EMPLOYMENT LAWS Larry Ratliff Jr Strayer University HRM 510 October 20, 2019 Dr. Barrett Header – Employment Laws Author – Larry Ratliff University – Strayer Class – HRM 510 Date – October 20, 2019 Professor – Dr. Barrett 1 Employment Laws Constituted to guide employees and employers Enforced legally Violation leads to consequences Focuses on working relationships Establish boundaries Guide organizations Employment laws are constituted with the main aim of making sure that law and order are followed to the place of work (Harten, 2016). The labor laws come in place to give the employee a voice. The laws do not only focus on the employer but they also focus on the employee. They state what the employee and employer should do to promote fairness and justice at the place of work. 2 Employment Laws Fair Labor Standards Act. Migrant and Seasonal Agricultural Worker Protection Act (MSPA). Occupational Safety and Health (OSH) Act. Wage and Hour Division. Immigration and Nationality Act (INA) Worker Adjustment and Retraining Notification Act (WARN) The sections of the laws that have been outlined are some of the sections that are used to protect the employee from harm that might have been planed and later executed by the employer (Harten, 2016). The law is diverse and this is because different needs of the employees. The law promote safety at the place of work. At the same time, they make sure that the employer treats the employee fairly. 3 Employment relationships determiners Employees are juniors The law protect them from the possible oppression of the employers Employees are valued Employees are as important stakeholders as the employers Employees are the abiders of the policies Employees affect their relationships with their employers Even though employees are juniors, they are also important in determining the relationship at the place of employment. The law values the employees and this is seen in the way that it protects them from possible discriminations(Gay & Kagan, 2018). The absence of an employee would directly hurt an employment relationship. 4 Employment relationships determiners Employers are as important as employees They are considered The laws do not oppress their businesses Their policies are respected They are consulted in decision making They dictate their relationship with the employees An employer is an important party when it comes to employment laws (Harten, 2016). The reason behind it is that the law targets him and restricts him in different ways. However, in determining relationships, the employer is as important as the employee. 5 Employment relationships determiners When the employers are good to employees, relationships are good When employees are submissive, their relationships improve Employees and employers both determine their relationships The actions of one party affect the other The law puts the employer on top The law also prioritizes the emp ...

1. EMPLOYMENT LAWS
Larry Ratliff Jr
Strayer University
HRM 510
October 20, 2019
Dr. Barrett
Header – Employment Laws
Author – Larry Ratliff
University – Strayer
Class – HRM 510
Date – October 20, 2019
Professor – Dr. Barrett
1
Employment Laws
Constituted to guide employees and employers
Enforced legally
Violation leads to consequences
Focuses on working relationships
Establish boundaries
Guide organizations

2. Employment laws are constituted with the main aim of making
sure that law and order are followed to the place of work
(Harten, 2016). The labor laws come in place to give the
employee a voice. The laws do not only focus on the employer
but they also focus on the employee. They state what the
employee and employer should do to promote fairness and
justice at the place of work.
2
Employment Laws
Fair Labor Standards Act.
Migrant and Seasonal Agricultural Worker Protection Act
(MSPA).
Occupational Safety and Health (OSH) Act.
Wage and Hour Division.
Immigration and Nationality Act (INA)
Worker Adjustment and Retraining Notification Act (WARN)

3. The sections of the laws that have been outlined are some of the
sections that are used to protect the employee from harm that
might have been planed and later executed by the employer
(Harten, 2016). The law is diverse and this is because different
needs of the employees. The law promote safety at the place of
work. At the same time, they make sure that the employer treats
the employee fairly.
3
Employment relationships determiners
Employees are juniors
The law protect them from the possible oppression of the
employers
Employees are valued
Employees are as important stakeholders as the employers
Employees are the abiders of the policies
Employees affect their relationships with their employers
Even though employees are juniors, they are also important in
determining the relationship at the place of employment. The
law values the employees and this is seen in the way that it
protects them from possible discriminations(Gay & Kagan,
2018). The absence of an employee would directly hurt an
employment relationship.

4. 4
Employment relationships determiners
Employers are as important as employees
They are considered
The laws do not oppress their businesses
Their policies are respected
They are consulted in decision making
They dictate their relationship with the employees
An employer is an important party when it comes to
employment laws (Harten, 2016). The reason behind it is that
the law targets him and restricts him in different ways.
However, in determining relationships, the employer is as
important as the employee.
5
Employment relationships determiners
When the employers are good to employees, relationships are
good
When employees are submissive, their relationships improve
Employees and employers both determine their relationships
The actions of one party affect the other
The law puts the employer on top
The law also prioritizes the employee

5. When an employee is good to an employer, there is a bond that
is created. The bond affects the relationships of the two. It is
therefore evident that both the employee and the employer have
the power to determine employment relationships (Harten,
2016). The reluctance or withdrawal of any one of them would
affect the whole relationship.
6
Concept of employment discrimination
Treating some employees better than others
Promotion of biases
It is against the law
It is punishable by the law
An unethical behavior
Motivated by personal interests

6. The law protects employees when they are in the hands of the
employer. Employers should make sure that all employees are
treated fairly and equally (Harten, 2016). The act of treating
other employees better than the rest is condemned by the law
(Harten, 2016). The act goes against the constitution that offers
freedom and rights.
7
Concept of employment discrimination
Promotes unfairness in the place of work
It can be promoted vertically (leader to employee)
It can be promoted horizontally (employee to employee)
Affects business relations
Decreases productivity
Breaks teamwork bonds
Employment discrimination promotes an environment that is not
good in the place of work. The reason behind it is that some
people are treated better than others. Discrimination can be
promoted by the employer or fellow employees. In
organizations where it is frustrated, actions are taken against
the perpetrators.
8
Concept of employment discrimination
Can be promoted through words

7. Can be promoted through
Unequal distribution of resources
Uneven distribution of tasks
Favoritism
Perpetrators feel superior
Words can be used to promote employment discrimination(Gay
& Kagan, 2018). Words can be from a superior officer or from a
fellow employee. At times, people of a certain race might be
allocated easier and better tasks as opposed to others. In the
concept of discrimination, the perpetrator feels superior than the
victim.
9
Types of discrimination
Racial discrimination
Based on the race of a person
Bullying of a different race
The victim race is considered an outsider
Segregation at work
Inequality in employee benefits

8. Racial discrimination is promoted on the basis of race. In such
cases, one race views the rest as races that are inferior (Taylor
& Emir, 2015). A good example can be seen in the history of
the United States (Harten, 2016). In the 1950s, Martin Luther
fought for civil rights. The reason why did that was that African
Americans were openly discriminated.
10
Types of discrimination
Gender discrimination
Mostly affects women
One gender is favored over the other
Inequality in pay
Inequality in promotions
Failing to meet gender needs
Gender discrimination is the oppression of certain people
because they belong to a certain gender. When the words gender
discrimination are pronounced, the first gender to pop out of the
mind is female(Gay & Kagan, 2018). The reason behind it is

9. associated with the fact that women have been victims of gender
discrimination for a long period. Women are oppressed and
treated unequal at the place of work. The reason behind it is
associated with the fact that there is a misled notion that women
are inferior while compared to men.
11
Types of discrimination
Religious discrimination
Only people of a certain religion are respected
Diverse religious needs are denied
Job refusals
Job dismissal
Excluded
Religious discrimination is promoted on the basis of religions.
For example, if an organization is owned by Christians, it might
oppress the Muslims. The perpetrators view their faith as
superior to the faiths that are practiced by different religious
groups (Harten, 2016). As a result, they treat people from other
religions in unfair ways.
12
Retaliation
Employers might retaliate an action by the law
They can do so through;

10. Unfair audits
Unjust sacking
Decreased pay
Frustrate promotions
Laws of employment might be at times harsh to the employers.
Some of the employers who might be punished might end up
selecting an a different method to retaliate. Some may choose to
turn to the employees and oppress them with the aim of getting
even (Taylor & Emir, 2015). The person who might have led to
the process is most likely to be affected in the case of
retaliation from the employer.
13
Retaliation
Retaliation be done legally or within the organizational policies
When employers go to court, it becomes a legal retaliation
At times an organization uses its policies to get back at the
employee
The first is highly recommended
The later extends discrimination
Organizations should allow the consequences to take toll

11. Organizations are different and this is why they retaliate
differently. Some organizations choose to use the legal ways
while some use the policies of their organization(Gay & Kagan,
2018). The organizations that use their policies might
manipulate information and facts to find grounds to sack or
demote an employee. In this case, it is important to note that
organizations have been the power to come up with their own
policies.
14
Retaliation
Illegal retaliations are punishable by the law
The punishment might be bigger than the first
The victim benefits
The perpetrator might be forced to compensate the victim
Sometimes the employers retaliating by discriminating the
employees more
They therefore increase employee suffering

12. An organization is only allowed to engage in legal retaliation if
it is not happy with the laws of discrimination (Gay & Kagan,
2018). Organizations that choose to engage in discriminatory in
nature expose themselves to the risk of being punished within
the confines of the law. Instead of retaliating, an organization is
advised to look into the issues that have been highlighted and
work on promoting justice and equality.
15
Conclusion
Laws are important in workplace
The human resource should educate them to the employees
Discrimination is affecting many people
The law comes in place to change that
Provision of equal rights at the place of work frustrates
discrimination
The laws have brought a lot of changes to the employment
sector
Employment laws have come a long way to change the
workplace in the modern day. The laws have helped to promote
workplace equality. The world of business has been dealing
with the issue of discrimination for a long time. The laws have
helped to slowly reduce the cases of discrimination.
16

13. References
Gay, D. S., & Kagan, A. M. (2018). Big Data and Employment
Law: What Employers and Their Legal Counsel Need to
Know. ABA Journal of Labor & Employment Law, 33(2), 191-
209.
Harten, N. (2016). Disability and the employer's duty-a
comparison with Ontario, Canada: employment law. Without
Prejudice, 16(7), 9-12.
Taylor, S., & Emir, A. (2015). Employment law: an
introduction. Oxford University Press, USA.