Designing A Legal Compliance Framework For A Home Health Agency Case Study

Designing a Legal Compliance Framework for a Home Health Agency

Introduction The legal aspects of Human Resources (HR) have significantly changed over the past several decades. The newfound rights of workers to form unions and bargaining units and to define basic parameters such as the length of a work-week and what constitutes minimum wage continues to evolve. The core of most recent legislation has been grounded in social responsibility. The government continues to push employers to become more socially responsible. American workers expect equal access to employment and equal pay for similar jobs regardless. They expect to work in a safe work environment without being discriminated against on the basis of age, gender, race, religion, national
Support active and positive approaches to working with employees: Organizational managers should be proactive and preemptive rather than reactive in addressing potential non-compliance problems. The standards should guide and provide managers with information and tools to establish processes and practices that encourage and support employees in their current and future work.
3. Contribute to a fair and equitable work environment: The standards should prescribe processes that are clear, known, and applied consistently so that expectations in performance and workforce relations essential to an effective workplace are established and promoted.
4. Integrate with standards that support organizational excellence in governance and accountability: HR management practices are part of the organization’s overall strategic business approach. As a result, HR management standards must be integrated with other standards such as good governance and ethical and financial accountability.
5. Act as a foundation for individual learning and organizational improvement: This principle and its standards support the organization in identifying areas for improvement as it relates to compliance and to optimize the link between employee performance and organizational
HR management policy framework and work specific legislation: The intent of HR management policies is to create a workplace where minimum legal requirements are met; best practices appropriate to the organization can be documented and implemented; management decisions and action are consistent, uniform and predictable; individuals and the organization are protected from the pressures of expediency; and the organization’s values are promoted. In developing HR policies, HR management must identify and take into account the relevant federal and state laws and regulations. Such policies should comply with employment, workplace health and safety, and other related legislation as applicable in the jurisdiction in which the organization operates. After HR management policies are formalized, they should be approved by the organization’s governing body, made available in a written and electronic format, and an appropriate employee education and training should be conducted in that regard. HR management policies are not static and should be reviewed on a regular basis and revised as needed to ensure compliance. Standards emanating from these policies should be enforced through well-publicized disciplinary guidelines. Depending on the expertise available to the organization, it may be appropriate to seek legal counsel assistance to ensure HR management policies comply with relevant legislation. A periodic audit should be undertaken to identify, assess, evaluate, analyze, and