It is the accountability of Human Resource and the organization to make sure that they are in compliance with state and federal laws that relates to worker practices. A organization’s hand book that is provided to the employees is considered to be the foundation of information that is utilized in management in order to help out managers so that they can avoid any legal actions brought on by the workers and outer entity. A Human Resource manager should be familiar with all the systems of rules that are being enforced within an organization, also should be knowledgeable about what the organization’s written contract and measures within handing employee’s issues pertaining to disagreements and legal credentials that should be used with
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Even the most experienced team leaders, managers, or administrators seem to not remember about the Law of unintentional penalties; saying that for each adjustment or action, there are optimistic penalties and pessimistic unintentional penalties. The managers on the other hand tend to want the optimistic penalties and so not so much the pessimistic unintentional penalties. (Bacal R., 2010). If the managers pursue the organization’s course of action, which are the policies and measures that have been set forth via the organization, then the penalty of a court case, elevated monetary disbursement, and appalling publicity can be canceled.
The claim that is brought up frequently in business law is the Civil Rights Act of 1964. The 1964 Civil Rights Act made racial discrimination in public places illegal an also made it a requirement for employers to give equal employment opportunities This made it so that management couldn’t discriminate an employee based on his/her race, color, religion, or sexual characteristics. This also meant that they couldn’t discriminate when hiring also, the company could be held accountable for these actions. (Cheeseman H., 2010, p. 512) Many employees file civil lawsuits against their organizations due to inequity and illegitimate release.
An additional issue that managers dealt with a little to frequent was unwanted physical intimacy in the work place, such as request of sexual favors and spoken