EEOC are initials referring to the Equal Employment Opportunity Commission. This is a federal agency mandated to eliminate discrimination founded on age, national origin, sex, disability, religion, color, race and all other terms and conditions used in employment. The commission is charged with investigating alleged investigations through different fields making a determination through guidance for collecting evidence. It attempts to reconcile in cases involving discrimination, which leads to the
A good human resources information system (HRIS), serves many functions. Foremost among them is the ability to thoroughly examine and verify the information that comes in with relation to HR resources (people). It is also the means though which HR plan performance/effectiveness can be measured through statistical analysis of the HR Plan, as well as the means through which key reports are generated (the brains of HR). These reports may
human resources function is complex and varied, consisting of multiple different task areas. The complexity of human resources is juxtaposed with the perceptions of human resources by employees. Employees often overlook key human resources and this occurs even at the management level. Today's human resources departments are moving towards a role of becoming a strategic partner (Barney & Wright, 1997) but there are often obstacles to this, including the
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