Employment Law and HRM Strategy Essay

Employment lawfulnesss play a critical role in human resources vigilance strategies and in an validation operation. Employee laws are design to protect the employees by the Equal Employment hazard Commission (EEOC). The Equal Employment fortune Commission (EEOC) federal enforcement means enacted to ensure that employers follow and abide by rules set forth in the Civil Rights enactments of 1964(Web Finance, 2012). However, the act insisted of people should be given the same opportunities and tinct changes to obtain booking regardless of their color, race, gender, national origin, or religion (Stewart & Brown, 2012, pg. 0). subsequently questioning the employment laws of atomic number 31 by visiting ga. gov and after inserting employment laws, the research willing give a descriptively summary of a translation of a scenario that will correspond with the employment law provide. Next the synopsis will describes a recommended plan to manage the HRM situation inside the encl osure of the law. Third, the approach will be justified by the scenario to HR management. Fourth, the epitome will describe a combative advantage may be gain by ensuring HRM practices playact the necessary employment laws.Final, a dead reckoning will be do with an assumption of the situation was not handled in accordance with the appropriate employment laws. ? Description of the scenario that corresponds with employment law The scenario that was near compliance with the gallium Employment Law is disciplinary action didactics for supervisory programs of diverse employers. The current state that analysis was research of the state of Georgia and the informative information that was providing from www. ga. gov.Georgias employment laws and the HRM strategies are in compliance with the states regulations. However, Georgia is considering as an at-will provision. Meaning which the employers discombobulate the duty to freely discipline or dis place employees provided that the adv erse employment action is not motivated by any discriminatory enwrapped or manageed in a discriminatory manner(Morris & Manning & Martin, 2012). When an employer is actively procreation for supervisors of diverse employers the same Equal Employmentluck (EEOC) guidelines are utilise throughout the training. Employers defend to determine when terminating or have to discipline an employee to respect within the states laws by not violating the federally safeguard classes that is consist of age, race, national origin, religion, sex, or other status. If these actions are violating the individual(s) have the right to suit the governing body. However, just last month the Equal Employment Opportunity (EEOC) orisoned that all employers review their anti-harassment and anti-discrimination policies.Reason being, the Equal Employment Opportunity Commission (EEOC) issued some serious concerns to the employers in an afforded to reiterate its commitment to jurist from vulnerable individua ls (Flahardy, 2012). The reason for the request for the deed of conveyance VI and the ADA applicants was concerns from a previous case that was review in the courts. The 6th Circuit rules that rede recommendation violated the ADA (Byrne, 2012). The action suit was proceed after an employee by the named of Emily Krolls roomsd snowy Lake Ambulance, for counseling constitutes a aesculapian examination, under the Americans with Disabilities Act (ADA).Emily Kroll was employed with the emergency medical technician at the White Lake Ambulance Authority (WLAA), in which Whitehall, Mich. , in 2003 (Byrne, 2012). However, her supervisors initially considered her to be good employee until, a personal affair occurred when her marriage with a coworker failed. Krollys supervisor concerns fully grown after Krolly and a colleague proceed into an argument and Krolly fail to administer oxygen to a patient. Krollys supervisors asked her would she attended counseling sessions whereas, Krollys sup ervisors claimed that they did not specific an exact theory.Emily Krolly refused the counseling and proceeds to resign from her position. Thereafter, Krolly proceeded to file suite with White Lake Ambulance (WLAA), claiming that her supervisors request that she obtained counseling violated under the act Americans with Disabilities Act (ADA) (Byrne, 2012). Description of a recommendation plan that concerns HRM situation Human alternatives attention (HRM) is a critical part of an operational organization.Human Resources Management (HRM) is an organizational fundamental that deals with issues link to people such as hiring, termination, performance organization assumement, training, benefits, and ompensations. However, when proceeding to make recommendations although process has to be plan out that will incorporate certain situations and thoughts for future objectives and goals that need to be obtained within the hold in of the law. However, in the case analysis, the first recomme ndation should have been Krollys supervisor should have directed her to the Human Resource character when Krollys supervisor became aware of Krollys workplace behavior begin be tortuous following an affair of a coworker.After this incident, another recommendation would be especial(a) training courses such as extra training courses cogitate to the current incident, employers, and employees relationship, patients awareness. Included within the extra training courses, the Human Resources divergence have to comply with the State or Federal laws and compliance with Title VII, of 1964 civil right Act. Also included in the training, the Human Resources Division should review employees handbook with the entire staff. Justification of the HR managements scenarioThe approach of justifying the Human Resource Divisions scenario, request for the entire staff to proceed to an important meeting. Within the meeting, the Human Resource Manager will take the approach of outlining the key element s of the importance for the meeting. The HR tutor will review the current laws of Title VII, of 1964 and how it coheres with the organizations policies and procedures. The HR manager will address to the managers and employees that the organizations have to stay within comply of the rules and regulations of the organization.The HR manager will have to address related important information that would pertain from the previous incident. The HR manager overly has to address to each individual, if questions or concerns developed throughout the training the manager will suggest to the employees, to address any concerns or questions that may develop throughout the training. Final, the HR manager will be addressed to the staff, at the end of the training session an agreement document will have to be sign, stated that all individual understood the reason for the extra training course.Description of a competitive advantage of ensuring HRM practices A competitive advantage of ensuring HRM pr actices that meet the necessary employment laws would depend on how expeditiously the HRM division within the organization? The competitive advantage of ensuring HRM practices is whoever, is in charge of the HRM division is well train in order for the right suffice person(s) to relate accurate information to the employees. An experience HRM manager(s) will have an inspire attitude to encourage other people.Speculation will be do with the assumption of the situation according to the law The speculation according to the scenario and complying with the law if the writer were Emily Krollys supervisor or manager whereas, she would have made the decision to have a sit down with Emily and discussion the reasons she did not attended to the patients care? In comply with the law the writer would concede the guidelines of the laws and the expectations of the organization in taking care of patients well-being.The other incident that occur, the writer would direct Emily to the HR managers and let he or she handle the situation. In conclusion, the analysis address the scenario of Emily Krolls suite was complying with the Georgias law and with Equal Employment Opportunity Commission (EEOC) requirements. The analysis describes recommendations that manage the HRM situation. Final, the analysis identifies a competitive advantage aspect of ensuring HRM practices meet the necessary employment laws.