Legal, Safety, and Regulatory Requirements of Human Resources

1242 Words Aug 9th, 2011 5 Pages
Legal, Safety, and Regulatory Requirements

Gary Allford


8 August 2011

Lee Hoffman

Legal, Safety, and Regulatory Requirements

According to the Bureau of Labor, statistics indicate that more than 4.1 million people were hurt or injured on-the-job in 2006 and 5,488 were killed in 2007 (Gomez-Mejia, Balkin, & Cardy, 2010, p. 511). Laws and regulatory requirements are currently in place to standardize and promote workplace safety. Organizations with extensive safety programs have reduced number of accidents, decreased workers’ compensation claims and lawsuits and lesser accident-related expenditures (Gomez-Mejia, et al, 2010, p. 511). This paper discusses the effects of legal, safety and regulatory requirements in
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This author agrees with the statement that Common sense and compassion in the workplace has been replaced by litigation. Employers and employees alike are on edge to do what is ethical and right to comply with regulations to prevent costly litigation. One example at work is the time when my employer recently hired a Physical Therapy Assistant (PTA) with 20 years of experience, who relocated from New York. There was an agreement that she will be taking the PTA board examination and in the interim, she will be treating patients as a PTA license applicant. She failed the board examination and as a result was terminated from the company. Although she has been a PTA for 20 years, the company is afraid that she will end up to be a liability to the company because she is not board certified. Instead of giving the PTA a chance to review and study to retake the board examination the company decided to terminate her employment immediately.

Legal Issues in the Hiring Process

The HR department has a vital responsibility in seeking for job applicants who have the skills, knowledge, and abilities that companies are looking for to perform specific jobs to achieve the organization’s mission, vision, and values (Srinivasan & Kleiner, (2020). According to Srinivasan & Kleiner (2002), to prevent costly litigation HR has implemented policies and procedures to avoid accountability for

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