Employment Laws

[Date of Submission]

Introduction3

Discussion3

The Important Laws3

Sample Job Description4

The Importance of Acquiring Written Job Descriptions5

Steps to Protect Company from Litigation in Case of Terminating and Hiring6

Conclusion7

Employment Laws

Introduction

Keeping in compliance with equal employment laws, when it comes to equal treatment of all employees, I faced many concerns and challenges, as the vice president of human resources at Wal-Mart. In this paper, I will address the laws that are necessary to be monitored closely in my organization. I will also develop a sample job description defining my responsibilities and roles and my methods of protecting my organization from the different claims of the employees. Furthermore, I will discuss the step that must be considered when terminating or hiring a new employee, relational to the protection of my company from possible litigation.

Discussion

The Important Laws

Affirmative action and discrimination laws are the laws that need to be most closely monitored at Wal-Mart. The company has eighty seven thousand employees worldwide and is a very large organization. With such number of employees, different backgrounds and cultures are depicted within the organization, which makes all discrimination laws say in compliance (Cooper & Sobol, 1969). Discrimination of religion, gender, race and age, are some of the most important discrimination laws that I need to be wary of. The young employees are just as concerned in today's society, although age discrimination was a major concern for the older generation in previous time.

Layoffs are increasing nationwide as the economy has fallen on hard times. Because of the higher risk of lawsuits, many companies are becoming wary of laying off well-tenured and well-paid employees (Fiss, 1971). To help combat discrimination in this area, and to help with this concern, I and Wal-Mart have established the policy of 'last one in and first one out'. Rather than age, importance of layoffs will be decided upon seniority. The possible perceived discriminations of layoffs by religion, gender or race can also be helped by this policy. With the vast number of employees from all over the world, an important discrimination law to be wary of is 'race'.

Sample Job Description

Job Title: Human Resources (Vice President)

Department: Senior Management

Reports To:

Administration (Vice President or President) or CEO and occasionally to CFO

Purpose of the Job:

Responsible for directing all administrative rulings and administration of companies, advisory and other regulatory authorities, and governmental organizations, the laws and society and the social and the ethical consciences of business, practices and policies of the company in accordance to the functions of people of the organization. By being aware of trends, practices and policies within the all of industry, newly public corporations and the software industry, the incumbent will also be responsible for the strategic human resource planning to position the organization as the Employer of Choice and provide the company with the best available people talent.

Essential Responsibilities and Duties:

To advise and evaluate on the impact of long range planning of new regulatory action and strategies/programs as they impact the retention, development, motivation and attraction of the people resources of the company, ...