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    Human Resources Compliance: Regulations and Ethics

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    Please help me so that I can complete this:

    Prepare a paper in which you choose your own organization or one with which you are familiar.

    Identify at least five EEO regulations with which your organization must comply.

    Explain how your HR department manages compliance with these regulations

    Analyze challenges that HR faces in complying with regulations

    Identify your organization's key values towards employees.

    Organizations are often faced with situations that challenge their ethics. For example, an organization may value hiring the most qualified candidate while legal considerations may require hiring an acceptable candidate who minimally meets the qualifications.

    Evaluate the role ethics plays in your organization.

    Please I need your help.

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    https://brainmass.com/business/human-resources-management/human-resources-compliance-regulations-and-ethics-177857

    Solution Preview

    Hi,

    Interesting topic! The questions can act as a tentative outline for the body of your paper. You will also need an Introduction and a Conclusion. Let's look at each question, which you can then draw on for your final copy. It should be fairly easy to move to the next step of writing your paper. I also attached one resource.

    RESPONSE:

    1. Identify at least five EE0 regulations with which your organization must comply.

    Let's go with Costco Warehouse.

    Costco began as one wholesale store in Seattle 20 years ago. It now has 386 warehouses across the globe and has merged with the competitor it sought to emulate in 1982. The company, known for its variety of inexpensive products from 30-roll packages of toilet paper to tires to computers to fresh salmon, does not advertise, does not give out shopping bags to customers, limits the credit cards it accepts and does not have fancy stores. "Our mission statement is to obey the law, take care of customers, take care of employees and respect suppliers," the CEO, Jim Sinegal, reports. http://www.nd.edu/~observer/04292002/News/3.html

    Your organization will need to comply with the following EEO regulations:

    (1) Equal Employment Opportunity (EEO) Laws - The regulations governing the processing of Federal sector discrimination complaints are contained in Title 29 C.F.R., Part 1614. These regulations also define the role of the counselors, managers, supervisors, and witnesses.

    (2) Age Discrimination in Employment Act (ADEA) of 1967, as amended - The ADEA prohibits discrimination in employment on the basis of age (40 years or older). Unlike Title VII and the Rehabilitation Act, the ADEA allows persons claiming age discrimination to go directly to court without going through an agency's administrative complaint procedures. If, however, a complainant chooses to file an administrative complaint, (s)he must exhaust administrative remedies before proceeding to court. As with Title VII complaints, a complainant exhausts administrative remedies 180 days after filing a formal complaint or 180 days after filing an appeal with the Equal Employment Opportunity Commission (EEOC) if the EEOC has not issued a decision. Read the Age Discrimination in Employment Act (ADEA) of 1967, as amended and Facts About Age Discrimination.

    (3) Americans with Disabilities Act (ADA) and Rehabilitation Act of 1973 - These laws prohibit discrimination against qualified people with disabilities who are able to perform the essential functions of the job. The law also requires employers to provide reasonable accommodations to assist individuals in performing their jobs unless the agency can demonstrate that the accommodations would impose an undue hardship on the operation of its program. Read the Americans with Disabilities Act (ADA) and Sections 501 and 505 of the Rehabilitation Act of 1973 and other ADA regulations and technical assistance materials.

    (4) Fair Labor Standards Act of 1958, as amended (Equal Pay Act of 1963 - [EPA]) - The Equal Pay Act prohibits sex-based wage discrimination. It prohibits Federal agencies from paying employees of one sex lower wages than those of the opposite sex for performing substantially equal work. Substantially equal work means that the jobs require equal skills, effort, and responsibility, and that the jobs are performed under similar working conditions. Read the Equal Pay Act of 1963.

    (5) Title VI of the Civil Rights Act of 1964 - Prohibition Against National Origin Discrimination Affecting Limited English Proficient Persons - Title VI of the Civil Rights Act of 1964, 42 U.S.C. 2000d, et seq. and its implementing regulations provide that no person shall be subjected to discrimination on the basis of race, color, or national origin under any program or activity that receives federal financial assistance. Language for LEP individuals can be a ...

    Solution Summary

    By example, this solution identifies at least five EEO regulations that an organization must comply and then looks at some of the challenges that the HR often faces in complying with these regulations. The organization's key values towards employees are identified and the the role of ethics is explored.

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