Compliance and the HR Functions



Compliance and the HR Functions

Introduction

The human resource is an asset for any organization operating in the business world. It is a major factor to effectively deal with all the factors related to the human resource management. The human resource is diverse in nature and represents the overall skills, capabilities, and talent in the organization. This paper is based around some of the potential laws and their association with the aspects of employment and human resource. The main highlights of the paper are on the following laws: “At-Will Employment, Genetic Information Nondiscrimination Act, Immigration Reform and Control Act, Uniformed Services Employment and Reemployment Rights Act, Fair Credit Reporting Act”. There is discussion about the reviews on these laws in contrast with the issues of HRM compliance. The most efficient way to make sure that a business is in compliance with all functions related to HR is to hire skilled HR professionals. The affect these laws create on the core functions of human resource management. The last portion of the paper includes the practical and private sector examples, which reflect a clear understanding of these laws and HR functions.

HR Laws and Compliance Issues

At-Will Employment

The At-Will Employment is a law of the United States of America which states that the employer can at-will terminate the relationship with the human resource, without keeping in consideration any pre-warning (Kellough et. al, 2006). The issue related to the compliance factor in this law is that the advance notice related to a policy is necessary not only if an organizations expects compliance, but in addition if an employee is to recognize the decision-making. The vital element is to give a prior notice of the problem to comply with a particular regulation.

Genetic Information Nondiscrimination Act

Under this act, it is an illegal activity to discriminate the employees on the basis of their genetic information. The genetic information of the employees must not have any sort of reflections on the employment decisions, and it prohibits the exposure of the genetic information. An HRM compliance issue under the Genetic Information Nondiscrimination Act is the biggest risk that involves employers that do not regularly use human resource information and do not recognize the changes required in this process. Another issue related to compliance is the relation with the medical laws under the federal or state/ government (Slaughter, 2013). The problem takes place when the employer's demand for the genetic information of the employees, or disclose them which is prohibited under the law.

Fair Credit Reporting Act

The Fair Credit Reporting Act is a law that is aimed to promote the correctness, justice and privacy of information in the records of the reporting agencies. The credit bureau and specialty agencies are among the ones that are under the domain of consumer reporting agencies. These organizations have the authority to share the essential information according to the requirements, following the regulations of the law (Staten, 2003). A compliance issues related to the HR function is when ...