Employment Law and Labor Relations Issues Essay

rival hazard is a descriptive term for an attempt intended to give equal introduction to an environment or benefits, such as education, employment, health cargon, or well-disposed eudaemonia to all, often with emphasis on members of miscellaneous companionable groups which susceptibility tarry at some era suffered from discrimination. This cease demand the hiring of workers and new(prenominal) such practices. complaisant groupings slackly emphasized in such a way argon those delineated by aspects of gender, race, or religion. In my workplace the Equal Employment Opportunity Policy is stick on on al close e precise fence in the building. at that place be several(prenominal) subjects that need to be turn to in my workplace. I work for a non-for-profit dominance contracted with the Florida Department of Children and Families. We are an berth that tries to help families reunite once they have entered into the Family Law system. My job as a social worker is to prom ote social justice and social change with and on behalf of clients.Clients is implementd inclusively to refer to individuals, families, groups, organizations, and communities. Social workers are sensitive to cultural and ethnic kind and strive to end discrimination, oppression, poverty, and other tiers of social injustice. These activities may be in the form of direct practice, community organizing, supervision, consultation, administration, advocacy, social and semipolitical action, policy development and implementation, education, and research and evaluation. Social workers seek to enhance the capacity of lot to address their own needs. Social workers in any case seek to promote the responsiveness of organizations, communities, and other social institutions to individuals needs and social problems. The principal(prenominal) issue that needs to be addressed within my company is some issues pertaining to the eventidehandedly Labor Standards Act, holi daytime sacrifice, an d having an merciful Resources phonation at our local site.I recollect that my organization needs to take the cadence to explain to its employees what their rights are and what the laws of the state require. The Human Resource department for our agency is post out of Bethesda, Maryland. So every issue and or concern has to go through them. Because of the distance, it is very hard and fourth dimension devour for local employees at this agency to lay things done in a apropos manner, so a lot of things that should be addressed at employee orientation are non addressed until maybe the trine month of employment when the HR executive decides to take a trip toFlorida. thither are a lot of examinations that we as employees have about holiday represent practices and what are the lawful urgencys.For example, I did non know that an employer is obligated to provide logical fitting for the religious practices of its employees, unless it can provide that the accommodation would result in undue hardship for its business. Many employers outer a drifting holiday in asset to the regularly scheduled holidays. This allows an employee to take time off for religious observances that are not covered by the employers constituted holiday schedule. Courts addressing the issue of religious accommodation generally agree that unpaid time off can be a reasonable accommodation, as can allowing an employee to use a vacation day to pick up a religious holiday. Generally, employers require that floating holidays be taken in the ilk year they are granted and do not allow these days to be carried over into the next year. Employees usually are required to give adequate betterment notice of their intention to take a floating holiday. I in addition did not know that an employer does not have to soften hourly employees for time off on a holiday. An employer is only required to pay hourly employees for time actually worked.On the other hand, exempt employees (salaried em ployees who do not receive overtime), who are given the day off, must(prenominal) be paid their expert weekly salary if they work any hours during the week in which the holiday falls. This requirement for exempt employees did not change low the new federal overtime regulations. both(prenominal) of these statements can be very stabilising when our employees what to take some time off or just to check to throw sure they are treated fairly. There are a handful of ram laws that do generally protect U.S. workers. Its probably fair to say that most employers adhere to these basic laws, because theyd be foolish not to if they want to go along out of court. nevertheless, thats typically at the HR and legal-department levels, where the employees are properly teach in such matters. Companies are as well made up of other employees, who might never have heard of bear on laws or fully understand their significance. Thats one way problems return, especially if HR and legal departments dont devil to properly train those in control, like jerky bosses. Another way problems occur is that, for obvious legal reasons, HR and legal departments are unlikely to openly hold that employee complaints and accusations have merit, and the company is liable. Worse, they might even protect the perpetrators more than the victims.In conclusion, it is very important that companies keep their policies up-to-date and happen them. Written policies tell your employees how they can expect to be treated and give you guidelines for applying the policies consistently. However, the policies must comply with legal requirements and you must embody them, or they may be utilise against you as evidence of violations of the law. Having these problems addressed in my organization could help it many ways, starting signal with plungeing a good relationship in the midst of upper management and current employees and also establishing a steady line of communication. But this issue cannot be addressed until a local Human Resources department is establish at every local constituent so if employees do have question about employment law or current labor relation issues they can be addressed right thence and there.