Drug and alcohol policy: There are many countries where marijuana has become legal and drug use has increased. This policy should describe the prohibition of drugs, marijuana and alcohol in the workplace. Regional laws should be taken into account when developing these guidelines. (“15 Key Human Resources Guidelines”, 2020) R, A. HR Guidelines: Meaning, steps, formulation, implementation and procedures. Your article library. Retrieved June 15, 2021, at www.yourarticlelibrary.com/human-resource-development/hr-policies/hr-policies/99702. Human resources management standards. Hrcouncil.ca.
(2009). (accessed June 15, 2021) at www.hrcouncil.ca/resource-centre/hr-standards/documents/HRC-HR_Standards_Web.pdf. The law requires all workplaces to have human rights policies. Human rights policy development involves demonstrating good business practices, supporting human rights through business, initiating human rights learning and management, and informing all employees about human rights practices in operational policies and procedures (Friends, 2015). There is a forum called the Workers` Compensation Board, an insurance agency for employees that ensures that the employee receives income and benefits if they are injured on the job or become ill due to unhealthy working conditions. This board complies with the provisions of the Workers` Compensation Act and reviews the compensation policy. The Commission also protects employers from lawsuits by employees. In some jurisdictions, this organization provides ongoing training and resources on occupational health and safety.
(“Health and Safety Legislation| CCHRSC”, n.d.) With a variety of legal requirements, it`s easy to overlook the importance of staying informed and regularly adjusting workplace policies. The main objectives of human resource management policies are to create a workplace where minimum legal requirements are met, where the most appropriate practices are implemented and properly documented, where policies assist management in making decisions and where responses are consistent, and, finally, where legal policies ensure that employees and the organization are protected from the pressures of opportunity. (HR Management Standards, 2009) HR must also protect the confidentiality of data in relation to business strategies and data. Data protection can be particularly challenging during workplace investigations and disciplinary measures. The right balance must be struck between transparency and confidentiality. Ensure privacy in your organization by aligning your policies with local law. Personnel law affects all aspects of personnel management. HR professionals need to stay informed about changes to the law. It is the duty of the human resources department to proactively review and update internal policies to ensure compliance in the workplace. N.A. (2021).
Politics. Excerpt from the Australian Human Rights Commission website: Organisations humanrights.gov.au/quick-guide/12076 respect labour and human resources laws, which are very important to demonstrate fundamental moral and ethical values and also from a legal point of view. Diversity is a trait that benefits companies from receiving negative publicity or getting involved in litigation. A diverse workforce helps employees perform better because there is more emphasis on performance and performance. Labor laws and regulations exist in all countries, as the employer decides on the structure of his company, the employment relationship and other principles, procedures related to staffing and employment to achieve the business strategy. The nature of the measures required by employers depends on the legal framework interpreted by case law. Legislation and case law are important in determining the needs of the employer or organization. HRM guidelines are formally written documents that are easily accessible to management, employees and key stakeholders, and these official documents must be approved by the appropriate authority prior to final documentation. (HR Management Standards, 2009) Another important legal issue in human resources is the prevention of harassment. Companies must develop anti-harassment policies aimed at creating and maintaining a work environment where people are treated with dignity, decency and respect.
These policies must be easily accessible to all new and existing employees. In addition, training should also be provided to all managers to ensure that they are able to identify potential instances of harassment and behaviour, fair, impartial and thorough investigations in the event of an employee complaint. Keeping up with evolving HR laws can be challenging for HR managers. Each new year brings a new stream of federal, state, and local updates. N.A. (2021). Human rights and employment obligations. From the British Columbia Human Rights Tribunal website: www.bchrt.bc.ca/human-rights-duties/employment/index.htm For reference, the following link is an example of what a human rights policy can look like. In addition to federal laws that affect HRM, each state in the United States also has its own personnel laws that must be followed. Although these vary according to geographical location, there are a number of common rights protected by workers.
These include non-discrimination and equal employment opportunities, freedom to join and form trade unions, minimum standards of working and employment conditions, and the right to privacy. When developing policies, HR and the company must comply with federal and/or state workplace laws. This means that human resources management is responsible for being aware of relevant workplace legislation and regulations (HR Management Standards, 2009). Human resources are required to ensure that human rights are not violated and that employment obligations are properly respected (Human Rights and Employment Duties, 2021). Employers have a duty to avoid discrimination in employment and negative effects on applicants and workers (Human Rights and Duties in Employment, 2021). A negative effect occurs when a person is treated in the same way as other employees, but this has a negative impact on them (Human Rights and Duties with Respect to Employment, 2021). Launched in 2010, the initiative, known as Plan/Prevent/Protect, is aimed at U.S. employers. It requires companies to create compliance action plans to address human resource law issues that fall under the jurisdiction of the Occupational Safety and Health Administration (OSHA), the Mining Safety and Health Administration (MSHA), the Office of Federal Contract Compliance Programs (OFCCP), and the Wages and Hours Division (WHD).