Describe the HRM function of legal compliance. What are some areas of HR laws and policies?
The HRM function of legal compliance refers to the efforts made by Human Resource professionals to ensure that an organization operates in accordance with all applicable laws and regulations related to employment. This function primarily aims to protect the rights of both employees and the organization.
Some areas of HR laws and policies that HR professionals need to adhere to include:
1. Employment laws: These laws govern various aspects of the employer-employee relationship, such as minimum wage, working hours, overtime pay, leave entitlements, and workplace safety.
2. Equal employment opportunity (EEO) laws: These laws prohibit workplace discrimination based on characteristics such as race, color, religion, sex, national origin, age, and disability. They also require employers to provide reasonable accommodation for employees with disabilities.
3. Labor relations laws: These laws govern the relationship between employers, employees, and labor unions. They address issues such as collective bargaining, strikes, lockouts, and union representation rights.
4. Privacy laws: These laws protect the privacy of employees in areas such as personal information, electronic communication, drug testing, and background checks.
5. Non-discrimination and harassment policies: HR professionals must ensure that organizations have policies in place to prevent and address any form of discrimination, harassment, or retaliation in the workplace. These policies should define prohibited behaviors, outline reporting procedures, and facilitate timely investigations.
6. Health and safety laws: HR professionals need to comply with laws and regulations related to workplace health and safety, including conducting risk assessments, providing training, maintaining safety equipment, and preventing hazards.
7. Immigration laws: HR professionals must ensure all employees have appropriate work authorization and comply with immigration laws. This includes verifying identity and work eligibility using processes like the Form I-9 in the United States.
8. Employee benefits laws: These laws regulate the provision of benefits such as healthcare, pension plans, retirement savings, and family leave. Compliance includes adhering to requirements regarding eligibility, contribution, vesting, and disclosure.
9. Data protection laws: With the increasing reliance on digital tools and employee data, HR professionals also need to ensure compliance with privacy and data protection laws, such as General Data Protection Regulation (GDPR) in the European Union or the California Consumer Privacy Act (CCPA).
In summary, the HRM function of legal compliance encompasses numerous areas of HR laws and policies that HR professionals must understand, implement, and enforce to protect the rights of employees and the organization.