The HR Model: Compliance
5.5 هزار بار بازدید -
5 سال پیش
-
Human Resource Management is about
Human Resource Management is about the formal systems designed to manage people in an organization. It is made up of eight functional areas of human resource work.
Let’s explore compliance. Compliance is doing what is asked or required by federal, state and local government in the management of people. The activities of compliance include employment law, equal employment opportunity, and human resource policy.
Employment Law
The regulatory environment in employment can be complex. There are a few things people managers should know. Employment regulations derive from laws passed by federal, state, and local governing bodies. They also originate from executive orders of the president of the United States to manage the operations of the federal government and contractors.
It is helpful for managers to be aware of the laws and regulations that affect their organization and the agencies who provide oversight.
Equal Employment Opportunity
Equal Employment Opportunity (known as EEO) are the laws, regulations, and processes related to fair treatment of employees and are enforced by the Equal Employment Opportunity Commission (EEOC).
A protected class is a group of people with a common characteristic who are legally protected from employment discrimination based on that characteristic. Protected classes are created by both federal and state law. Protected class discrimination takes on four distinct forms:
Disparate Treatment means intentionally treating individuals differently in employment situations because of their membership in a protected class.
Disparate (Adverse) Impact occurs when an employment practice results in members of a protected class being treated less favorably than members of a non-protected class even though discrimination was not intentional.
Harassment is the unwanted and unwelcome treatment an employee endures because of a protected class status.
Retaliation occurs when an employer punishes an employee for engaging in a legally protected activity such as making a complaint of harassment or discrimination.
Because federal anti-discrimination law is so important to employers, take some time to become familiar with the EEOC.
Human Resource Policy
Human resource policies are developed to establish expectations and to provide guidance on how to consistently handle workplace situations. HR Policies provide:
1. Clarity: Clear communication between the organization and their employees regarding employment.
2. Structure: A set of guidelines for supervisors and managers.
3. Equity: A basis for treating all employees fairly and equitably.
Enjoy learning more about compliance in human resource management.
Let’s explore compliance. Compliance is doing what is asked or required by federal, state and local government in the management of people. The activities of compliance include employment law, equal employment opportunity, and human resource policy.
Employment Law
The regulatory environment in employment can be complex. There are a few things people managers should know. Employment regulations derive from laws passed by federal, state, and local governing bodies. They also originate from executive orders of the president of the United States to manage the operations of the federal government and contractors.
It is helpful for managers to be aware of the laws and regulations that affect their organization and the agencies who provide oversight.
Equal Employment Opportunity
Equal Employment Opportunity (known as EEO) are the laws, regulations, and processes related to fair treatment of employees and are enforced by the Equal Employment Opportunity Commission (EEOC).
A protected class is a group of people with a common characteristic who are legally protected from employment discrimination based on that characteristic. Protected classes are created by both federal and state law. Protected class discrimination takes on four distinct forms:
Disparate Treatment means intentionally treating individuals differently in employment situations because of their membership in a protected class.
Disparate (Adverse) Impact occurs when an employment practice results in members of a protected class being treated less favorably than members of a non-protected class even though discrimination was not intentional.
Harassment is the unwanted and unwelcome treatment an employee endures because of a protected class status.
Retaliation occurs when an employer punishes an employee for engaging in a legally protected activity such as making a complaint of harassment or discrimination.
Because federal anti-discrimination law is so important to employers, take some time to become familiar with the EEOC.
Human Resource Policy
Human resource policies are developed to establish expectations and to provide guidance on how to consistently handle workplace situations. HR Policies provide:
1. Clarity: Clear communication between the organization and their employees regarding employment.
2. Structure: A set of guidelines for supervisors and managers.
3. Equity: A basis for treating all employees fairly and equitably.
Enjoy learning more about compliance in human resource management.
5 سال پیش
در تاریخ 1398/05/26 منتشر شده
است.
5,522
بـار بازدید شده