No matter how large or small the organization, they all have human resources. Organizations thrive or fail depending on the performance and capabilities of their people. Human Resource Management is the management of people’s capabilities and performance. Every employee in an organization is responsible for fulfilling the responsibilities, regardless of their resources and size. This includes members of the organization. Human resources leaders need to be involved in the shifting and rethinking process to respond to any challenges, such as low employee turnover, decimated departments, and the ability to attract and retain higher-quality talent in an uncertain marketing environment. Organizations must ensure that their human resources functions are well managed, including health and safety. This will allow them to create working conditions that are conducive for employees.
OSHA Act (or the Occupational Safety and Health Administration) covers all sector employers and their workers. It also covers public sector employers and certain jurisdictions that fall under federal authority. These jurisdictions include Guam, Puerto Rico, and the District of Columba.
OSHA Law: Rights and responsibilities
Employers are responsible for providing safe and secure workplaces. Employers must ensure that their employees are safe and comply with all OSHA safety standards. Employers must ensure that all safety and health issues are addressed. Employees must also eliminate or try to reduce hazards to make changes in working conditions. Instead of relying solely on personal protective equipment such as earplugs and gloves, they should be able to take steps to improve their safety. One way to reduce or eliminate all risks is to use all available ventilation systems and place processes that trap harmful fumes.
Additionally, Employers are also required to:
1. Use various color-coded alarms, labels, and chemical information sheets to inform your workforce about chemical hazards.
2. Workers must receive safety training in a language they understand.
3. It is important to keep accurate records of work-related injuries and illnesses.
4. All tests must be done according to the OSHA standard.
5. The worker must have personal protective equipment. Employers must also provide it at no cost.
6. OSHA standards require hearing tests and other medical tests to be performed whenever necessary.
7. OSHA must post citations for each year of illness and post-injury so that workers can see them.
8. Workers are not protected from discrimination or retaliation for exercising their rights under the law, which includes the right to report illness or work-related injury.
Compensation – Fair Labor Standards Act
These criteria are governed by the Fair Labor Standards Act:
2. Minimum Wage
3. Record Keeping
4. Child Labor Standards
The job duties, job status, and status should all be considered when determining the exemption status. The FLSA status must be determined during job evaluations. The department should also complete an FLSA questionnaire.
Employees should be exempted from the law because they are employees
1. Employees must receive a fixed salary, not an hourly wage.
2. Overtime premiums are not required.
3. Whether you are an executive, computer professional, or an outside salesperson, your classification is administrative, executive, or computer professional.
Here are some examples of responsibilities or duties
1. Planning work
2. Firing, hiring, and evaluation of employees
3. Determining the policies and procedures
4. Signing contracts authority and negotiation
Employees must be nonexempt from the law.
1. Hourly compensation must be provided to employees.
2. They are required to be paid 1.5 per hour for working more than 40 hours during the workweek.
The following are examples of non-exempt responsibilities or duties:
1. 1. Preparing your payroll
2. Animal care
4. Word processing or typing
5. Answering phones
Federal overtime provisions are contained in the Fair Labor Standards Act (FLSA). The Act applies to employees unless they are exempt. They must be paid overtime for work hours exceeding 40 per week. The Act doesn’t limit the number of overtime for employees 16 years or older. Overtime pay is not required for work done on weekends, holidays, or regular days off unless overtime is performed on these days.
The Act is based on the workweek. The employee’s workweek must be set and must recur for 168 hours each week. It should also have seven 24-hour periods. This period must not be in the same week as the calendar and may start at any hour. Different worksheets should also be created for different groups of employees. It is not permissible to average hours. Normally, overtime and a workweek should be paid according to the day in which they are earned.
Title VII – Employment
Title VII is an integral part of the workplace. Employers should not discriminate based on age, sex, race, ethnicity, religion, disability, or in compensating, promoting, and hiring. Businesses cannot provide clients with specific types of employees, even if the client requests them. Crippling lawsuits can be filed against employers for violating the rights of EEOC and any individuals being discriminated against. Companies should use methods to attract potential applicants, as well as a sufficient number of females and minorities to match the overall employment area’s demographics. Affirmative action, along with Title VII, should be used to rectify past wrongs and correct any mistreatments that have put women and minorities at disadvantage. To provide special treatment for women and minorities in areas such as promotion, training, education, and hiring, it is necessary to consider their needs. These programs were created to equalize the workplace. Special treatment is given for discrimination against people not from the protected classes.
Relationship between OSHA, Compensation, and Employment
These factors all contribute to employee satisfaction, and ultimately retention of top talent. The organization can retain motivated and skilled employees by setting all criteria that lead to job satisfaction. Employers can offer employees many opportunities to grow and advance their careers by adhering to all of these criteria. Employers have a duty and responsibility to their employees. This keeps them motivated and empowered. When these rights are granted, they provide the best possible environment for employees to do their jobs and keep them motivated. This in turn helps to add value to the company. These duties and responsibilities allow for necessary changes to the work environment and labor force (V.B.DEVIBALA and Dr.P.ANBUOLI & T.JOTHIMURUGAN 2011, 2011).
Human resource functions are essential for maintaining safety and health in the workplace. They also need to consider the importance of employment functions and compensation factors, such as overtime and other related factors. When these factors are applied to an organization, they result in a low turnover rate for employees which leads to higher productivity at work due to employee satisfaction.