U.S. Labor Law: Legal, Safety, and Regulatory Requirements in HR

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Introduction
The premise of the US human resources' practice for the legal, safety and regulatory requirements and laws was that of protecting those with disabilities. The laws prohibit employers from abusing their power and taking advantage of those with disabilities, by not hiring them, by firing or laying them off, or preventing them from advancing in the workplace, and be fairly compensated without justification. This paper examines the United States human resource practices and the effect of legal safety as well as regulatory requirements, especially as they relate to those with disabilities. Additionally, The American Disabilities Act of 1990 will be discussed as it relates to those with disabilities, and organizational human resource practice dynamics. Finally, the paper offers a stance that agrees with the statement" Common sense and compassion in the workplace has been replaced by litigation."

Discussion
In the United States of America, human resource (HR) departments and dynamics are greatly influenced and structured by state and federal acts, rules, laws and regulations relating to employment issues. To this end, it is critical that human resource departments act in ways that will stand to protect employees, benefit their organizations, and reflect and aligns with organizational mission statement and values. Human resources must adhere to strict guidelines and abide by the laws and regulations as stipulated by the American Disabilities Act(ADA) of 1990, the department of homeland security, the US labor department and human resource departments regulations and requirements laws, as well as US equal employment opportunity commission laws, OSHA, ERISA, among others.

The Americans with Disabilities Act of 1990
The Americans with Disabilities Act (ADA) was passed in 1990. The act stipulated intolerance for discrimination or prejudice towards anyone as a result of their disabilities by employers, employment agencies, unions, the state and anyone during the job application and hiring processes. "The ADA does not specifically name all of the impairments that are covered, but common examples of disabilities include confinement to a wheelchair, reliance on assistive devices such as canes and walkers, blindness, deafness, a learning disability, and certain kinds of mental ...