Us Dept of Labor

Employment practices of organizations in the United States are regulated at federal and state levels. The human resource process is impacted by regulatory requirements in the workplace. Legal and social regulations are crucial when managing the workforce or future supplies for labor in the workplace.

Employment Law helps to govern the relationships between the employee and the employer with relations to guidelines.

The Fair Labor Standards Act has been amended many times and is virtually an ever-changing law, however, it does not cover all employees. There are several classes of “exempt” employees, including salaried employees in the executive/managerial, administrative, and professional areas. Outside salespeople are also considered exempt. One of the issues facing companies today is knowing which employees are exempt and which are non-exempt. There are tests to determine if an employee is exempt. In 2004 the tests changed to a standard test, which is whether or not the employee’s salary is $455/week or greater and the duties test, which allows for exempt status if more than 50% of the work performed by an individual is “exempt work.” (Pass and Broadwater) Exempt employees do not receive overtime pay, which can be a substantial cost savings to a company. My previous employer required that an exempt manager close the center each night even though we had non-exempt team leads who acted as managers in most capacities. The reason was to avoid overtime costs.

There are many employment laws out there but ill discuss about three of them and what are the consequences if the company did not comply. The employment laws I will discuss are the Title VII of the Civil Rights Act 1964, Americans with Disabilities Act 1990, and the Uniformed Services Employment and Reemployment Rights Act. My next topic would be how an organization might structure their policies, practices and culture to ensure compliance.

Benefits and Protections. (Revised 2013). United States Department of Labor online. Retrieved May 27, 2014 from http://www.dol.gov/whd/regs/compliance/posters/fmlaen.pdf

website. This link will take to the user to a new page where the user will then click a link titled “Family and Medical Leave Act (FMLA).”

The succeeding paragraphs explain how employees can use this website to verify that their employee benefits

The third feature is a menu of links along the left panel of the webpage concerning related DOL topics, such as wages, unemployment insurance, and information specific to employers and employees. Other links included in this menu provide access to the actual federal regulations concerning wages and employment.

 An employee must be provided the same level of medical benefits, disability insurance and leave as are offered for other medical conditions or disabilities.

The second area is in the state of Texas’ customer satisfaction with the Texas Workforce Commission. As mentioned previously, the recipients of unemployment benefits (UI) have only two options to access their benefits or their profiles as well as file claims. The 1-800 phone number or through the Texas Workforce Commission’s (TWC) website. This area I have over three years’ experience and have observed customer’s reactions as well as read customer surveys. This has increased confusion in older and first-time recipients. Many of the older recipients received UI benefits previously when they would visit a TWC office to file their claim and receive benefits. This has all been move to the phone or the Internet so they require additional assistance where it was not needed previously. This creates confusion and further irritates the customer when they arrive at the Workforce Center expecting the same and find out about the

Q1 – Understand the purpose of employment regulation and the way it is enforced in practice.

The Bureau of Labor Statistics (BLS) is an independent statistical agency of the U.S. Department of Labor and the principal Federal agency responsible for measuring labor market activity, working conditions, and price changes in the economy. BLS provides products and services that are objective, timely, accurate, and relevant (United States Department of Labor, Bureau of Labor Statistics, BLS Information, 2016). Salary.com, Inc. is a leading provider of on-demand compensation management solutions which incorporate market compensation intelligence from our proprietary data sets, enable companies to determine how much to pay new and existing employees and to manage overall compensation programs (NASDAQ, Company IPO Overview, Salary.com, Inc.

An occupational information data base of occupational information help individuals identifies with specific skills, tasks, and occupations that are available. Individuals have the opportunity to explore employment opportunities that are suitable to the skills they possess. In addition, it inform individuals of the necessary skills they may need to attain, improve for a specific job and notify the level of education needed to seek employment. Advantages of the data base allows the individual to become “more actively involved in the career guidance process” (Zunker, 2012, p.180). Individuals will have the opportunity to seek more information, receive adequate feedback immediately, and can access the data base anywhere at any given time. Also, it offer support to individuals when trying to decide on a career. The data base serve as a tool “for innovative learning delivery systems that should help workers develop skills and increase and broaden general and industry specific knowledge” (Zunker, 2012, p. 177). However there are some disadvantages in occupational information sources that can limit an individual from becoming fully aware of their possible opportunities for future employment. This may include but are not limited to both ethical or legal concerns about sufficient security measures and individuals solely relying on the computer-assisted career guidance system. The O’NET, Monster, and the Occupational Outlook Handbook are resources available to individuals that are

Employment or labor laws have been developed to facilitate smooth relationship between employers and employees. Employment laws provide rules and regulations that should govern both the employer and the employees in their places of work. Employment laws discuss issues related to child labor, wages and salaries, retirement, working conditions, compensations, incentives and employment benefits among others. The major objective is to ensure the employer does not exploit the employee and on the other hand, the employee honors the terms and conditions of the job as presented by the employer.

www.colmigateway.com/admin/gsipub/htmlarea/uploads/GuidetoGatewayJobseeker.pdf - LMI developed a How-To Guide to aid job seeker use and navigation of its LMI Gateway web-portal (www.colmigateway.com). The guide’s two-sided brochure format shows job seekers how to access the key Career, Job Seeker, Education, and Labor Market services, plus the LMI Gateway Learning Center. The guide also explains to job seekers the benefit in creating an LMI Gateway account in the web-portal. This guide is available in hardcopy and electronic formats