Question

Key elements of employment legislation and the impact it has on hrm decision-making

Answer 1

The key elements of employment legislation are listed as follows---

1. Equal employment opportunity for everyone seeking job

2. Affirmative actions favouring everyone

3. Sexual harassment prevention for better work environment

4. Working time regulations i.e. fixing working hours

5. Wages and remuneration paid for work and service

6. Good Working conditions for workers

7. Trade unions and other industrial relationships

8. Social security, welfare , safety and health care of all workers

Their impact is quite good on decision making.

They ensure the rights of all employees whether the men or women.

Answer 2

Laws, legislation, & other regulations such as "The Employment Rights Act", "Equal Pay Act", "Sex Discrimination Act", "The National Minimum Wage Act", & "The Disability Discrimination Act", among others must be conformed to by any business in times of decision making particularly in "decision-making" of HRM as it may "totally" change any plan/decision set by the HR department.

Explanation:

Several elements relevant to employment are considered in employment legislation which include -

1. Equal work opportunities for those finding job
2. Affirmative acts favouring others
3. Prevention of sexual assault within the workplace & fair working conditions
4. Regulations on working hours , i.e. working time,
5. Labor & business benefits & bonuses charged
6. Healthy quality of employment for staff
7. Employ unions & other labour affairs
8. Social protection, health insurance and healthcare for all staff
9. Certain professions or classes, etc. have special requirements.

The following key factors ensure that mutual arrangements between employees and the employee conform to regulations. In the case of HR management taking decisions on jobs and the whole business, the far-reaching effect of workplace laws is discussed:

• The first effect includes actions on the nature of the workplace and safety assessments of employees, where HR workers can meet the minimum criteria or they would be penalised by regulation.
• Again, as the main purpose of the law is to protect employees from discrimination and injustice, HR administrators need to create clear HR strategies and procedures for organisational management.
• Legislation also controls wage policies and alternative wages and benefit plans in conjunction with scheduling and planning of time to ensure equity and justice are adequately reflected by the vote of the HR. In addition, law on employment has an effect on workplace social security policies and special laws based on circumstances and the essence of the job.

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