Human resource managers often face different legal issues that may interfere with their professionalism. However, some of the concerns or disputes may only strengthen their experiences within and outside an organization. In the process of interacting with the workforce as well as the stakeholders, human resource manager's encounters situation that put them in the dilemma condition, or other words, they usually meet scenario that complicates their work as well as their perception towards different activities. Every workplace or organization has distinct and defined policies that guide the workforce. The employee procedures and policies refer to the descriptions of how all or some employees, irrespective of their title or job description are expected to behave or conduct themselves in different situations in the work environment. Organizational procedures and policies are usually developed by human resources and distributed to workers in different formats. These policies, however, differ depending on the number of workers or the nature of the job assigned to each employee. In most cases, employees are expected to use the formulated policies as a guide, thereby referring to it most of the time to ensure that they behave, act, and conduct themselves in compliance with the demand of an organization. Even though many workers understand the general organizational mission upon recruitment or hiring, human resource policies often detailed and precisely spell out the direction that each employee should take. One of the legal issues facing human resource management is the Labor laws. According to the case study, "Legal Issues for Human Resource Professionals," by Krishna Reddy (2019), one of the major legal issues facing human resource is the laws of the organization.
While there are always very few chances of the legal implications when it comes to the laws of an organization, there is always the need to consider the effects of the laws on the workforce and the management. In most cases, some laws may displease workers; as a result, if the level of displeasure increases, there is always high likelihood that the organizational performance may reduce. From the above case study, the major issue of concern was the labor laws that impact many workers or employees. In most cases, the issues arising from the labor laws may interfere with Human Resource practices (Reddy, 2019). In other words, they often dictate whether employees or workers stick to their organization. Human resource executives must always be capable of assessing how labor laws affect or impact the workforce. In the case study, the author indicates the overall approaches that may be used to tackle the negative impacts of the legal issues faced by the organization.
The laws formulated within an administration often favor some people while impeding the rights as well as the work processes of other people in the organization. From the above case study, the author stipulates the impacts of the labor laws and how they impact human behaviors within a given work environment. In some cases, the case study stipulates that the labor laws may interfere with the worker's privacy. Employee privacy is an essential factor that should be incorporated into the organizational policy manual (Francis & Francis, 2014). In every organization, employee deserves the rights to privacy, a requirement that makes them become more flexible and have the freedom to perform different tasks assigned to them. Some of the employee's privacy rights include the employee's activities at work as well as personal information (Currie et al., 2017). Through the organizational policies, the human resource department will always dictate the above rights. The right to privacy is a directive that is stipulated in the constitution, institutions, companies, as well as different organizations, should, therefore, extend the right to their daily operational activities to comply with the constitutional requirement (Sonnentag, Unger & Nagel, 2013).
Towards the end of the case study, the author made the right decision to ensure that problems that come with labor laws are fully addressed. First, the overall alteration to the labor laws in all departments is required. In other words, there is a need for the overall application of the labor laws so that it may impact every person across all the departments (Ford & Ludlum, 2016). In most cases, altering the decisions or the organizational laws for the benefit of all may negatively influence the operation or beliefs of others; however, it may lead to the overall benefit to the institution at large. In most cases, human resource managers face conflicts when it comes to wages and the number of hours worked. In the United States constitution, Fair Labor Standard Act stipulates the overtime pay as well as the wages for both the public and private employment.
In the Bible, there is the stipulation of the work and wages. In the book of Deuteronomy 24: 14 to 15, the Bible states that "You shall not oppress a hired servant who is poor and needy, whether he is one of your countrymen or one of your aliens who is in your land in your towns. "You shall give him his wages on his day before the sun sets, for he is poor and sets his heart on it; so that he will not cry against you to the LORD and it became sin in you." The above verse may, therefore, leads to the solution that human resource managers often face as a result of labor laws.
Currie, D., Gormley, T., Roche, B., & Teague, P. (2017). The management of workplace conflict: Contrasting pathways in the HRM literature. International Journal of Management Reviews, 19(4), 492-509. Retrieved from http://onlinelibrary.wiley.com.ezproxy.liberty.edu/doi/10.1111/ijmr.12107/full
Ford, D. G., & Ludlum, M. (2016). Employee Privacy outside the Workplace. Southern Law Journal, 26(2), 321. Retrieved from https://search-proquest-com.ezproxy.liberty.edu/docview/1860277144?pq-origsite=summon&accountid=12085
Francis, J. G., & Francis, L. P. (2014). Privacy, confidentiality, and justice. Journal of Social Philosophy, 45(3), 408-431. Retrieved from http://onlinelibrary.wiley.com.ezproxy.liberty.edu/doi/10.1111/josp.12070/full
Reddy, K. (2019, November). Lagal Issues for Human Resource Professionals. Retrieved from Legal Issues that face Human Resource Professionals:Retrieved from: https://content.wisestep.com/legal-issues-faced-human-resources/
Sonnentag, S., Unger, D., & Nagel, I. J. (2013). Workplace conflict and employee well-being: The moderating role of detachment from work during off-job time. International Journal of Conflict Management, 24(2), 166-183. Retrieved from http://www.emeraldinsight.com.ezproxy.liberty.edu/doi/full/10.1108/10444061311316780
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