Está en la página 1de 5

Running head: employment laws 1

Employment Laws

Marleny Rosa


Professor Ephraim

Author Note

Marleny Rosa, Graduates Program, Kings Graduate – Monroe College, concerning this sample

paper should be addressed to Marleny Rosa, Kings Graduate Program, Monroe College, 2501

Jerome Avenue 10468, Bronx, New York. E-mail:

Pregnancy Act of 1973. Age Discrimination in Employment of 1967. For example: . to ensure compliance with laws can be time consuming and costly”. express written contracts between an employee and employer that are not part of the collective-bargaining agreement. p. (Mello. 286) Employment laws are known to keep the structure within the company/organization. Civil Rights Act of 1991. etc. judicially determined “public policy exceptions” to employment-at-will and federal and state statues that expressly prohibit the discrimination against individuals who are member of certain “protected classes” (Mello. without reasoning or giving any notice what so ever. 2015. p. Apart from educating both parties. Genetic Information Nondiscrimination Act of 2008.employment law was stressed enough. Civil Rights Act of 1964. Employment laws are also created for the employer to protect the company/industry. employment-at-will. Americans with Disabilities. Laws are put together to create standards. Family and Medical Leave Act of 1992. 286) While. term of implied contracts between an employer and employees. The establishment and maintenance of internal mechanism. However. 2015. Rehabilitation Act of 1973. Laws such as. it will educate your employees as it would educate the employer. limitations and to provide and help the employees feel safe within the work place. it would protect the employer most importantly. Equal Pay Act. ‘Employment-at-will’ is a US labor law where the employer can terminate the employee. there are exceptions such as “Conditions specified in a collective bargaining – a union contract.. reading the article “8 Things to Consider When Updating Employee Handbooks for 2017” the at-will. all of these laws protect both the employer and the employee from any false allegations. such as training and reporting systems.employment laws 2 Employment Laws “Employment laws have a significate impact on organization’s cost and structure. Where it is mentioned to have a policy for this the labor law.

Employers believe that hiring someone who is over forty might cost more than a younger person. are both laws which gives rights to the employees to say something when feeling discriminated against all times but of course with reasoning. (Nagele- Piazza. The article focuses on the handbook and what should be included for the company/organizations sake. Equal Pay Right Act of 1963 gives an ability to the employee to seek legal advice whenever they feel that they are being underpaid compared to someone else. it can even be considered discriminatory. 2017) This wrongful termination can lead legal actions. Also touches on how . Federal Anti-Discriminations Laws. In conclusion. irrelevant. (Nagele Piazza. Unfortunately this happens and we should not allow this to happen. “Terminating an employee without cause is not the wrongful aspect what is wrong is that the employee was never notified or educated on this policy”. Background check is another topic that is briefly touched upon in the article. This happens and is not unusual . Ban-the- box laws prohibit asking any criminal background questions in the original application. Age Discrimination Act of 1967 protects anyone who feels discriminated because of their age.An employer will not hire you because they might feel you are not fit for the job because of your age. 2017). Ban-the-box will protect the potential candidate from getting discriminated because of his/her race. Costing more in the sense that someone who is over forty is seeking insurance benefits because they are just older. such as the Civil Rights of 1866 and Civil Rights of 1871. This is why handbooks at any work place should always be up to date and make sure an acknowledgment is signed by the employee with full understanding of the policies. both the article and the chapter go hand in hand.employment laws 3 Terminating an employee without their knowledge of the “At-will employment law” can hurt the employee as much as the employer. etc.

. The chapter focuses a lot on how the laws work and what they include to protect both the employee and the employer.employment laws 4 it would be beneficial for the company to prevent any cases against the company/organization. Also tells about how to handle each situation and what the risk might be and how they are going to effect the employee and employer if an issue occurrs.

J. Retrieved from Society For Human Resources Management: compliance/state-and-local-updates/pages/do-ban-the-box-laws-work. (Fourth. 8 Things to Consider When Updating Employee Handbooks for 2017.aspx Nagele-Piazza.aspx . (2017. Nagele Piazza. January 12). L. Ed. (2015). Strategic Human Resource law/pages/employee-handbook-updates-2017.employment laws 5 References Mello. February 15). L.shrm. A. Do Ban-the-Box Laws Work? Retrieved from Society for Human Resource Management: https://www.shrm.) Australia: Cengage Learning. (2017.