Interpret Changes in Employment Laws

As shown by the timeline of major employment laws, sometimes referred to as labor laws, these have been in place for many years. Many have been updated to be more relevant for the workplace during various times in the United States. While these laws continue to evolve, the purpose of employment laws is to protect individual workers and employers right along with them to promote a more productive, safe working environment.You will begin this assignment by researching and selecting one of the older employment laws such as the Fair Labor and Standards Act, Title VII of the Civil Rights Act, or the American with Disabilities Act (ADA). Then, research and select a recently changed or newly implemented employment law. Think of relevant current topics such as changes in sick leave or family leave laws, or the new ban-the-box or pregnancy accommodation legislation. Now, in the role of an HR manager, develop a narrated PowerPoint presentation explaining the laws you have selected. You are to present your information at the next team meeting with your HR associates. Address the following in your presentation:Explain the laws and what they cover.Determine how the obsoleter employment law and the more recent one vary from each other. Provide examples of how this influences HR supervisors’ and team members’ roles.Assess the impact of the laws for employees and the organization.Include important steps supervisors must take to ensure compliance with employment laws.Incorporate appropriate animations, transitions, and graphics as well as speaker notes for each slide. The speaker notes may be comprised of brief paragraphs or bulleted lists and should cite material appropriately. Add audio to each slide using the Media section of the Insert tab in the top menu bar for each slide.Support your presentation with at least five scholarly resources. In addition to these specified resources, other appropriate scholarly resources may be included.Length: 12-15 slides (with a separate reference slide)Notes Length: 200-350 words for each slideBe sure to include citations for quotations and paraphrases with references in APA format and style where appropriate. Save the file as PPT.
Information:Engaging Planning StrategiesRecently, a supervisor in a mid-size manufacturing company shared that employment laws were changing so quickly now, that instead of the quarterly legal update from the human resources department, the supervisor now receives biweekly updates. There is little doubt that this is a reality in many organizations. The majority of American organizations, both for-profit and nonprofit, must comply with at least one or more employment laws. These laws span a wide variety of topics regarding employee rights and employer responsibilities. Federal and state employment laws dictate the employer-employee relationship preventing discrimination, promoting health and safety, establishing a minimum required level for economic support, and providing a process to prevent labor and management work disruption. Such laws guide employers while protecting the rights of employees.It is suggested that supervisors take the time to plan for any new or changed legislation. Planning will help an organization’s decision-makers deliberate the positive and negative effects of the change and decide how they should best be presented to employees. This is an especially important role for supervisors as they prepare to communicate legal changes. SHRM (2017) maintains that it is crucial to effectively craft and deliver informative communications about legislative changes as well as to listen to feedback and address any questions or concerns.Complying with employment law ensures that businesses have a more content workforce and a more productive organization. Just as important, compliance protects the company from financial penalties and employment court claims. When an employee maintains that a law has been violated, it becomes the responsibility of the select appropriate agency to investigate. Examples of these agencies include the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency which enforces civil rights laws; the National Labor Relations Board (NLRB), responsible for the Fair Labor Relations Act (FLRA); and the Occupational Safety and Health Administration (OSHA), which enforces laws associated with workplace safety. of Human Resources Management (SHRM). (2017).
Additional References:Banowati, T. (2012). Creating a meaningful planned change. Procedia Economics and Finance, 4, 140-148.Berkowitz, A. D., Downes, J. J., & Patullo, J. E. (2018). Navigating the maze of state and local employment laws concerning sick time and family leaveBy, R. T. (Academic). (2016). Rune Todnem By discusses change management [Video file].Hebblewhite, N. (2017). Implementing an effective social media policy. Governance Directions, 69(3), 167-169.Ruxandra, B., & Camelia B. (2013). Approaches to organizational change within modern companies. USV Annals of Economics & Public AdministrationStanley, T. I. (2018). A plan is a blueprint for action. Supervision, 79(2), 3-6.United States Department of Labor. (2018). E-laws employment law guide [Web resource].