HRSM Term Project

Hello, My name is Dallas.

I am coming today to talk about the key employment

laws that some of them managers will be dealing with

thes air laws that I believe that every manager should

have a working knowledge of.

Firstly, we'll talk about equal equal employment opportunity laws first,

beginning with the Civil Rights Act of 1964.

This was the beginning of employment equality, and it deals

with discrimination during the hiring process.

This legend legislation states that there should be no discrimination

in the hiring process based on, um, six age and

race. Furthermore, there are some states that also stated that

it should not be based on sexual orientation.

So we need to make sure that we're not asking

questions during an interviewing process that could lead to these

type of discriminatory responses.

Secondly, we have the affirmative action plan.

This makes workplaces more day burst and does not exclude

minorities within the workplace.

This legislation basically advocates for a more diversity, making sure

that we're offering positions two individuals that have different backgrounds,

so we're not working on an all male Caucasian workforce.

Furthermore, we have the Americans with Disabilities Act that prohibits

discrimination with those that have disabilities.

So within our postings in our job ads, we can

say we need individuals to be ableto lift £30 or

more if the job dictates that.

However, what we cannot post is that we do not

want anyone with disabilities that is completely unnecessary, and it

also limits our workplace scope.

We want to include diversity.

We want different individuals open mind sets to come into

our workforce.

So as a whole, a few tricks or tips, I

should say, to make sure we're not running into any

legislative, you know, backlash is that when we were interviewing,

when we're posting any type of job, ads were making

sure that we're asking and posting the same being all

in uniform.

So we're making sure that everybody gets asked the same

interview questions, and we are documenting the answers.

That way, if we are accused of discriminatory behavior during

the hiring process, we can turn around and show that

we indeed or not, or if it is a situation

like that, we can take the necessary actions against whoever

needs to be addressed.

Next, we have employee health.

We have two different bodies that kind of monitor employee

health. The 1st 1 is the Occupational Safety and Health

Act, otherwise known as OSHA.

OSHA has standards in which all workplaces have to work

to. For example, maybe OSHA states that every workplace has

tohave to tornado shelters in the Midwest.

Um, and if they come audit, they do their annual

review on us, and they find we only have one

located. We can be subject to fines if not corrected.

Um, OSHA leads to safer workplaces.

Safer workplaces means less injuries and less injuries mean a

more secure company.

So making sure that our replaces air safe for both

our employees and our employers.

Secondly, we have the Affordable Care Act, and it made

it. The individuals are to receive health care.

It also makes it so.

Health care Private providers cannot discriminate against pre existing diseases.

Eso basically how this kind of implements into our company

is that we want to make sure that our health

care options are ideal.

If we don't have a health care plan that looks

good to our employees, it's pretty much obsolete.

We're not paying for a whole pot.

We're paying the premium every month for a bunch of

people not wanting it.

I think the best resolution for employee health is to

have committees in the company address this.

Have committees take a look at OSHA, see how we

hold up during those regulations and seeing what we can

or correct to makeover place safer and also having a

committee to evaluate whether or not our health care plan

is actually doing what needs to.

It needs to be appealing to our employees and if

it's not finding a way to change it next, we

have labor laws.

There's three different ones that I want to talk about.

They deal with pay, retirement and labor standards.

The 1st 1 is the Equal Pay Act of 1963

and this allows no discrimination and pay based on certain

criteria. What that means is that there could not re

discrimination based on race, age or gender.

However, we can provide pay raises on other things, such

as seniority in the company, documented annual, um, evaluations or

even substantial substantive perk Russian towards company goals.

Those certain things can be or can make an individual

eligible for a pay raise, but we want to make

sure we're not basing it off of non work related

things. So based on credentials and merit, we have a

wrestle, which is the Employee Employee Retirement Income Security Act

of 1974.

And they said, the standards for retirement plans.

So making sure that all employees understand what they're getting

into whether money is going.

And it also makes sure that someone is monitoring their

retirement plans at all times.

And lastly, we have the Fair Labor Standards Act, which

kind of talks about minimum wage child labor laws in

overtime as far as minimum wage and child labor laws.

Um, this is federally mandated, but there are also state

white things that we need a monitor as well.

So whatever state we are in, um, we need to

make sure that where you are following those regulations and

making sure we are giving her employees the minimal age

and we're not hiring minors in overworking them over time

is really interesting subject.

We want to make sure we're paying our employees.

If over time does happen, you cannot simply right off

the books.

The employees do need to be credited for the time

that they work in our company.

Now, this is accumulating, and there is a lot of

different places we have.

Over time, we can talk about staffing those specific places,

but as it stands over time does need to be

paid for.

And lastly, we have unions.

Um, you use a really interesting.

They used to be really popular 10 to 20 years

ago. Um, now they're not so much.

Just because I work places are, um, a little bit

more sound a little bit better than what they were

x amount of time ago.

What we have here is the National Labor Relations Act

Relations Act, which allowed workers to unionize.

And we cannot terminate.

We cannot discipline based on the status of this.

So if you learn that one of your employees is

in fact a union member, you cannot terminate them based

on this purpose.

Secondly, we have the 1947 Taft Hartley revisions which input

protected employees from unions.

It makes individuals joining.

It's, um or no.

I'm sorry.

It did not allow individuals.

I'm sorry it made it so.

Individuals who did not want to join unions did not

have to.

It also made co versions from unions illegal.

Lastly, we have worn, which is the worker adjustment in

Restraining Notification Act.

Basically, all this is is that if we choose to

move locations or outsourced to a different country, we have

to give the employees 60 day notice.

This allows families and their workers to make sure that

they are sound and that they will also get different

positions and live their livelihood thes air citations from both

of my slides here.

Or I should say, all four, my slides and the

main take home message.

But I want to give to you guys is making

sure that if the scenario does come up like this

and you have questions, too, don't hesitate to ask someone.

In upper management, these kind of situations can ask a

late rather quickly and without the assistance of upper management

and another set of eyes on the scenario, things can

get pretty bad pretty fast.

So to avoid legal run ins with employees, consumers and

employers, please just ask if you have any questions.

Thank you so much.

Have a good one

HRSM Term Project

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