Equal-employment opportunity laws

Equal Employment Opportunity Laws’ and ‘ Health and Safety Laws’ ‘ Equal Employment Opportunity Laws’ and ‘ Health and Safety Laws’
Organizational Liability: Nondiscrimination Policy and Health and Safety Laws
The nondiscrimination policy and health and safety laws influence the organization’s liability if the policy and laws are not implemented and followed by the employers in dealing with the employees. In workplaces, discrimination is not allowed and there are many traits that come under the category of discrimination such as age, disability, race, sex, genetic information and many others. Any kind of discrimination is prohibited in organizations and under nondiscrimination policy, discrimination is unlawful (Wexler, et al, 2010). Nondiscrimination policy makes organizational liable and if a nondiscrimination policy is implemented, it guards the organization against any legal claims. Organizations should have a zero tolerance attitude for discrimination and should make sure that employees know about the policy in order to minimize the organization’s liability (Wexler, et al, 2010).
Organizations should implement health and safety laws that are defined by Occupational Safety and Health Administration (OSHA). Employers are liable for any workplace injuries or health and safety issues if proper measures are not followed for the protection of employees. In case of any negligence, the organizations become liable and have to face lawsuits along with liability to pay for the damage. In case of any workplace accident or violence, the reputation of the organization also suffers so for minimizing liability, the standards defined by OSHA should be followed (Milam-Perez, 2003).
Impact on Employees: Nondiscrimination Policy and Health and Safety Laws
Employees working in a workplace are affected because of nondiscrimination policy and health and safety laws because they are protected because of such policies and laws. When nondiscrimination policy is defined and elaborated by the employers, the employees are well aware of the impact of their attitudes towards other employees. The employers themselves are restricted to exercise any act of discrimination towards the employees. The nondiscrimination policy prohibits the employees to be discriminatory and hence, the workplace environment as a whole is disciplined and friendly for all the employees (Wexler, et al, 2010). Employees are at advantage because of nondiscrimination policy. As far as health and safety laws are concerned, again the employees are at advantage because they can see that they are well protected. As per the health and safety laws, the employees should be provided with personal protection equipment, proper medical facilities and training programs for safety. The employees who are aware of the health and safety laws are knowledgeable about their legal rights and can claim what they do not get (Milam-Perez, 2003)
State and Federal Laws: Nondiscrimination Policy and Health and Safety Laws
The nondiscrimination policy that is implemented in an organization can have many nondiscrimination laws included such as Employment nondiscrimination Act (ENDA 2013), Age Discrimination Act (ADA 1975), American with Disabilities Act of 1990, Civil Rights Act (1964) and many more. These can be included in nondiscrimination policy for avoiding discrimination in workplaces. ENDA protects American nationals against discrimination based on sexual orientation or gender identity of individuals and employers are restricted to conduct any actions against any individual based on discrimination. ADA protects against age discrimination, Americans with Disabilities Act 1990 protects against discrimination based on any kind of disability and Civil Rights Act 1964 protects against all kinds of discrimination (Smith, et al, 2011).
Organizations can implement health and safety laws in the workplaces such as Occupation Safety and Health Act (OSH Act) and Fair Labor Standards Act (FLSA). OSHA administers Occupational Health and Safety Act protects employees from any environmental hazards such as chemical exposure. FLSA protects young workers under the age of 18 (Weil & Pyles, 2007).
Milam-Perez, Lisa A. (2003). HR How-To: Workplace Safety, Everything You Need to Know to Ensure a Safe and Healthy Workplace. CCH Incorporated.
Smith, A. B., Craver, C. B., & Turner, R. (2011). Employment discrimination law: cases and materials. LexisNexis.
Weil, D., & Pyles, A. (2007). Exploring the complaints and compliance gap under US workplace policies. Labor and Employment Relations Association.
Wexler, M., Warner, C. C., Siniscalco, G. R., Quinn, J. L., & Klein, A. T. (2010). The law of employment discrimination from 1985 to 2010. ABA Journal of Labor & Employment Law, 349-410.