Transcript THE HUMAN RESOURCES LEGAL ENVIRONMENT

THE HUMAN
RESOURCES
LEGAL
ENVIRONMENT
Environmental Forces
• Business Environment
• Task Environment
• Competitive Forces in the Task
Environment
• Technological Forces
• Political and Legal Forces
The General Environment and
Environmental Forces Affecting
TheOrganizations
General Environment
3.2
Cultural Forces
Political - Legal Forces
Technological Forces
Competitive Forces
Organization
Adapted from Figure 3.1
LEGAL ENVIRONMENT
• What is Law?• Applicability of Law– country,
– location,
– industry,
– processes,
– Practices,
– Other factors.
IGNORANCE OF LAW
IS
NO EXCUSE
THE HUMAN RESOURCES LEGAL
ENVIRONMENT
• Applicability of country law on organizations and their
impact on business operations and processes,
• To ensure regulatory compliance managers /
organizational leaders need to know what provisions of
law are applicable, what actions are warranted to be
taken on their part and what impact it will have on
working of the organization in the future.
• It is must for managers to regulate employer’s conduct
in dealing with their employees within legal framework.
• The coverage of such laws have become so pervasive
that they must be considered as input in overall
strategy formulation and increased involvement of
human resources management in the process.
IMPORTANCE OF HR LEGAL
ENVIRONMENT
• Understanding HR legal environment is
mandatory :
– To devise strategy for recruitment, restructuring,
outsourcing, reorganizing the traditional functional
arrangements of the organization.
– To effectively design and implement strategies for
managerial flexibility and managing employer –
employees relationship, responsibilities and liabilities
within the legal framework without and to avoid any
unlawful actions / practices.
– To fully avail benefits of legal provisions supportive to
business decisions & plans.
HR LEGAL ENVIRONMENT
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EQUAL EMPLOYMENT OPPORTUNITIES.
Civil Rights Legislation -USA –Prohibits discrimination- .
Employer’s liability to comply legal provisions regarding:
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Age discrimination.
Gender discrimination.
Religious discrimination.
Disability discrimination.
Sexual harassment .
Sexual orientation.
E.mail & Internet use. (jokes, pornographic material, offensive statements
pertaining to religion, ethnic, political, social affiliations / backgrounds) .
– Liability of employer for employees conduct.
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Quid Pro Quo Hostile Environment. (an intimidating , hostile or
offensive work environment).
Office romances ( among consenting adults) serious when
supervisory / managerial levels are involved..
HR LEGAL ENVIRONMENT & EMPLOYEE
RELATIONS
• Negligent hiring .(Employer liability for employees
conduct)
• Employment at will. (hiring / firing at free will of
employer)
• Drug testing in pre-employment screening process.
• Safety.- Factories Act.
• Labour Relations and Collective Bargaining.
• Compensation. ( minimum wage, Fair Labour
Standard Act (FSLA)of USA, workers compensation
Act, SESSI / EOBI contributions / verification of
claims, employee records etc).
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STRATEGIC IMPACT OF LEGAL ENVIRONMENT.
Emerging issues
HR LEGAL ENVIRONMENT & EMPLOEE
COMPENSATION
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WAGES & BENEFITS.
HEALTH CARE BENEFITS.
FAMILY & MEDICAL LEAVE.
GROUP INSURANCE.
WORKMAN COMPENSATION.
RIGHTS GUARANTEED UNDER LAW.
TERMS & CONDITINS OF EMPLOYMENT.
UNION AGREEMENTS.
THANK YOU