If there is one thing that the federal government is concerned with is the protection of employee rights. The government does this by formulating policies and legislations that definitely affect the function of human resource policies. One legislation that affects how HR functions are the Fair Labors Standards Act of 1938. The FSLA represents an intricate web of laws and policies that regulate worker wages and working hours. The act stipulates that workers should be paid a wage that does not go below a certain level and be equally paid for any overtime.
The FSLA also prohibits child labor and sets out how the rate of payment should be calculated. Human resources should be aware of this law in order to avoid falling into a situation that might contravene the laws. This might happen in a situation where human resource sets up salaries that are below that stipulated by the FLSA. This might happen in a situation where HR might decide to underpay employees in order to maximize the profits of the company. Another legislation that HR personnel should take note of is the Occupational Safety and Health Act. This act passed in 1970 is intended to set the basic safety and health measures in the workplace. Unlike other regulations put in place, this law covers nearly all employees.
Under this act, employers must have a workplace that is free from any danger. Under this legislation, employers are also required to compile data regarding injuries from the workplace. The law gives the employee’s power to sue an employer whom they feel has failed to honor the Occupational Safety and Health Law. Under the law, the employer is shielded from reprisals that may come because of reporting on the employer for non-compliance with the law.
The last major legislation that HR personnel should be aware of is the Title VII of the Civil Rights Act of 1964. This legislation prohibits discrimination of staff based on race, gender, nationality, or on the basis of color. The law also makes it illegal for employers to terminate the contract of a pregnant woman. This act also protects employees from sexual harassment. Though these legislations might not be effectively implemented, it is important that HR personnel take note of them to avoid situations that might result in lawsuits to the company.