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Developments In The Law: Public Employment Add in library

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Question:

What are some HR laws that organizations can use to develop and implement policies, procedures, and practices? Name and describe at least three laws that would drive policies, procedures, and practices?

 

Answer:

Introduction:

The Human Resource law is concerned with the labor & the employment law and also encompass many laws and to control the certain HR professionals. It considers the issues of the HR professionals. It also discusses the issues which the human resource professionals should argue with  the superiority of their work functions, especially in overseeing and managing the duties with regard to the appointment, firing, benefit of the employees, wages, paychecks and extra time. It might also refer to the safety of the workplace, the privacy and also to prevent from the discrimination and the harassment(Wyman, 1907).

All the employment laws of the local, state and federal plays an important role in the HR i.e. human resources & the Human resources (HR) professionals should be the recognizable with the wide bunch of the various statutes and the controlling authorities in order to legally and effectively deal with the employees of the company. The general matters which concern with the human resource managers consists of the handbooks of the employees, finding of the policies and the procedures, approving the programs and the policies, the HR compliance audits, the confidentiality agreements and the compensation for the unemployment.

Laws That Would Drive Policies, Procedures And The Practices:

Changes To Law:

The changes to the federal, state  and the local law relating to the employment practices might apply to employments of public and the private sector('Developments in the Law: Public Employment', 1984). When we talk about the changes to the law relating to the employment, then we consider the changes that  might affect both the public or the private sector or individually. Mayor Annise Parker in march 2010 implemented the executive orders which prohibit the discrimination on the basis of the sex.

Forward Looking Policies:

The policies which support a disparate workforce change the extra time or overtime. What was to be done on 1980’s might not affect today. In the present day the effective diversity programs are more wider. Recognize incorporate the business disparate policies and also to develop more opportunities for the women and minorities who shows the aptitude for the leadership position(Erickson, von Schrader, Bruyere & VanLooy, 2013). The other policy for enhancing the support of disparate workforce is making affinity groups. The other policies consist of the voluntary supporting action plans, disparate the training clearly designed for the industry & cultural enhancement events which increases the employee’s knowledge.

Consistency And Accountability:

The two major aspects for the success of the policies & the procedures that support a disparate workforce are rational application & manager accountability. To make sure the policies which are implemented are equitably and consistently applied in the workplace. Enforce the management accountability to comply with the company policies and procedures which will support the disparate workforce(Nolan, 2008).

Conclusion:

In the end, it is concluded that the development of the policies and the procedures to abutment a disparate workforce, which requires the knowledge regarding the best practices of the HR i.e. human resources and also to pay the attention towards the labor and the employment laws. By implementing the policies and the procedures to abutment a disparate workforce require the persistent application and to be the effective and fair.

 

References

Developments in the Law: Public Employment. (1984). Harvard Law Review, 97(7), 1611.

Erickson, W., von Schrader, S., Bruyere, S., & VanLooy, S. (2013). The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons With Disabilities. Rehabilitation Counseling Bulletin, 57(4), 195-208.

Nolan, S. (2008). Realizing efficiencies through HR policies and practices. Strategic HR Review, 7(2).

Wyman, B. (1907). Business Policies Inconsistent with Public Employment. Harvard Law Review, 20(7), 511

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