Question

Assignment 4: Employment Law Case Brief

Using the Internet, select and research an employment law case no greater than five (5) years old.

Write a three to four page paper in which you:

1. Summarize the issue of the case, and then explain the employment law that was violated.

2. Evaluate the type of impact the violation had on the organization then determine two (2) ways the organization could mitigate the issue. Justify your response.

3. Based on your research, determine if a policy was or was not in place during the violation. Then, recommend a communication for all employees to enhance the knowledge of the policy. Support your response.

4. As a HR Manager, explore an organization you worked for or familiar with, then suggest three (3) ways you could make the organization violation free from employment law issues. Justify your response.

5. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

NEEDED LIKE ASP!!!

Answer 1

1) Three former employees of an UK based Global Chemical Company have to be compensated after they developed a sensitivity to a Chemical Product & were fired on the basis of the recent Medical Reports. Employment Law to keep the Former 3 Employees safe at work was violated.

2) This impacted the Organization to

a) Re-vamp / improve their HSE (Health-Safety-Environment) Practices, Policies & Standards

b) Re-establish its Image in the eye of the Stakeholders (Employees, Investors, Government, Society, and Legal Bodies & Public)

The organization could mitigated the issue by following 2 ways:-

Appraoch#1- Asked the 3 Employees to choose any other function in the Organization at the Same Payment & Support them for this transition into new Function (Job Role) because the Organization owes & is accountable for the Medical Disorder of this Employees & should have at least Transferred to New Job Role ensuring their Employment is retained & safeguarded,

Appraoch#2- Taken Care of Medical Health, Inspection & Treatment of the 3 Employees as a Mandatory Part of Employee HSE Policy. Here the HSE & HR (Human Resources) should be collarated & made sure the Employees get the required care, attention & support in the form of medical assistance & financial support.

3) The Policy of Employee HSE is mandatory as per the International Labour Organization (ILO) specifications (terms & conditions) was already present in the system.

Organization should have implemented an Mandatory Awareness & Feedback Drive by personally Coaching & Assuring the "exact know-how" of the existing/updated policies repeatedly (e.g. The HR could have conducted a \survey/Quiz) for every Employee |Mandatory without any exceptions.

4) As an HR Manager I could have:-

a) Made a personal effort to educate & re-emphasise the rights of each employee periodically through Mandatory Drives for ensuring extreme awareness & clarity of Employment Laws.

B) involved individual Departmental Authority (Heads, Managers, and Team Leaders) to religiously implement the Employment Laws Awareness Drives.

c) Get an Feedback from all employees about the Effectiveness of Awareness & work on the weakness & inefficiencies identified by employees on rules, policies & procedures making the win-win situation for both the Employees & Organization.

5)

a) ILO Knowledge (http://www.ilo.org/safework/info/lang--en/index.htm)

b) ILO Standards (http://www.ilo.org/global/standards/subjects-covered-by-international-labour-standards/occupational-safety-and-health/lang--en/index.htm)

c) Organizational Certification for Higher HSE Standards ISO 45001 (https://www.iso.org/iso-45001-occupational-health-and-safety.html)