ASSIGNMENT 3 DAWN GRASTY WEEK 7.docx - Running Head AGENCY\u2019S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE Assignment 3 Agency\u2019s Law and Ethics of

ASSIGNMENT 3 DAWN GRASTY WEEK 7.docx - Running Head...

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Running Head: AGENCY’S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE 1 Assignment 3: Agency’s Law and Ethics of Hiring a Diverse Workforce, Part 3 Dawn Grasty Dr. Mark Pantaleo PAD530 05/15/2019
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AGENCY’S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE 2 Laws Affecting the Agency The Department of Labor regulates and mandates workplace activities for more than a 130 million employees and over 11 million employers, while also administering and enforcing more than 185 federal laws to be exact. The Department of Labor has many principal statutes that are mostly common for workers, retirees, job seekers, contractors, businesses, and grantees. There are two laws that are implicating the Wage and Hour Division under the Department of Labor that are affecting the personnel management. One law is the Fair Labor Standards Act (FLSA) which prescribes standards for wages and overtime pay, which affects most private and public employment [ CITATION Lab193 \l 1033 ]. It is the federal and state law that all employers are to pay employees who are not exempt federal minimum wage and overtime pay of one and on half 1(1/2) the regular pay rate. Also, this law restricts the hours for children under the age of 18 in certain jobs that are deemed to be too dangerous [ CITATION Lab193 \l 1033 ]. Also, in agricultural jobs, it restricts them employing children under the age of 16 during school hours and in jobs that are too dangerous [ CITATION Lab193 \l 1033 ]. The second law that has implications to the Department of Labors personnel management is the Employee Polygraph Protection Act that is also administered by the Wage and Hour Division. This law bars most employers from using lie detectors on employees but permits polygraph test only in limited circumstances [ CITATION Lab193 \l 1033 ]. When it comes to implications of the Wage and Hour Division, under the Department of Labor where compliance is concerned can be very complex and difficult to catch during an investigation. Personnel management of Wage and Hour Division could experience burnout with complaints and open investigations where employers are misusing the polygraph test and are manipulating the Wages and Hour pay rates. For an example, how pay time should be calculated
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AGENCY’S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE 3 within an organization has left complicated challenges for HR personnel management within the Wage and Hour Division. It implies on differential pays, commission-based pay, incentive pay plans, and severance pay plans and all these compensation plans ad designs are placed within the job description through the payroll administration. This can cause issues with compliance and delays in an investigation where making sure that each one of 11 million employers and employee complaints are properly classified under the applicable law. For example, an employee may be entirely exempt, exempt only from minimum wage requirements, one exempt only from overtime requirements [ CITATION www16 \l 1033 ].
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