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Employment at Will

Genetic Information Nondiscrimination Act

Fair Credit Reporting Act

Immigration Reform and Control Act

Uniformed Services Employment and Reemployment Rights Act

Review the laws in this Case assignment and identify one or two HRM compliance issues for each of them.

Which of the major HRM functions, namely Recruitment, Selection, Training and Development, Appraisal, Compensation, and Personnel Planning, might be affected by each?

How are they affected?

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Employment at will is a doctrine that presumes that employment is voluntary and indefinite for the employee and the employer. An employee may quit the job at anytime and for any reason. Likewise, the employer may generally fire or layoff employees at anytime and for any or no reason. Employment at will varies from state to state. In some cases, there are some states that offer more protection for an employee than others. In this case, the state has created exceptions to employment at will (The information was obtained at http://definitions.uslegal.com/a/at-will-employee/). Employment at will can impact recruitment. There will be potential employees that may not want to relocate to an employment at will if they have concerns.

The Genetic Information Nondiscrimination Act was signed into law in May 2008. The act will protect Americans against discrimination based on their genetic information as related to health insurance and employment. The goal of the Genetic Information Nondiscrimination Act was to allow citizens to take complete advantage of personalized medicine without the fear of discrimination (The information was obtained at http://www.genome.gov/24519851). Genetic information is defined as information about genes, gene products or inherited characteristics that occur from the individual or a family member. The ...

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