Employment law and hrm strategy essay

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Employment law and hrm strategy essay

Maryland Labor Laws INTRODCUTION A Employment law and hrm strategy essay and well-trained human resources department in any organization is a very valuable asset due to the scope and importance of employment relations and the effects that those relations have on the profitability of that organization.

New laws and regulations regarding employee relations appear often and the ability to manage these rules and regulations is mandatory if that business desires to be successful. The purpose of this essay is to explore a specific human resources issue and design a plan to address the problems that may arise from this issue.

This essay will examine the important circumstances that arise when dealing with employees with disabilities. The human resources plan presented in this example will address the issue of an introduction of new technology for employees who may experience physical limitations.

Before detailing the plan, I will list and describe the federal and Maryland state laws that are pertinent to this issue. The essay will then detail the plan and describe the advantages that accompany the proposal before finally addressing the possible negative outcomes if the plan is not implemented.

SCENARIO The workplace is a complicated and diverse arena where many different types of people are joined together in unique and challenging circumstances. The concept of a disabled worker is a very fluid and ever-changing standard that requires the human resources department of an employing organization to be consistently aware of rules that may impact the workplace.

Technology is more than the newest smart-phone or automobile feature. Technology comes in many different forms and represents the advancement of human development in terms of material artifacts.

It is important that human resources departments have clear and concise definitions and examples of technology and disabilities before developing and implementing programs that are designed to merge these two ideas. Differing Laws and Statues It is primarily important that those responsible for creating the standard operating procedures for employment relations within a company are familiar with both state and federal rules before implementing those rules.

At the company level there is no single source that presents these rules and laws in a neatly organized folder. It is the responsibility of the human resource manager and the leadership of the company to know, understand and ultimately comply with the varying laws in order to prevent violations of these laws which may result in serious and costly penalties.

Americans with Disabilities Act ADA According to the United States Department of Labor, the Americans with Disabilities Act ADA " prohibits discrimination against people with disabilities in employment, transportation, public accommodation, communications, and governmental activities.

The ADA also establishes requirements for telecommunications relay services. Family Medical Leave Act FMLA The United States Department of Labor describes the FMLA which "entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

Rehabilitation Act of Section Another piece of federal legislation that deals with disabled employees is the Rehabilitation Act of All covered contractors and subcontractors must also include a specific equal opportunity clause in each of their nonexempt contracts and subcontracts.

Employment law and hrm strategy essay

Maryland State Regulation Article 49B Employers within the state of Maryland must adhere to state laws on top of the previously mentioned federal regulations. Article 49B according to the State of Maryland Code deals with discrimination and offers the punishment for violating these statutes.

Thereafter, the MCHR could move the case to a hearing before an Administrative Law Judge who could award only compensatory damages of three years back pay. No further damages were available. The limited damages available under Article 49B made it unappealing to some plaintiffs.

The same would hold true for an employee claiming harassment who continued to work for the employer and suffered no loss of back pay. If the employer is a corporation, the officer of the corporation having the responsibility for the general management of the corporation in the State shall be liable for such fine and imprisonment as herein provided.

Therefore it is extremely important that all key players within the organization are aware of the plan and contribute to its content. The first step in this plan mandates that all individuals within the employee relations or human resources office become fluent in the aforementioned laws and regulations.

There is too much to risk for employers to minimize these rules and ignore the serious impacts that can result if violations are found within the organization. Next, a standard operating procedure needs to be produced in writing that outlines the specific duties and tasks of each person that is a stakeholder in the organization.

Training and education are most likely needed to ensure that rules and regulations are being properly addressed. This training needs to be constantly monitored and updated due to the constant changing of laws and regulations that are being presented to employers.

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The third step of this human resources action plan would be to educate the employees that are disabled within the company. This would require a screening process and monitoring program to ensure that all rules and regulations are understood by the employees. From a political standpoint it is much better that an employee feels comfortable and safe with their employer and a high level of trust is established.Read this essay on Hrm assignment 3: Employment Laws and Hrm Strategy.

Come browse our large digital warehouse of free sample essays. Get the knowledge you need in order to pass your classes and more. Only at ashio-midori.com". Employment laws play a critical role in human resources management strategies and in an organization operation. Employee laws are design to protect the employees by the Equal Employment Opportunity Commission (EEOC).

Human resource management (HRM or HR) is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage, Commonly known as the HR Department [by whom?], it is designed to maximize employee performance in service of an employer's strategic objectives.

[need quotation to verify] HR is primarily concerned with the .

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grafton collegeassignment brief unit no 7 pearson btec level 5 hnd in business explain t. Human Resource Management plays an important role in the enhancing the performance of performance of employees in the organization.

The efficient HRM policies are being designed in an organization to enhance the performance level to its maximum. Human resource management (HRM) is the process of. Freu dich drauf! Wenn Sie kurz die Augen schließen und daran denken, welche Düfte Ihre Nase täglich am Frühstückstisch betören, bleiben Ihnen zwei davon mit Sicherheit in Erinnerung.

Employment Laws And HRM Strategy Term Paper - Words