Fundamentals of Human Resource Management - Paper Example

Relevant Laws

Organizations are required to abide by set rules and laws in their functions. Laws, especially those within the National Labor Relations Act and the Equal Employment Opportunities Act, bind the human resource management of companies (Noe, Hollenbeck, Gerhart & Wright, 2018). The National Labor Relations Board (NLRB) formulates laws provided by the National Labor Relations Act. On the other hand, the Equal Employment Opportunities Act is formulated and controlled by the Equal Employment Opportunities Commission (EEOC). Both laws protect rights of employees and employers.

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There are specific laws applicable in the alleged cases of worker harassment, discrimination, and dismissal by the human resource management of the company. Presence or absence of the union in the organization does not affect the need to comply with these laws (Noe, Hollenbeck, Gerhart & Wright, 2018). The first applicable law is Sec. 8. [ 158.] (a) of the National Labor Relations Act on unfair labor practices by an employer. This law stipulates numerous practices by employers that are classified as unfair. They are subject to litigation in courts when committed by a company. Some of the practices include inappropriate and unmerited dismissal, discrimination and harassment of a worker. Another applicable law is Sec. 717 of the Equal Employment Opportunities Act, which speaks against discrimination in organizations.

Remedies may include payment of attorney fees, damages compensation for the former employees or settlement of the issues raised through the friendly mediation process.

Union and Shop

One suggestible union is The National Education Association. The union shop is collective bargaining agency. This union started its operations in the year 1857 and has grown over time to become highly popular and effective in delivering quality service to its members. The union is concerned with an issue related to gender gaps, affordable healthcare, higher nursing education human resource civil rights, discrimination and harassment on employment.

Steps

NLRB will approach the issues raised by the employees in a procedural manner. There are a number of steps that will be observed in the course of dealing with the issues. Firstly, the employer will be notified about the issued filed against it by the former employees in a formal letter by NLRB officials tasked with handling the matter. Since the facts given by former employees point towards violation of important labor laws, further priority investigations will be launched by NLRB. If strong evidence of a violation is established, NLRB may take the company to court. Alternatively, the NLRB could decide to start a mediation program between the company and the former employees. They will be required to give their grievances to the human resource managers of the company. The management will then be expected to respond explaining whether it can settle the issue with the employees or not. However, if the process of investigation does not lead to the establishment of sufficient evidence regarding laws violation, then NLRB terminates the case.

Planned Hiring

In the planned hiring process, the company will have to comply with Title VII of the Civil Rights Act of 1964, which prohibits against practices such as discrimination and harassment of applicants based on gender, race, ethnicity or disability. The company will also have to adhere to the Equal Employment Opportunities Act of 1972 that further emphasizes the right to equal opportunity for all job applicants.

Actions

The HR Department should document the merit requirements for the job positions and advertise the vacancies publicly. The documented requirements like educational qualifications, job experience, and skills will offer a fair ground for all applications to be considered. Moreover, advertisements will ensure all interested people are given the opportunity to apply. The interview-process must also be objective-oriented.

References

Noe, R., Hollenbeck, J., Gerhart, B. & Wright, P. (2018). Fundamentals of Human Resource Management, 7th Edition. Kaplan.