Safety, Legal and Regulatory

The safety, legal, and regulatory is the most important law an organization because the department involves employing, developing, utilizing, managing and understanding the staff in an organization. According to Gomez-Mejia, Balkin, and Cardy (2010) legal concerns can play an important role in staffing, particularly in selection. Many legal restraints, particularly federal legislation such as Department of Labor, the U.S. Equal Employment Opportunity Commission affects the HRM process. This paper will discuss the effects of legal, safety, and regulatory requirements have on the HRM process. Laws and regulatory requirements are currently in place to standardize and promote workplace safety. Organizations with extensive safety programs have reduced number of accidents, decreased workers’ compensation claims and lawsuits and less accident-related expenditures (Gomez-Mejia, et al, 2010, p. 511)

Legal Requirements
The HRM must take into consideration upon hiring new employees the many legal requirements’ set in place by the United States government and the state. The Civil Rights Act of 1991 prevents discrimination against race, color, religion, sex, and national origin. As a result, HRM must ensure that the varieties of methods are job related. The Americans with Disabilities Act of 1991 provided legal rights and protection for people with physical and mental disabilities (Gomez-Mejia, et al, 2010). By law, an organization cannot ask an applicant if they have a disability.   However, organization can ask an applicant if they are physically able to perform requirements of the job. Organizations that do hire applicants with disabilities have in place policies and structures to compensate for the applicants disabilities. “The U.S. Department of Labor administers major statutes and regulations affecting business and workers. The laws prescribe standards for wages and hours, safety and health, health benefits, retirement, workers’ compensation and working...