Week 3 Discussion

South University

file:///C|/Users/CWATKIM/Desktop/Employment%20Laws.html[4/10/2020 11:08:48 AM]

Employment Laws It is imperative that the HR professional is well versed in employment laws. The laws are constantly changing based upon the political arena, economic conditions, environmental and social conditions. New laws are passed and many of the existing laws are amended. The HR professional or manager of the organization is responsible for training employees and enforcing the policies and guidelines. The laws passed by Congress, federal and state laws are always evolving. The HR professional must be familiar with these laws in order to guarantee the organization is in compliance. There are too many laws to list; however, it is important to mention the following laws: the Civil Rights Act of 1866, the Equal Pay Act, the Family Medical Leave Act of 1992 (FMLA), the Age Discrimination and Employment Act of 1969 (ADEA), the Rehabilitation Act of 1973, the Pregnancy Discrimination Act of 1978, the Americans with Disabilities Act of 1990 (ADA), the Civil Rights Act of 1991 (CRA), the Genetic Information Nondiscrimination Act of 2008 (GINA), Sexual Harassment Affirmative Action and Executive Orders. In addition, the HR professional should understand how the laws are applied based upon the number of employees that work for the organization. There are numerous laws governed by the Equal Employment Opportunity Commission (EEOC) based upon Title VII that will have negative repercussions on an organization if the HR professional is not well versed in the laws. There is a formal procedure an employee must initiate to file a complaint and begin the investigation process against the organization. Since the laws are ever changing, it is always advisable for the HR professional or manager to speak with the legal counsel before changing any policies as it relates to employment relationships.