Christine N Nakazwe Legal, Safety, and Regulatory Requirement Paper March, 18 2015 HCS/341 Mrs. Brown This paper will talk about the Americans with Disabilities Act (ADA) of 1990 and the effect it had on the human resources Process. In order to understand the effects of the ADA, it is important to understand what the Americans with Disabilities Act of 1990 is all about. "the ADA is a federal anti-discrimination law which prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment" (Human Resources
The ADA recognizes and protects the civil rights of people with disabilities and is modeled after earlier landmark laws prohibiting discrimination on the basis of race and gender. The ADA covers a wide range of disability, from physical conditions affecting mobility, stamina, sight, hearing, and speech to conditions such as emotional illness and learning disorders. The two specific ones I that ADA addresses is the access to the workplace (title I) and miscellaneous instructions to Federal agencies that enforce the law (title V). Title I prohibits employers, including counties, cities, towns and other local governments, from discriminating against qualified job applicants and workers who are or who may become disabled. The law covers all aspects of employment including the application process and hiring, training, compensation, advancement, and any other employment term, condition/ privileges.
The Equal Opportunity Commission (EEOC) dedicates time to defending discrimination against employees. The EEOC has won many lawsuits against companies practicing discrimination. Perhaps discussing the role of the EEOC, reviewing an EEOC lawsuit, and discuss the implications for social change as well as strategies for improvement will give a better understanding of the benefit this commission is to the Unites States. Role of the EEOC A company filled with diverse employees needs a defending legal voice. According to Unites States EEOC, (n.d.), “The U.S.
2. Sex Discrimination Act 1975 - Employees cannot be sexually discriminated in employment, training or recruitment. 3. Employment Protection Act 1978 - Employees must be given a written contract of employment. 3.
Having an environment where everyone is treated fairly will result in employees of H&M feel more valued, happy and more willing to give a better service. They are not like physical or technological resources; humans need to be dealt in certain ways, as they are protected by legislations and laws. • Training: In H&M there will be a invariable change of different order of products that the customers wish to purchase, for this reason the staff will have to be trained for any of these occasions. H&M manage their training system by making sure they give relevant teaching for employees to develop key skills and move up in the hierarchy. This will help bring knowledge to employees and give them the
To reach to a significant conclusion about privacy rights in a workplace, we have to consider about rules and regulations, ethics in the workplace without invading anyone’s privacy or rights and employees’ must have their own responsibilities and have a common understanding of the ethical basis of justice and a thorough understanding of individual and organizational concerns and motivations. (Mujtaba, B. G. 2003) stated that employee monitoring is an act of watching and checking employees' actions during the working hours using employer’s equipment. Since employee monitoring has occurred as a necessity, it causes concerns to both employers and employees with the ethical implications of constant monitoring. Employers use monitoring devices to keep track of their employees' actions and to increase productivity of work, some employees feel that too much monitoring can be an invasion of their privacy. Therefore, the ethics of monitoring employees is a very controversial issue.
when the government passes the Equal Employment Opportunity Act the aim was to establish equality amongst men and women in workplace. The civil rights laws’ covering this case comes under Title VII of the Civil Rights Act, 1964 (Cooper, 2010). This legislation safeguards the employees against discrimination at workplace on the basis of caste, color, creed, gender, origin (Cooper, 2010). The law applies to all employers whether national, state or local. Any company having fifteen or more employees has to adhere to this law.
When it comes to the administrative side of the job, something that has to be done, I feel I am very able to cope with that as well. I am not afraid to ask for help or advice and all the trained staff are always available and willing to help. Updating my knowledge and skills is also an important role of my job along with mandatory training. My working relationships and my personal relationships within and out of the work place are two different things. My working relationship is a professional relationship, which regardless of how people feel about each other need to stay professional.
A dependable employee can be counted on to do his portion of the work in a timely manner. Once finished with the job at hand, the same employee takes the initiative to speak with a supervisor or manager to find out what else can be done. Rather than spend extra time conducting personal business on the computer or telephone, a dependable, productive employee demonstrates team spirit by being willing to pitch in with other tasks once his task is completed. Time spent supervising employees prevents you from attending to your own work. Once an employee has completed training necessary to doing the job, the ability to work independently helps build workplace trust and demonstrate the ability to handle other work.
It is very important to ensure that all staff members have the necessary skills and have undertaken suitable developmental activities to complete the work they are given. As a manager it is important to look over and carefully calculate the time and cost on a regular basis to make sure it’s cost effective so the organization isn’t losing money. Having regular consultations (meetings, brainstorming sessions, project groups etc.) are also highly expected from a manager as it provides prompt and constructive feedback to the employee. Which will help to suggest improvements that will increase resource efficiency and effectiveness; as employees use resources everyday to get there job done and will know what works and what doesn’t.