Running head: EMPLOYMENT LAWS

Employment Laws
Terrell Carter
Jim Scholes
HRM/531
August 8, 2016

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Employment Laws and Consequences of Non-Compliance

Employment law are developed so that employees are treated fairly. Businesses must
follow these laws in order to stay in compliance. There are regulations and laws that cover
many different areas of Human Resources. These governing laws cover benefit enrolling,
evaluation execution, contracting, pay, security, work relations, and termination. One will see
this is the three different laws that are discussed below.
Anti-Discrimination Laws
Title VII
Title VII is the most significant anti-discrimination law is Title VII of the Civil Rights
Act of 1964. Title VII was at first influenced by the United States government wanting to end
the oppression of African Americans. This law was passed and marked into law in 1964which
thoroughly prohibited working environment against segregation.
Title VII forbids workplace discrimination on the premise of religion, shading, race,
sex and national cause. Businesses and/or organizations are not allowed to have separation in
any occupation choice or as to any term or state of livelihood. Title VII applies to all U.S.
relationships with fifteen or more workers, and also worker's organizations and open area
managers. Just a couple U.S. managers with more than fifteen employees are absolved from
Title VII (Allen, 2010).
Sexual Harassment
Sexual harassment at the work place has been an ongoing fight, affecting working
ladies, and also numerous men. Sexual harassment became exposed in the mid-1970s. The
developing regard for the subject stems from various famous cases/incidents in the 1990s.
These cases/incidents were: the Clarence Thomas hearings, the 1991 Tailhook Convention

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where a small number of ladies were severely irritated by maritime pilots, and the allegations
made by Arkansas state representative Paula Jones about then-senator Bill Clinton.
Sexual harassment is a type of sex separation and hence abuses Title VII of the Civil
Rights Act. The bulk of the sexual harassment complaints/incidents include cases of
unwanted physical contact, hostile dialect, sexual suggestions, and socialization or date
demands (Williford, 2013).
Compensation Laws
Fair Labor Standards Act
This essential pay law, the Fair Labor Standards Act (FLSA), was passed in 1938.
This law governs how U.S. specialists are paid. These professionals are called "nonexcluded" laborers. These laborers are those that, by ideas of the kind of occupations they
hold, must be paid as per the FLSA. Excluded specialists, who are not secured by the law, are
essentially official, administrative, proficient, and generously compensated specialized
laborers.
One critical procurement of the law is the government the lowest pay permitted by
law acquisition. Non-absolved specialists must be paid an essential the lowest pay authorized
by law, which has intermittently been raised to more elevated amounts. Non-absolved
specialists should likewise be paid extra minutes for quite a long time worked in the
abundance of a standard weeks worth of work, which in many commercial ventures is 40
hours for each week.
Equal Pay Act
The Equal Pay Act was passed in 1963 as a correction to the FLSA. The Equal Pay
Act requires businesses to pay men and women the same who do "significantly" the same

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occupation. Business/organizations are permitted to pay men and women different amounts
if the distinction is legitimate, amount of generation, nature of creation, or some other
component other than sexual orientation. Accordingly this law does not imply that men and
ladies doing likewise work can't be paid in an unexpected way, just that the distinction must
not be founded on the sex of the laborer.
Labor Relations Laws
The Wagner Act
The Wagner Act, also called the National Labor Relations Act, gives the essential
structure inside which guild and administration communicate in the United States. The law
was passed in 1935. It promises specialists' fundamental right to arrange. It made the
National Labor Relations Board to direct union/administration relations. It accommodated a
procedure for unionization endeavors in U.S. organizations. It disallowed five noteworthy
"out of line work improves" on U.S. bosses.
The Taft-Hartley Act
In 1947, the U.S. Congress sanctioned the Taft-Hartley Act by superseding President
Harry Truman's veto. While the Wagner Act is "ace work" in its impact, the Taft-Hartley Act
is most unequivocally "professional business" in its procurements.
The Taft-Hartley Act banned the union security game plan known as the shut shop. In
a shut shop, people must have a place with the proper union before an organization can
employ them. This course of action is presently banned in everything except a modest bunch
of circumstances (Marshall).
Policies, Practices or Culture to Ensure Compliance

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The formation of these controls ought to be a set of accepted protocols. The rules
should contain a general depiction of the project and address in a commonsense way the
consistency hazards that are relevant to the association. It ought to recognize unmistakably
the individuals who are in charge, the administering power and give general direction of the
business conduct expected of all workers.
An association needs to have particular strategies and methodology to give instruction
on the method the organization needs workers to take after or stay away from, in its business.
These more point by point arrangements and systems ought to address lawful and
administrative dangers applicable to the association's business. These can be approaches that
location ranges, for example, irreconcilable situations, political commitments, operator and
seller due constancy, inward accounting improves, against debasement desires, record
maintenance, government subsidized undertakings, trade controls, and customs issues.
Contingent upon the business, there are a few direction manuals, for example, those
recognized above, that endeavor to clarify the sorts of ranges that ought to be tended to
(Williford, 2013).
It is further expected that corporate authority endeavors to cultivate a society that
advances consistency with the law. This "culture of unity" can be accomplished through
openly compensating agreeable conduct and clarifying that the reporting of rebellious
behavior advantages the association and won't be met with striking back (Schilder, 2005).

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References
Allen, J. (2010). Poor workplace HR compliance produces serious consequences. Business
Journal.
Marshall, A. (n.d.). Explaining non-compliance with labour legislation in Latin America: A
cross-country analysis. International Institute for Labour Studies .
Mayhew, R. (n.d.). What Are the Consequences of Discrimination on the Job? Demand
Media.
Schilder, D. A. (2005). Compliance and the compliance function in bamks.

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Williford, K. (2013). Establishing an Effective Compliance Program: An Overview to
Protecting Your Organization.