Approaches to Laws
Every employee works for the general welfare and intentions outlined by their employer. Thus an employer can be held responsible for the welfare and faults of the employees. However, the fault does not just go away simply because the employer is held responsible. Based on law any person who offers orders to another on how duties and tasks should be performed on their behalf is responsible for repairing the damages that are caused during the period of performing the responsibilities (Hogler, 2004).
A policy for the Americans with Disabilities Act (ADA)
The responsibility to provide sensible accommodation is an essential constitutional requirement under ADA as modified by ADAAA policy (Hogler, 2004). ADA necessitates an employee to offer reasonable accommodation to competent persons characterized by disability who might be workers of applicants unless the accommodation is bound to cause them unwarranted hardships (Hogler, 2004). The requirement for accommodative conditions to disabled workers is aimed at ensuring that the employees fully enjoy the freedoms and welfares of their occupation similar to those adored by the workers with no disability. The act can thus be violated for example if an employer disqualifies a competent applicant based on their physical disability stating that they are not fit for the job. In addition, the law can be violated in instances when an employee is subjected to less payment and unfavorable living condition thus limiting their benefits and privileges (Hogler, 2004). One approach that can be applied to address violation is to focus on diversity in accessing a large base of labor guided by a written policy. In that diversity helps in ensuring that the employees are not discriminated against since everyone has to provide different contributions which are valuable for the wellness of a company.
A policy for the Age Discrimination in Employment Act (ADEA)
Age discrimination act was established in the quest of promoting employment for the older persons on the ground on their ability and competence and not age (Hogler, 2004). The act can be violated for example in an instance when the employer denies an individual employment or dismisses them not for being less productive but because they are old. Age discrimination violation can be addressed by focusing on diversity training, creating policies to govern discernment and offer rewards based on performances and not age (Hulett, 2011). In addition, the hiring process can mainly focus on recruitment that is based on competence rather than just on the basis of age. Diversity means that experience is considered since order persons are more experienced.
A Policy for Dealing with Different Types of Harassment.
Harassment denotes the occupation shrewdness custom that disrupts the ideologies of Title VII of the 1964 Civil Rights Act (Hulett, 2011). Harassment refers to the unwanted conduct on the ground of sex, originality, age or disability. This might involve discrimination based on sexual orientation, age, gender, retaliation or even oral or physical pestering based on perceptions or notions. Harassment becomes offensive behavior if it is consistent. EEOC and documentation are the approaches that can be utilized in addressing any form of harassment in the workplace (Hogler, 2004). The act can be violated for instance if one is subjected to offensive jokes, threats, physical assaults, insults, and intimidation which directly interferes with an individual performance (Hulett, 2011). The acts should be severe enough to be accounted as intimidating. Through documentation approach policies governing such conducts can be addressed and seek to create a favorable surrounding for all those that are involved.
A policy for the Occupational Safety and Health Act (OSHA)
OSHA act asserts that employees are responsible for providing safe and healthy working surroundings by setting and implementing standards as well as the provision of training, learning, and assistance (Hulett, 2011). This policy might be violated for example if the employer fails to provide training to employees on the proper use of machines leading to injury. In this context since the employee acquires the damage performing work-related duties them the employer is held accountable. This can best be avoided by focusing on training programs and documentation that seeks to increase skills and knowledge of the workers in regard to how duties should be performed (Hulett, 2011).
A policy for the Family Medical Leave Act (FMLA)
All covered employees should be given job-guarded and unpaid leaves for those that qualify for leaves on the basis of medical or family-related reasons (Reed & Bogardus, 2015). For instance, if one is denied a maternity or paternity leave or when they are dismissed for enquiring for one or are subjected to salary reduction then the act has been violated. Documentation is the most suitable approach that can be utilized in addressing the violation. In that, a company has the obligation of designing a detailed policy that governs leaves qualifications and terms without violating the worker's privileges (Reed & Bogardus, 2015).
A policy for the Fair Labor Standards Act (FLSA)
FLSA inaugurates least wages, record maintenance, pregnancy standards and overtime suitability that affects both part and full-time employees within the private sector in the local, states as well as nationally based settings (Hulett, 2011). If an employee is subjected to less pay than the recommended minimum then it implies that the employer has violated the act. In this context, the violation can be addressed using documentation which is essential in ensuring that it offers guidelines on the fair standards (Hogler, 2004).
A policy for the Equal Pay Act (EPA)
EPA necessitates both men and female within the same work organization can be given similar payments. This implies that the jobs should not be similar but should be adequately equal (Reed & Bogardus, 2015). All the forms of pay ranging from bonuses, salaries, profits, accommodation, and reimbursement should be equal (Reed & Bogardus, 2015). For example, a violation can occur if an employer differentiates payment and benefits to the ground of sex paying males more as equated to females. EEOC is the approach that can be utilized to address the violation since it states that an employee shall not be discerned on the basis of their origin, sex, age, race or even religion (Hulett, 2011). Documentation can help with a written policy that outlines how individuals should exist and highlight the governing policies.
References
Hogler, R. L. (2004). Employment relations in the United States: Law, policy, and practice. Thousand Oaks, Calif: Sage Publications.
Hulett, J. K. (2011). Age discrimination: An epidemic in America: affecting people of all ages. Bloomington: AuthorHouse.
Reed, S. M., & Bogardus, A. M. (2015). PHR/SPHR Professional in Human Resources Certification deluxe study guide. Sybex.
