Fairlabor Standards Policy
Employeeswithin an organization shall work for a maximum of 40 hours inaccordance with the minimum wage provision act, above that they shallreceive a bonus depending on the period worked overtime(United State Department of Labor).It shall apply to those responsibilities and duties that have notbeen exempted from minimum wage provision and overtime act.
Thepolicy might be violated if an employer or a representative (of theemployer) commits improper deductions from an exempt employee’spay also if a staff member is unfairly compensated for his/her work.A worker might seek redress from the current human resource manageror higher authority and if the issue has not been solved, he/she canrequest the assistance of labor union and workforce policyrepresentative or seek legal redress.
Itis important that an organization treats its employees with fairnessand equality(Daly, 2012).All employees of this organization shall be regarded as equal, andmerit shall be based on qualification differences. Employees who arein the same job category and have similar qualification regardingeducation, skills, and experience shall be remunerated equallyirrespective of their sex as long as they work under same conditions(U.S. Equal Employment Opportunity Commission).
Thepolicy might be violated if an employer or a representative of thesame, pays different remuneration to employees grounded on genderdifferences except when the compensation system is made according tomerit, seniority or the rate of production based on quality andquantity. When this policy has been violated, the person responsibleshall attract some various consequences, but not limited todischarge, fine and legal actions. The victim shall be compensatedhis/her payment as if she/he had worked overtime. When theorganization does not duly indemnify, the victim can seek legalredress or the assistance of labor union.
FamilyMedical Leave Policy
“Employeeswho are covered by employers are entitled to have job-protectedunpaid leave for specified medical and family reasons,”(United State Department of Labor).Eligible employees will have twelve weeks leave in a year if theyhave these issues “haveborne, adopted or placed a child for foster care, and a family memberor employee has a serious health problem,”(UnitedState Department of Labor).Also, there shall be twenty-six weeks military caregiver leave.Having a leave is important to help employees cope with theirsituations at personal level without being overwhelmed, this in longrun increases productivity(Butts, Casper & Yang, 2013).
Thepolicy might be violated if an employee who has one or more of theabove issues has been denied a leave or it has been shortened withoutreasonable cause. The employee who has been subjected to thattreatment can seek redress from human resource department, and if theissue has not been solved a high office might be involved. Also, theworker is at liberty to engage a labor union representative.Violation might attract fines and compensation of the affectedemployee. The member should not also extend the leave time as thiswill attract various consequences.
OccupationalSafety and Health Policy
Theorganization shall ensure a minimum set of safety standards accordingto the OSHA ACT. It is upon the supervisors to implement and ensurethat employees work under a safe environment through the provision ofworking gears and a conducive environment(Occupational Safety and Health Administration).Employees should carry out their duties with caution and reasonablecare to avoid causing harm to themselves, others and third parties.The organization shall compensate employees for an injury thathappens during an employee’s duty, but it shall refrain if the actwas as a result of negligence and could have been avoided. Anemployee should not act in a way that endangers others.
Thepolicy shall be violated if an employee in any way acts negligentlyand risks his/her life or the lives of his/her fellows. Moreover, itcan be violated if a worker who is eligible for compensation fails toreceive the same. An employee who in any way risks the life of afellow employee shall be reprimanded, fined, discharged or face legalrepercussions among other disciplinary actions. The same applies toany supervisor or manager who does not compensate his or heremployees.
Theorganization does not in any way encourage any harassment thismight be, but not limited to slurs, threats or physical assaults,ridicule or mockery, offensive objects or pictures, unethical sexualrelationships, epithets, or name calling and interference with workperformance. Any member that feels that his/her space has beenintruded has the right to communicate the issue in any relevantoffice that he/she is comfortable with. Romantic relationships shouldbe avoided at all cost in the organization. Therefore, no one shouldbe subjected to unfair treatment based on his creed, religion,gender, age, disability, race, or origin(U.S. Equal Employment Opportunity Commission).
Anyemployee or supervisor that shall contradict the above clauses shallface the following consequences, but not limited to termination,fines, demotions, and legal action. The aggrieved party can opt tosue, seek the assistance of higher authority or involve a labor unionrepresentative. Also, for the purpose of ensuring that workers arecomfortable, there will be impromptu reshuffling of supervisors andemployees.
Itis a requirementthateveryorganization employs from all wakes of life. In this regard, peoplewith disabilities shall be given equal opportunities to be employedand assigned duties that they can perform at ease(United State Department of Labor).Thus, it is the responsibility of the human resource department toprovide venues for physically challenged people to apply for jobs.The recruitment office should not have a process that disadvantagesthis group.
Thepolicy can be violated by, but not limited to trying to make therecruitment process difficult, denying them a chance to apply for ajob in an organization and employing and giving them challenging jobsthat they cannot perform to force them to quit. The aggrieved partiescan sue the organization seek the assistance of human resourcedepartment or labor union support.
Noone shall be discriminated because of their age as long as they canbe referred as adults in accordance with our Constitution (UnitedState Department of Labor).All members of the company are equal and no one in the capacity of asupervisor or employee shall favor or disfavor another person basedon age differences. Furthermore, no underage employees shall beallowed to work in the organization. Parties violating this policyshall be terminated and sued.
Thus,any action that disfavors an employee because of his /her age shallbe regarded as a violation. This includes actions like firing,reducing wages, demotion, failing to promote, and printing anypublication that shows a preference for any particular age.
Useof Social Media
Technologyhas made it easy for people to be connected to their families’members and friends while still at their work(Carlton & Perloff, 2015).Thus, we have decided to have a policy that governs our employees onhow to use and access personal information while doing their dailychores. Members are allowed to use the organization’s facilitiesduring breaks, lunch times and when they do not have pressing issues.However, the later shall be limited and allowed when employees havefinished their daily duties. It is the responsibility of supervisorsto govern how their employees use the social media. For anorganization to be successful in making policies, they have toreflect the law and important ethical issues(Gerston, 2014).
Butts,M. M., Casper, W. J., & Yang, T. S. (2013). How important arework–family support policies? A meta-analytic investigation oftheir effects on employee outcomes. Journalof Applied Psychology,98(1),1. Retrieved from http://dx.doi.org/10.1037/a0030389
Carlton,D. W., & Perloff, J. M. (2015). Modernindustrial organization.Pearson Higher.
Daly, J. L.(2012). Humanresource management in the public sector policies and practices.New York, NY: M.E Sharpe Inc.
Gerston,L. N. (2014). Publicpolicy making: Process and principles(3rd ed.). New York, NY: Routledge.
OccupationalSafety and Health Administration. (n.d.). OSHAContent Document.Retrieved fromhttps://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=OSHACT&p_id=2743
U.S.Equal Employment Opportunity Commission. (n.d.). Harassment.Retrieved from https://www.eeoc.gov/laws/types/harassment.cfm
U.S.Equal Employment Opportunity Commission. (n.d.). The Equal Pay Act of1963 (EPA). Retrieved from https://www.eeoc.gov/laws/statutes/epa.cfm
UnitedState Department of Labor. (n.d.). U.S. Department of Labor –History — Fair Labor Standards Act of 1938:. Retrieved fromhttps://www.dol.gov/oasam/programs/history/flsa1938.htm
UnitedStates Department of Labor. (n.d.). Family and Medical Leave Act -Wage and Hour Division (WHD) – U.S. Department of Labor. Retrievedfrom https://www.dol.gov/whd/fmla/
Unitedstates Department of Labor. (n.d.). The Equal Pay Act of 1963 (EPA).Retrieved from https://www.eeoc.gov/laws/statutes/epa.cfm
UnitedStates Labor Department. (n.d.). U.S. Department of Labor — ODEP -Office of Disability Employment Policy – Americans with DisabilitiesAct (ADA). Retrieved from https://www.dol.gov/odep/topics/ADA.htm