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All businesses, through their human resource departments are expected to follow these laws to the later when performing their staffing functions.
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Employment Laws in the United s Employment Law – United States
Employment laws are often set to encourage proper work ethics and concern for human rights for all people in the work place. All businesses, through their human resource departments are expected to follow these laws to the later when performing their staffing functions.
The department of labour in the United States outlines certain laws that guide on the employment process and staffing functions in companies and businesses (Martin, 2009). Of all these laws, the law regarding wages and hours worked is interesting in certain ways. The law provides direction for remuneration of workers depending on the amount of time they dedicate in serving the organization. The law provides the direction to be used in paying workers that dedicate their extra hours in the business, better known as overtime (Beck, 2011).
The wages and hours Act guides the business on employment of children below the required legal age. In this case, according to this act, children below 18 years should not be employed especially in risky jobs. In the agricultural sector, children below 16 years should not be employed to work during school days; instead, they should be given time to take their studies.
Staffing and employment laws
One of the laws that has the biggest impact on business practices is the sexual harassment law. Initially, people thought that sexual harassment was only meant for women; however, a court decision happened to increase the scope of this law by including same-sex sexual harassment (Houghton Mifflin Harcourt, 2014). This came after some male employees in an oil company complained of sexual harassment from other male employees, including unwanted touching and a crude sex play.
This decision is important in business practices because it aims at punishing those people fond of sexually harassing fellow employees. Sometimes, people may want to perform certain activities without knowing the boundaries they should go. This decision spells the extent to which people should make their interactions in the work place.
It is important to note that some laws can be actually outdated and have to be amended. Changing lifestyles often mean news ways of life in human societies and the same should be for their laws governing their existence (Brooks & Weatherston, 2011). For instance, the sexual harassment law was initially meant to protect the welfare of women employees at the work place. However, male employees have also reported sexual harassment form other male employees and even female employees, something that has necessitated its reform and amendment.
Business Implications of the Law
The age discrimination Act of 1967 is important in employment because it protects any form of discrimination to employees that are forty years and above. Age discrimination is something that is evident in some organisations, especially those that prefer to hire young people fresh from their graduation. According to this law, every employee that meets the employment requirements in a business has a chance to work without being discriminated against with respect to his age.
The employment Act of 1986 provides directions to businesses on how to make their staffing functions. The Act provides for employment of non-US citizens after they provide the right work permits from the department of labour. All businesses have to ensure they offer employment to all eligible citizens of the United States and others from different countries after they meet the laid down requirements.
Currently, many business hire people from other countries to perform various work functions. It is important to note that globalization in business activities has brought the need for a multicultural work environment. Through this processes, business can create themselves competitive advantages in their growth and expansion beyond their country’s borders.
The human resource functions have been facing various legal challenges in the United States. The changing work place and business environment has meant that the human resource departments realign their functions to heed the legal changes that have been developed to protect the welfare of all people in working for various business in the country (Subramaniam & Christopher 2013). The ever-changing business environment keeps on providing various legal dimensions those businesses and companies have to adhere. Businesses have to keep redefining their ethical practices and standards as well as staffing functions and work culture to be in tandem with the legal provisions in the business’ external environment.
References
Beck, M. (2011). The elusive search for job security: A historical inquiry into dismissals in the US workplace. Hauppauge, NY: Nova Science.
Brooks, I & Weatherston, J. (2011). The international business environment challenges and changes (2nd ed.). Harlow, England: Financial Times/Prentice Hall.
Houghton Mifflin Harcourt (2014). HR Management: Laws and Regulations. Retrieved from < http://www.cliffsnotes.com/more-subjects/principles-of-management/staffing-and-human-resource-management/hr-management-laws-and-regulations> Martin, J. (2009). Human resource management. Los Angeles: SAGE
Subramaniam A. & Christopher C. (2013). Challenges and strategies for global human resource executives: Perspectives from Canada and the United States. European Management Journal. 1(1), 2-11. < www.cusli.org/2014Conference/PastConferences/.../tabid/.../Default.aspx >Read More
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