Employment Law and Labor Relations Issues Essay

Equal opportunity is a descriptive marches for an approach intended to springtime equal advance to an environment or benefits, such(prenominal) as education, employment, wellness c be, or br other(a)ly welfare to all, often with speech pattern on members of various loving groups which might earn at some(a) magazine suffered from discrimination. This potty bespeak the hiring of workers and other such practices. brotherly groupings generally show in such a way are those de bankers billated by aspects of gender, race, or religion. In my oeuvre the Equal Employment Opportunity Policy is post on almost every wall in the building. thither are several appends that need to be carry unrivalledd in my workplace. I work for a non-for-profit chest of drawers contracted with the Florida Department of Children and Families. We are an agency that tries to help families reunite once they have entered into the Family circusness system. My job as a social worker is to pass on s ocial justice and social variegate with and on behalf of clients.Clients is used inclusively to refer to individuals, families, groups, organizations, and communities. Social workers are sensitive to cultural and ethnic diversity and masturbate to to end discrimination, oppression, p everyplacety, and other forms of social injustice. These activities may be in the form of direct practice, community organizing, supervision, consultation, administration, advocacy, social and political action, policy development and implementation, education, and research and evaluation. Social workers seek to enhance the capacity of people to address their own needs. Social workers also seek to promote the responsiveness of organizations, communities, and other social institutions to individuals needs and social problems. The main issue that needs to be communicate within my party is some issues pertaining to the Fair tire Standards Act, vacation pay, and having an clement Resources Representat ive at our topical anaesthetic site.I believe that my organization needs to allow the condemnation to explain to its employees what their rights are and what the natural laws of the state require. The Human Resource department for our agency is run start of Bethesda, Maryland. So every issue and or resuscitate has to go through them. Because of the distance, it is very hard and time consuming for local employees at this agency to get things simulatee in a timely manner, so a lot of things that should be addressed at employee orientation are non addressed until maybe the third month of employment when the HR executive director decides to fetch a trip toFlorida. There are a lot of questions that we as employees have about(predicate) holiday pay practices and what are the levelheaded requirements.For example, I did not know that an employer is obligated to provide just adaption for the religious practices of its employees, unless it kindle show that the accommodation woul d result in undue hardship for its business. numerous employers offer a floating holiday in addition to the regularly scheduled holidays. This allows an employee to take time off for religious observances that are not cover by the employers established holiday schedule. Courts addressing the issue of religious accommodation generally agree that due time off can be a reasonable accommodation, as can allowing an employee to use a vacation day to observe a religious holiday. Generally, employers require that floating holidays be taken in the same 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 advance notice of their intention to take a floating holiday. I also did not know that an employer does not have to pay periodical employees for time off on a holiday. An employer is whole required to pay hourly employees for time in truth worked.On the other hand, exempt employees (salaried employees who do not receive overtime), who are given the day off, must(prenominal) be paid their full weekly allowance if they work any hours during the week in which the holiday falls. This requirement for exempt employees did not change below the new federal overtime regulations. Both of these statements can be very helpful when our employees what to take some time off or just to add together to make sure they are treated fairly. There are a handful of labor party 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 diaphragm out of court.But, thats typically at the HR and legal-department levels, where the employees are properly trained in such matters. Companies are also made up of other employees, who might never have heard of labor laws or fully understand their significance. Thats one way problems descend, especially if HR and legal departments dont bother to properly t rain those in control, like jerky bosses. Another way problems occur is that, for obvious legal reasons, HR and legal departments are unlikely to openly admit that employee complaints and accusations have merit, and the company isliable. 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 maintain 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 follow them, or they may be used against you as evidence of violations of the law. Having these problems addressed in my organization could help it many ways, starting with establishing a good relationship between upper counseling and current employees and also establishing a steady line of communication. But this issue cannot be addressed until a local Human Resources departme nt is establish at every local office so if employees do have question about employment law or current labor relation issues they can be addressed right then and there.