Safety and Regulatory Requirements Essay Example

fulfill this obligation, the HR department may implement measures like Workers' Compensation insurance. In case of an injury on duty, this would result in higher premium payments.

The OSHA act emphasizes the importance of prioritizing employee safety within organizations. This objective is accomplished through inspections, penalties for safety violations, and effective communication with employees.

Gomez-Mejia suggests that creating a safe working environment involves implementing safety programs and ensuring that managers and supervisors adhere to safety procedures while keeping employees well-informed. Training sessions and safety meetings play a critical role in achieving this goal.Furthermore, the HR department should encourage compliance with safety protocols by acknowledging and rewarding departments that have no employee injuries. It is crucial to recognize the importance of providing a safe work environment as any injury or illness during work can result in legal consequences due to negligence on the organization's part (Srinivasan, 2002). The responsibility lies with the HR manager to ensure that hired individuals possess the necessary qualifications, knowledge, and skills in order to minimize legal risks associated with improper recruitment processes. The role of the HR department is vital for ensuring employee safety and security in sensitive work environments. Care must be taken when recruiting unqualified individuals as this may lead to injuries or illnesses for which the employer could be held liable for damages, fines, workers' compensation claims, and OSHA lawsuits. Additionally, it is important to avoid hiring individuals with criminal backgrounds in order to prevent legal disputes. To comply with hiring regulations related to new employee recruitment, all policies and procedures are regulated by regulatory bodies such as the U.S. Department of Labor (DOL), U.S. Equal Employment Opportunity Commission (EEOC),

and Americans with Disabilities Act (ADA). While these bodies provide structure in the workplace, they have also replaced common sense and empathy with litigation.The main objective of the Equal Employment Opportunity Commission (EEOC) is to enforce federal laws that protect employees from discrimination based on heredity, disability, or age. The HR department plays a crucial role in ensuring compliance with the EEOC by enforcing laws and regulations regarding various forms of discrimination such as religious beliefs, race, age (especially for older workers), color, gender, disabilities, and genetic concerns (Dipboye and Colella, 2005). Managers need to understand that these discrimination laws apply to all aspects of work including promotions, training sessions, hiring processes, and employee education. Discrimination has a significant impact on employee satisfaction according to information provided by the EEOC itself. If an employee believes they have faced discriminatory treatment or feel discriminated against in any way, they can take legal action through the EEOC. The commission prioritizes prevention through employee training and education while providing laws and guidelines aimed at eliminating discrimination. The civil rights movement of the 1960s played a vital role in empowering the EEOC and driving substantial changes in workplace discrimination (Dipboye and Colella 2005; JAN). This serves as evidence that embracing our differences can lead to behavioral transformations over time.It is crucial to prevent employee discrimination in order to maintain high morale and reduce turnover. Organizations must establish policies and regulations that prioritize safety and regulatory compliance, as mandated by federal government and state laws. These laws aim to prevent work-related injuries/illnesses and promote employee safety. The Occupational Safety and Health Act (OSHA) and workers' compensation insurance play a vital

role in protecting employees by imposing regulations and penalties on organizations that fail to provide a safe work environment. Moreover, entities like ADA, EEOC, DOL, and DHS empower employees to assert their rights at work in terms of security, safety, and equality within their respective workplaces (JAN).