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DQ1 : Employment Law Compliance How can an organization ensure they are complying with employment law? What resources might they use to validate their compliance?
The management function of keeping up with the laws pertaining to employment and abiding by them itself is a continuously varying process. The guidelines are laid out by the federal legislation subsequently followed by the state and local laws. These are paramount in enforcement of employment related policies. When the nature and structure of any organization changes,
functions and systems continue to maintain their status by working on these critical factors affecting the workplace as such. . new policies. The organizations can better tackle issues related to employment litigation or governmental audits to carry on their business activities by simply incorporating human resource strategy with their primary business strategy. Any organization can steer clear of compliance based lawsuits by adopting and implementing certain policies and procedures. These liability assessment reports can highlight the areas of concern. The companies are bound to gain the knowledge and ability to devise policies and practices that are specific to the demands of the organization and at the same time comply with the laws. where updates.these laws and legislations become of no import and require alterations. or latest practices are to be incorporated. The companies can use tools such as employee manuals and job descriptions to ensure compliance with the laws. Those companies that periodically evaluate and revise their operations. To precisely determine the level of compliance with the federal and state employment laws. There are several schemes and techniques to follow when handling employment law compliance issue. an organization can carry out a liability assessment routine.
o The various aspects of the compensation like wages. You are subjected to termination or disciplined by the employer at any time for any reason. United Automobile. change of job is the only solution.What is a difference in a union and nonunion organization? What are the advantages and disadvantages of each organization type? Provide an example of a union organization and of a nonunion organization. Union . terms and conditions of work are subject to changes by the employer at any point of time. o The promotion or hiring of new employees is under the control of the employer. Answer: The merits and demerits of being a union or nonunion employee are listed below. In case of mismatch of interests. as given by The International Union. and nature and condition of work are determined by the employer. Aerospace and Agricultural Implement Workers of America (UAW). o These aspects like wages. benefits. Non union o You are an “employee at will”. benefits.
o In case of dissatisfaction in terms and conditions of work. there must be mutual consent. Experience and related factors are incorporated in the contract. What can you do to create a supportive environment in which your employees understand these laws? Which communication strategies would you recommend? How might that communication change in a union versus nonunion environment? Answer: It is crucial for a manager to know and understand the fair employment laws. o The contract determines the hiring and promotion.o The signed contract is of great importance and has to be referred to for disciplining or discharge of employees and procedures are to be followed. Week 1 Weekly Summary: It is crucial for a manager to know and understand the fair employment laws. What can you do to create a supportive environment in which your employees understand these laws? Which communication strategies would you recommend? . changes can be sort after by negotiations. o There can be no changes in the contract by labor or management and in case of changes to be made.
and by giving statements of support from nonsupervisory and supervisory staff from the lower most level. It needs to be supported by buy-in from various strata of the organization. Handbooks are simple user-friendly means of filing and following up on complaints failed by the employees in regard to certain events. These should be properly displayed for all employees to see and make note of. in newsletters and similar publications supplied by the human resource department. These may be in the form of written or verbal agreements from managers and supervisors. These requirements are in addition to the fair employment notices and posters as made mandatory by the law. I feel that top down communication alone is not sufficient.The Top down communication strategy is very effective in sending out a strong signal about the dedication and involvement of the top brass of the organization. It is also required that appropriate clauses for the protection of the interests of the labor force be included in the nondiscrimination article in the . How might that communication change in a union versus non-union environment? Fair employment laws create scope for establishing a scenario wherein the employer and the union leadership can work in cooperation and coordinate the operations. This ensures agreements between the management and the union. But. done during the periodic employee training sessions.
In the labor contracts certain allowance can be made to accommodate contractual grievance redressed steps in the wake of some employee registering complaints of violations of his/her employment rights by the management or the union . It is to be noted that some of the worst violators of fair employment laws have been both the unions and the employers in the past. .contract.