April 28, 2014
Dr. Gloria Wilson
Legal, Safety, and Regulatory Requirements
The safety plus legal and regulatory compliances that affect the human resources unit can prominently make sure that all personnel are given equal rights and fairness between co-workers. The company and all staff members are protected by numerous different organizations such as Occupational Safety and Health Administration (OSHA), Equal Employment Opportunity Commission (EEOC), and the Department of Homeland Security. The United Stated have put this organization into place to help the employer as well the staff from all types of unfair doings by either parties. These requirements on the human resources process, has a perception on the statement “Common sense and compassion in the workplace has been replaced by litigation”. The individuals who work in the human resources department must be knowledgeable about all regulations and procedures that are set by the United States and are supposed to obey those regulations and procedures. When a newly hired employee signs a contract that is when a new relationship is established between the company and worker. The worker agreements state clearly the standings of the organizations connection mutually for the company and workers. (Gomez-Mejia, Balkin, & Cardy, 2010, 441 pg.). The employer and the employee has to agree to all the moralities and obligations.
Congress has created OSHA, which is a part of the United States Department of Labor. OSHA has certain standards to make the workplace a secured and healthy work environment for the employer and the staff. Their task is to declare the safe and healthful work environment by placing these principles by requiring training, outreach, education, and assistance. While the OSHA Act standards states that the employer must keep their facility in compliance from harsh acknowledged hazards. OSHA can administered inspections without notice, onsite, and via phone. OSHA has a lot of priorities that they are concerned with such as imminent danger, staff grievances, catastrophes, illness/injury charges, severe violators and continuation of reviews. When an employee or employer do not comply with all the rules and regulations the company and the personnel can be held liable for citations, fines and even being shut down permanently. Since OSHA guarantee employee’s the right to safe work environment while daily complaints will be handled with the upmost priority.
The EEOC implements federal regulations that state it is illegal for any company to discriminate an employee for color, religion, sex, race, age, disability, and national origin. Discrimination plays a dynamic role in employee satisfaction. Once staff member thinks that he has been discriminate for any