Tangible Property of Wal-Mart - Essay Example

Similarly, the enactment of state and federal legislations that protected workers from workers exploitation led to a stronger employee’s awareness of their rights and duties. In the contemporary world, various governments have put in place adequate measures to ensure that employees are not under any form of discrimination. In cases of discrimination against color, region, nationality among others, strict measures should be taken on employers. Based on the emerging technology, it is significant for managers of small and large organisations to improve their security systems as a major way of protecting their tangible properties.

This paper seeks to identify major employment relationships and their legal considerations, discrimination issues and their legal consideration as well as measures that a Wal-Mart manager should take to identify and protect the tangible property rights of his organisation. Employment relationships and associated the legal considerations One form of employment relationship is permanent employment relationship. This refers to the arrangement whereby workers are compensated by their employers. In addition to the basic salaries, the employees are eligible to receive health care benefits, sick off and contribution to retirement plans among others.

Fair Labor Standards Act (FLSA) is one of the legal consideration that established minimum wages and salaries for permanent employees (Burkhauser et al, 1989). In addition, the occupational Safety and Health Act is focused at promoting security within the work place. Private employment entails working arrangement whereby the employment relationship is between private employers and the workers. According to 1985 Consolidated Omnibus Budget Reconciliation Act (COBRA), voluntary or involuntary termination of the employee’s duties should not deter him or her from continuing with his or her health insurance.

Employees Retirement Income Security Act (ERISA) is an additional regulation that seek to prevent frauds within private pension funds. ERISA stipulates that the sponsoring employer cannot invest more than 10% of the pension’s funds in his or her securities. Discriminatory issues and the associated legal considerations One of the major types of employment discrimination is disparate-treatment. This is a situation whereby an employer discriminates a particular employee on the bases of his race, sex, religion or nationality.

The second type of discrimination is the disparate-impact discrimination. This occurs when an employer discriminates against an entire protected class within the organization. For example, if a rule is set that all the sales executives should be 5.8 feet tall regardless of their gender, there is a possibility that more males will be hired as compared to females. This amounts to disparate-impact discrimination. Title 7 of the Civil Rights Act of 1964 prohibits employers from discriminating their employees on the basis of education, color and housing.

Other aspects prohibited by the act include discrimination in hiring, promotion, payment of fringe benefits and job training Methods for managing legal risk arising from regulatory compliance issues