assign3.docx - Agency\u2019s Law and Ethics of Hiring a Diverse Workforce Agency\u2019s Law and Ethics of Hiring a Diverse Workforce Part 3 James Leeper PAD

assign3.docx - Agencyu2019s Law and Ethics of Hiring a...

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Agency’s Law and Ethics of Hiring a Diverse Workforce 1 Agency’s Law and Ethics of Hiring a Diverse Workforce, Part 3 James Leeper PAD 530 Mark Pantaleo May 22, 2020
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Agency’s Law and Ethics of Hiring a Diverse Workforce 2 Agency’s Law and Ethics of Hiring a Diverse Workforce, Part 3 Laws Affecting the Agency Laws protect employees as they perform their duties and safeguard employers against acting contrary to the guidelines. The agency serves as the human resource department to the federal workforce. Therefore, it should follow laws that protect human resources. The Civil Rights Act of 1991 states that it is unlawful to discriminate current or potential employees based on their race, gender, religious practices, or national origin. The agency and federal employers have to avoid biasness while recruiting, hiring, and training, especially when paying or offering benefits to employees. The consequence of not adhering to the Civil Rights Act is penalties from the victims. The federal government employs people with disabilities, and the Rehabilitation Act of 1973 prohibits discrimination of such persons. Human resource practitioners need to understand these laws to ease the management of personnel. The practitioners are aware that abiding by the laws motivates their employees and, in turn, productivity increases. The rules help to guide personnel management in creating and implementing HR policies. The laws direct managers on how to treat and communicate with employees. Traditionally, management was bureaucratic. Employees had to follow directives and commands issued by their superiors without any questions. That trend has changed as personnel management now advocates for employee rights to reduce turnover rates and increase returns. The establishment of the Occupational Safety and Health Administration under the Occupational Safety and Health Act of 1970 ensured that employers present secure and healthy environments for employees. Office of Personnel Management (OPM) has the task of guiding employers in implementing policies that provide for the safety of their personnel by removing
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Agency’s Law and Ethics of Hiring a Diverse Workforce 3 hazardous environments. Personnel management has to be keen in observing such rules to maintain employee satisfaction as they feel safe in secured working environments. Employee satisfaction, in turn, reduces turnover rates. In addition, employees have the right to sue for negligence in the workplace. Older Worker's Benefit Protection Act of 1990 aims to protect the retired generation by providing their benefits. The retired personnel are a significant part of our workforce; they help guide new generations, and personnel management needs to maintain a civil relationship with them. Currently, with the COVID-19 pandemic, there has been an appeal for retired medical personnel and veterans to come back and help fight the epidemic. If the
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