Employment Law Hrm Strategy
Running head: EMPLOYMENT LAWAND HRM STRATEGY
Employment Law and HRM Strategy
Strayer University HRM/530
Employment Law and HRM Strategy
Employment law is critical to an organization allowing it to fulfill needs and business ventures applicable to state and federal laws.
In this paper we will be discussing the laws that allow and disallow seasonal employees from another country to be able to work in the state of Georgia. In the paragraphs below I will explain to you the reader the scenario listed above, I will set a plan in accordance to the HRM situation, justify my approach to HR management, state the competitive advantage, and describe the situation that may occur from not properly following the appropriate laws. Everyone has the right to work, and there are many opportunities in this country. In order to enjoy these liberties workers need to be documented in order to be legally able to work without consequence to them, and the company that they are occupying a position.
Employment law consists in the body of laws and rules regulating civil rights and non-union related conduct in the workplace (Stewart, 2012). Civil rights include a workplace free from discrimination and harassment for people who fit into one of the legally protected class (Stewart, 2012). Conduct law refers to equal and fair pay immigrant and employment at will laws (Stewart, 2012). These laws are the laws that are pertaining to the laws that are corresponding with the situation of seasonal employees from another country.
The Migrant and Seasonal Agricultural Worker Protection Act (MSPA) provides employment-related protections to migrant and seasonal agricultural workers and is administered and enforced by the Wage and Hour Division of the U.S. Department of Labor (DOL,2012).
Within the confines of the law I came up with a plan for seasonal workers, first these are the parameters that we must follow. Every non-exempt farm labor contractor, agricultural employer, and
Employment Law and HRM Strategy
Strayer University HRM/530
Employment Law and HRM Strategy
Employment law is critical to an organization allowing it to fulfill needs and business ventures applicable to state and federal laws.
In this paper we will be discussing the laws that allow and disallow seasonal employees from another country to be able to work in the state of Georgia. In the paragraphs below I will explain to you the reader the scenario listed above, I will set a plan in accordance to the HRM situation, justify my approach to HR management, state the competitive advantage, and describe the situation that may occur from not properly following the appropriate laws. Everyone has the right to work, and there are many opportunities in this country. In order to enjoy these liberties workers need to be documented in order to be legally able to work without consequence to them, and the company that they are occupying a position.
Employment law consists in the body of laws and rules regulating civil rights and non-union related conduct in the workplace (Stewart, 2012). Civil rights include a workplace free from discrimination and harassment for people who fit into one of the legally protected class (Stewart, 2012). Conduct law refers to equal and fair pay immigrant and employment at will laws (Stewart, 2012). These laws are the laws that are pertaining to the laws that are corresponding with the situation of seasonal employees from another country.
The Migrant and Seasonal Agricultural Worker Protection Act (MSPA) provides employment-related protections to migrant and seasonal agricultural workers and is administered and enforced by the Wage and Hour Division of the U.S. Department of Labor (DOL,2012).
Within the confines of the law I came up with a plan for seasonal workers, first these are the parameters that we must follow. Every non-exempt farm labor contractor, agricultural employer, and
References: Barney, J. (1991). Firm resources and Sustained competitive advantage. Journal of management, 17, 99-120 United States Department of Labor. (2012). Wage and Hourly statistics. Retrieved from http:/www.Dol.gov Stewart. (2012). Human Resource Management. 2nd edition Ch. 4-7. Strayer University [Figures – note that this page does not have the manuscript header and page number]