Employment Law HRM Strategy Essay Example for Free

consumption Law HRM Strategy EssayEmployment law is critical to an organization allowing it to fulfill needs and business ventures applic suitable to enounce and federal laws. In this paper we provide be discussing the laws that allow and disallow seasonal worker employees from another country to be able to work in the show of Georgia. In the paragraphs below I will explain to you the reader the scenario listed above, I will set a plan in accordance to the HRM function, justify my approach to HR management, state the competitive advantage, and describe the situation that may occur from not comme il fautly following the appropriate laws. Every adept has the right-hand(a) to work, and there are many opportunities in this country. In sound out to enjoy these liberties role players need to be documented in order to be legally able to work without consequence to them, and the company that they are occupying a position. Employment law consists in the body of laws and rules r egulating civil rights and non-union associate conduct in the piece of work (Stewart, 2012). Civil rights include a workplace free from discrimination and harassment for people who fit into one of the legally protected class (Stewart, 2012).Conduct law refers to equal and fair pay im migratory and employment at will laws (Stewart, 2012). These laws are the laws that are pertaining to the laws that are corresponding with the situation of seasonal employees from another country. The Migrant and seasonal Agricultural Worker Protection Act (MSPA) allows employment-related protections to migratory and seasonal unpolished workers and is administered and enforced by the wage and Hour Division of the U. S.Department of exertion (DOL,2012). Within the confines of the law I came up with a plan for seasonal workers, first these are the parameters that we must follow. Every non-exempt farm labor contractor, untaught employer, and agricultural association must* Disclose the terms and con ditions of employment to each migrant worker in compose at the time of recruitment and to each seasonal worker when employment is offered, in writing if pass on * Post information about orker protections at the worksite * Pay each worker the wages owed when due and provide each with an itemized statement of earnings and deductions * batten down that housing, if provided, complies with substantive federal and state safety and health standards * Ensure that each vehicle, if transportation is provided, meets applicable federal and state safety standards and insurance requirements and that each driver be properly licensed * Comply with the terms of any working arrangement made with the workers and * Make and economize payroll records for each employee for three years (DOL. 012) The plan that we will use to manage the situation will be by appointing two or three HR sea captains, and a project manager to administrate the project.They will coordinate events as per the MSPA which regu lates the seasonal workers. The MSPA requires farm labor contractors, agricultural employers, and agricultural associations, who recruit, solicit, hire, employ, furnish, transport, or signal agricultural workers, as well as providers of migrant housing, to meet certain minimum requirements in their transaction with migrant and seasonal agricultural workers (DOL, 2012).Our plan resembles closely to what is already in state as per state, federal and local legislations. Human resource is the greatest asset that any organization possesses and it must ensure that this latent is harnessed to the maximum to contribute positively towards the growth of the organization (Amillionlives, 2010).Every non-exempt farm labor contractor, agricultural and seasonal agricultural association must disclose the terms and conditions of employment to each migrant worker in writing at the time of recruitment and to each seasonal worker when employment is offered in writing (DOL, 2012). HR management would use this information to aide in writing the offers of employment for the migrant and farm workers. There are many competitive advantages of HRM practices meets the employment laws, typically business are more(prenominal) competitive with a structured HRM practice in place.Having an HRM in place makes it easier to organize employment accord to the laws. An effective HRM in a competitive advantage will use information provided from the Department of Labor (DOL), one instance that would be useful in this situation is Employers must provide each migrant and seasonal day-haul worker with a create verbally disclosure at the time of recruitment that describes the terms and conditions of his or her employment. When offering employment, the employer must provide such isclosure to all seasonal workers upon request. The disclosure must be written in the workers language. If the HRM is effective they will be able to utilize different commodities of the job in order to provide the service as per employment laws and contract obligations. If the situation of the need for seasonal employees who may be from another country were not to follow proper laws could result in major fines and penalties to the company.Ethics related problems are faced by the organizations whenever there is a practice of using favoritism rather than talent or job performance for managerial decisions regarding employment, promotion, pay and discipline. These problems can be reduced and eliminated by maintaining the highest standards of professional and personal conduct, encouraging employers to make fair and equitable treatment of all.Severe penalties may arise from the state and federal departments for not following proper protocol. Immigration may also be informed of the situation due to the fact that they are dealing with non-citizen workers. In the paragraphs above I have explained to you the reader the scenario of the seasonal workers, provided a plan, justified the approach of HR management, c ompetitive advantage, and provided the consequences that may arise from not following proper laws and protocol.