MANAGEMENT

Employee Rights/ Safety



Employee Rights/ Safety

Review the laws in this Case assignment and identify one or two HRM compliance issues for each of them

Employment at will: Under this law there is no contractual agreement signed amidst the employer and the employee. The employer and the employee have the right to quit or fire the employee anytime. Having “employment at will” law at work place does not protect that employer. An employer regardless of the degree to which he has fulfilled all the necessary responsibilities, with regard to the decided standard, the employee can claim that he was terminated due to an illegal motive such as retaliation (Radin, 2003).

Genetic Information Nondiscrimination Act (GINA): Under this law the employer is not allowed to ask information about the medical history of the employees as they might end up violating the law. The information can only be asked when the employee is conducting a Health Risk Assessment but at the same time ensure that the employer is not trying to find out information which does not fit the criteria. Such law can be a source of HRM compliance as not knowing the kind of disease be it chronic or benign level that can occur in the future. If an employee undergoes a myocardial infarction then the company has to undergo the expenses of the employee resulting in excessive costs. If genetic information is retrieved or provided by the HRA concerned authority then it should be kept in confidential files.

Fair Credit Reporting Act (FCRA): This law imposes strict restrictions on employers to limit the use of credit along with the consumer report. Such law can backfire on the employee in a way that not doing extensive background check on the potential employee could end up in lawsuits and costly/expensive hiring mistake (Etzioni, 1999).

Immigration Reform ...