Diversity in the Workplace and Implications for Human Resource Development Paper

Diversity at the work place has over the years become a matter of serious discussion. This is because there is a need to stop the common stereotyping that has been in existence over the years. There has been a need to guarantee that there is diversity at the areas of work to ensure that each individual is given an opportunity to work. This is only possible if there is an end in discrimination, this is because discrimination is the major factor that affects diversity in organizations.

Considered to be a landmark, in 1938 President Franklin D. Roosevelt signed the Fair Labor Standards Act. The nation was experiencing social and economic development of judicial opposition and depression. This law set national minimum wages and maximum hours workers can be required to work. Incorporated into this law are overtime pay and established standards to prevent child-labor abuse. Consequently, in 1963 an amendment was made to this law, which prohibited wage discrimination against women.

“In carrying out this mission, the Department administers a variety of Federal labor laws including those that guarantee workers’ rights to safe and healthful working conditions; a minimum hourly wage and overtime pay; freedom from employment discrimination; unemployment insurance; and other income support” (2003).

In the 1930’s a huge factor lead to the passage of income continuity, the Great Depression. During the Great Depression scores of businesses failed, and many workers became chronically unemployed (Martoccho, 2015). The Great Depression brought the demise of smaller businesses and forced many to work in the larger factories. Subsequently, these conditions lead to the passage of the Fair Labor Standards Act of 1938 (FLSA). Since 1938 the federal government has broadened the scope of the FLSA in 1947 twice through the passage of two acts: Portal-to-Portal Act of 1947 and the Equal Pay Act of 1963 (Martoccho, 2015). These acts are depicted to address the child labor provisions, minimum wage, and overtime pay.

Over the years, child labor laws in the United Sates have evolved immensely,

One of which is increasing the minimum wage from $7.25 an hour to $10.10 an hour. In continuous of this, On March 13, Obama issued an Executive Order directing the Department of Labor to draft a regulation to expand the eligibility of salaried workers on federal contracts to receive overtime pay. This paper will dissect three questions; what is the central HCD issue raised in this regulation, Should the regulation be adopted as proposed? If so, then why? If not, then why not? And finally, what are the broader implications of this proposed regulation for the legal environment of

This paper will discuss the United States Department of Labor laws. Americans are protected under these laws from injustices that may occur in the work place. There are over a hundred different laws that have been created by the government and that companies are mandated to adhere by.

The United States Department of Labor (DOL). Wages and Hours Worked: Minimum Wage and Overtime Pay. Retrieved from https://www.dol.gov/compliance/guide/minwage.htm

What are employment laws and why are they so important to American workers? Employment laws have been created throughout the years to provide employees in the United States with job protections. Such protections range from how much employees must be paid to their ability to retain medical insurance after suffering a job loss. Some of the labor laws I believe have significance to workers today are the Fair Labor Standards Act (FLSA), the Worker Adjustment and Retraining Act (WARN), the Consolidated Omnibus Budget Reconciliation Act (COBRA) and the Family Medical Leave Act (FMLA). Although most workers are aware of the basic fundamentals of these labor laws, many are not aware of the comprehensive detail surrounding such laws and what prompted their start. Therefore, this paper will review these labor laws in more detail. In addition, a perspective from both proponents and opponents for each of these employment laws will be discussed.

* What are the two primary reasons many businesses today are interested in evaluating the effectiveness of their human resource management function?

Employers should familiarize themselves with the laws regarding overtime and meal and rest periods in the states in which they operate. It is recommended that employers consult with an attorney in developing and implementing a policy on mandatory overtime, as they should with any new

Labor and employment laws define US workers' rights and protect s employees from employers' retaliation for exercising our rights under the laws or reporting violations to the proper authorities. As Bennett and Hartman explain, these laws "…seek to make the power relationship between employer and employee one that is fair and equitable" (Employment Law for Business, pg. 88). Employers have to adhere to these basic laws to stay out of court. In this paper I will describe how the federal and state systems of government differ in their application of employment. I will also provide an example of an employment protection that is

Impact of Labor LawsLabors laws impact businesses the most because they dictate how businesses are run, their daily productivity, and expenditures. Federal labor laws protect the interest of employees by setting strict standards for organizations to follow. Regulations schedule breaks, wages, safe working conditions, unemployment insurance. There are federal standards that organizations must abide by and state regulations which never go below the federal standards. Federal laws set a minimum standard and state governments decide what is appropriate for their state (keeping in mind the cost of living standards). Federal and state regulations dictate the age of employees including hours and breaks. There are strict restrictions about the type of work environment children can work in; allowing children to work in hazardous conditions is strictly prohibited under federal law (US (Department of Labor, 2008.) Employers must abide by federal regulations to compensate employees for working more than 40 hours per week. At some organizations unions are established to defend the rights of employees. Unions are a powerful force in the United States and are able to negotiate further for wages; holiday pay, fight against disciplinary action, and other challenges employees deal with on a daily basis.

2009 Fair work act (Federal): Contains the minimum requirements for employees, as well as rights of employers and employees, plus 10 standards around work hours, leave, redundancy, and public holidays.

In every country there are many federal, state and local laws that influence workplaces, and it is important for employers to follow these laws in order to understanding their responsibilities, and create a harmonious workplace. These laws guarantee rights in the workplace such as hours of work and overtime pay, minimum wage, pay, safe workplace, vacation time and vacation pay, public holidays, coffee and meal breaks, pregnancy leave and parental leave, personal emergency leave, family medical leave, termination notice and termination pay.