Employment Law and HRM Strategy Essay Example for Free

Employment Law and HRM Strategy EssayEmployment laws play a critical role in human resources moderate sexment strategies and in an ecesis operation. Employee laws are design to protect the employees by the compeer Employment Opportunity Commission (EEOC). The match Employment Opportunity Commission (EEOC) federal enforcement agency enacted to verify that employers follow and abide by rules set forth in the Civil Rights Acts of 1964(Web Finance, 2012). However, the act insisted of people should be given the same opportunities and equal changes to obtain oeuvre regardless of their color, race, gender, national origin, or religion (Stewart Brown, 2012, pg. 0).After researching the employment laws of Georgia by visiting ga. gov and after inserting employment laws, the research forget give a descriptively abbreviation of a description of a scenario that will correspond with the employment law provide. Next the analysis will describes a recommended plan to manage the HRM si tuation within the confines of the law. Third, the approach will be justified by the scenario to HR management. Fourth, the analysis will describe a competitive utility may be gain by ensuring HRM practices meet the infallible employment laws.Final, a speculation will be made with an assumption of the situation was not gripd in accordance with the appropriate employment laws. ? Description of the scenario that corresponds with employment law The scenario that was beneficial contour with the Georgia Employment Law is disciplinary action procreation for supervisors of diverse employers. The current state that analysis was research of the state of Georgia and the informative information that was providing from www. ga. gov.Georgias employment laws and the HRM strategies are in compliance with the states regulations. However, Georgia is considering as an at-will provision. Meaning which the employers have the right to freely discipline or discharge employees provided that the adv erse employment action is not motivated by any discriminatory intent or administered in a discriminatory manner(Morris Manning Martin, 2012). When an employer is actively training for supervisors of diverse employers the same Equal EmploymentOpportunity (EEOC) guidelines are applied through come in the training. Employers have to determine when terminating or have to discipline an employee to comply within the states laws by not violating the federally protection classes that is consist of age, race, national origin, religion, sex, or other status. If these actions are violating the individual(s) have the right to suit the organization. However, just last month the Equal Employment Opportunity (EEOC) requested that all employers review their anti-harassment and anti-discrimination policies.Reason being, the Equal Employment Opportunity Commission (EEOC) issued some serious concerns to the employers in an afforded to reiterate its consignment to justice from vulnerable individuals (Flahardy, 2012). The reason for the request for the Title VI and the ADA applicants was concerns from a previous case that was review in the courts. The 6th Circuit rules that commission recommendation profaned the ADA (Byrne, 2012). The action suit was proceed after an employee by the named of Emily Krolls suited White Lake Ambulance, for counseling constitutes a medical examination, nether the Americans with Disabilities Act (ADA).Emily Kroll was employed with the emergency medical technician at the White Lake Ambulance Authority (WLAA), in which Whitehall, Mich. , in 2003 (Byrne, 2012). However, her supervisors initially considered her to be good employee until, a personal purpose occurred when her marriage with a coworker failed. Krollys supervisor concerns grown after Krolly and a colleague proceed into an argument and Krolly fail to administer oxygen to a patient. Krollys supervisors asked her would she attended counseling sessions whereas, Krollys supervisors claimed that they did not specific an exact theory.Emily Krolly refused the counseling and proceeds to resign from her position. Thereafter, Krolly proceeded to file suite with White Lake Ambulance (WLAA), claiming that her supervisors request that she obtained counseling violated under the act Americans with Disabilities Act (ADA) (Byrne, 2012). Description of a recommendation plan that concerns HRM situation gentle resources Management (HRM) is a critical part of an operational organization.Human Resources Management (HRM) is an organizational fundamental that deals with issues related to people such as hiring, termination, performance organization development, training, benefits, and ompensations. However, when proceeding to make recommendations although process has to be plan out that will incorporate certain situations and thoughts for future objectives and goals that need to be obtained within the confining of the law. However, in the case analysis, the first recommendation should have been Krollys supervisor should have directed her to the Human Resource Division when Krollys supervisor became aware of Krollys workplace behavior begin be problematic succeeding(a) an affair of a coworker.After this incident, another recommendation would be extra training courses such as extra training courses related to the current incident, employers, and employees relationship, patients awareness. include within the extra training courses, the Human Resources Division have to comply with the State or Federal laws and compliance with Title VII, of 1964 civil right Act. to a fault included in the training, the Human Resources Division should review employees handbook with the entire staff. Justification of the HR managements scenarioThe approach of justifying the Human Resource Divisions scenario, request for the entire staff to proceed to an important meeting. Within the meeting, the Human Resource Manager will take the approach of outlining the make elements of the importance for the meeting. The HR manager will review the current laws of Title VII, of 1964 and how it coheres with the organizations policies and procedures. The HR manager will address to the managers and employees that the organizations have to die hard within comply of the rules and regulations of the organization.The HR manager will have to address related important information that would pertain from the previous incident. The HR manager in any case has to address to each individual, if questions or concerns developed passim the training the manager will suggest to the employees, to address any concerns or questions that may develop throughout the training. Final, the HR manager will be addressed to the staff, at the end of the training session an agreement document will have to be sign, stated that all individual understood the reason for the extra training course.Description of a competitive advantage of ensuring HRM practices A competitive advantage of ensuring HRM practices tha t meet the necessary employment laws would depend on how efficiently the HRM division within the organization? The competitive advantage of ensuring HRM practices is whoever, is in charge of the HRM division is well train in order for the right qualified person(s) to relate accurate information to the employees. An experience HRM manager(s) will have an inspiring attitude to encourage other people.Speculation will be made with the assumption of the situation according to the law The speculation according to the scenario and complying with the law if the writer were Emily Krollys supervisor or manager whereas, she would have made the decision to have a sit down with Emily and discussion the reasons she did not attended to the patients care? In comply with the law the writer would recognise the guidelines of the laws and the expectations of the organization in taking care of patients well-being.The other incident that occur, the writer would direct Emily to the HR managers and let he or she handle the situation. In conclusion, the analysis address the scenario of Emily Krolls suite was complying with the Georgias law and with Equal Employment Opportunity Commission (EEOC) requirements. The analysis describes recommendations that manage the HRM situation. Final, the analysis identifies a competitive advantage aspect of ensuring HRM practices meet the necessary employment laws.