HA 255 M4 Ethical and Legal Issues in Human Resource

• HA 255 M4 Ethical and Legal Issues in Human Resource.

Ethical and Legal Issues in Human Resource

The Equal Employment Opportunity Commission (EEOC) plays a crucial role in ensuring workplace sensibility by implementing government laws prohibiting employment discrimination based on various factors such as race, grouping, religion, sex, nationality, age, handicap, and genetic characteristics (Woodward, 2023). Established in 1965, the EEOC guarantees that candidates and experts are not discriminated against based on game plan, race, heading, religion, or handicap.

• Enhancing EEO Laws Awareness and Workplace Diversity

This task involves examining the issue of discrimination based on cultural convictions in workplaces, mainly targeting the experts’ interests in clinical idea offices. The human resources coordinator needs to establish a board to enhance awareness regarding EEO laws and the benefits of diversity (Woodward, 2023). The goal is to train the group in legal rights and cultural groupings to promote mental well-being.

Equal Employment Opportunity Laws

• Overview of Equal Employment Opportunity (EEO) Laws

Equal Employment Opportunity (EEO) laws act as basic protections against discrimination in the working climate. They ensure fair treatment by paying little attention to race, assortment, religion, sex, national origin, age, inability, or inherited information (Woodward, 2023). These laws are supposed to assist individuals’ rights with equal opportunities in hiring, development, and working climate practices and the improvement of a substitute and inclusive different levelled-out culture.

• Impact of EEO Laws on Cultural Sensitivity in Healthcare

Moderate culture is, by and large, impacted by the EEO laws and fixed standards for mindful methods for dealing with behaviour. These laws spread out guarded vital regions where all delegates feel fundamental and respected (Al-Swidi et al., 2021). Consistency with EEO laws legitimizes legal risks and works on expert certainty and sufficiency. It also adds to, generally speaking, accomplishment. In clinical benefits affiliations, cultural limitations are sincere for the patient’s thoughts. EEO laws significantly shape strategies that help culturally sensitive practices (Al-Swidi et al., 2021). Clinical benefits providers can guarantee that patient thought is conveyed with adoration for various cultural points.

Statutory and Contractual Rights

Statutory laws recommend legal rights in government or state laws that help safeguard labourers against outlandish practices from their managers. For instance, requirements set by targets like the Fair Labor Standards Act (FLSA) safeguard the master’s financial status by providing minimum wages and overtime pay (Aggarwal, 2023). Similarly, contractual rights can be obtained from employment contracts settled upon by business and subject matter experts.

HA 255 M4 Ethical and Legal Issues in Human Resource

Some of the blueprints of these contracts include pay, rewards, working hours, and even strategies for dismissal. Authority is vital in the relationship between employers and employees, and this can be reinforced through statutory and contractual rights. They define the positions and obligations of individuals in a relationship, reducing conflict rates and developing a solid work environment.

These rights help to change power relations and reduce workplace injustice; employees are protected from unfair actions (Aggarwal, 2023). In clinical settings, relationships between staff members depend on trust and collaboration, and honouring statutory and contractual rights is essential. Employment conditions and legal protection are crucial for clinical care providers, allowing them to focus on delivering quality services. Furthermore, adherence to these rights helps prevent union disputes and reduces professional turnover, promoting legal and ethical practices, as discussed in HA 255 M4 Ethical and Legal Issues in Human Resources.

Impact of the National Labor Relations Act (NLRA)

• NLRA’s Impact on Healthcare Workforce

The National Labor Relations Act (NLRA) of 1935 profoundly impacts employment relations in healthcare, as it safeguards workers’ rights to organize (Burton, 2020). It enables healthcare workers to negotiate for better wages, working conditions, and benefits, ensuring they can advocate for improved and more advanced patient care. Relationships with unions in healthcare organizations are crucial for retaining the workforce and enhancing workers’ engagement.

These healthcare organizations and unions can work together to address workplace issues before they escalate (Burton, 2020). Additionally, a union plays a significant role in an individual worker’s defence against discrimination and provides a formal response to other complaints, such as cultural bias or discrimination.

Cultural Diversity Considerations

Cultural diversity considerations are crucial in the operations of clinical benefits affiliations and the therapy results achieved by clinical idea providers (Pandey et al., 2021). Issues like communication language, cultural preferences, and alternative perspectives on health are fundamental aspects that should be considered and managed for equal treatment of the specialists. Communication can be challenging, considering language or cultural differences, which can disrupt patients’ understanding and interaction.

• Bridging Cultural Gaps and Addressing Bias in Healthcare

These gaps should be bridged by practices such as interpreter services or cultural awareness training for clinical benefits staff. There are known and subtle biases reflecting preferences that stem from cultural disparities and influence decision-making processes and interactions with patients (Pandey et al., 2021). It is crucial to implement awareness-raising training that increases staff members’ understanding of such biases and their impact on the recipients to prevent such biases among staff. Additionally, clinical benefits affiliations should address diverse beliefs and practices regarding health, which affects patient care delivery within the cultural context.

HA 255 M4 Ethical and Legal Issues in Human Resource

Religion and otherworldliness are other factors that influence dynamics in clinical benefits. Respecting patients with everything considered suitable to regard and self-determination should be respected. Handling new specialists’ complaints arising from cultural partitions demands action, including framework examination, enforcement, and training to instil cultural mindfulness and offer straightforward channels where the staff can opine (Rego et al., 2020). Patient and employee satisfaction would improve by implementing cultural competence and equal opportunity policies in healthcare organizations.

strategies for Addressing Cultural Challenges

To foster diversity and effectively address cultural issues in healthcare organizations, the HR department needs to utilize several key tools. Specifically, providing managerial and staff training is crucial to enhance understanding and respect for cultural diversity. Such initiatives should promote cultural awareness among staff through learning and certification (Stahl and Maznevski, 2021). The cultural practices of others should be seen as opportunities for communication and continuous improvement in patient care. Equal employment opportunity is vital in creating a diverse and inclusive workforce that serves all organisation members. HR can make efforts to increase workforce diversity and promote a higher level of diverse perspectives in the organization.

• Building Trust and Promoting Diversity in Healthcare Organizations

The help of the neighbourhood presents major stages in building trust and collaboration with various partners. Clinical idea affiliations can gain ground toward establishing advertising and hear from individuals by and large concerning their administrations (Petkovic et al., 2020). System matters are another colossal district by which approaches should be invigorated by the human resource office to reflect structural changes regarding multiculturalism. This involves having strategies and shows that the activity of outrageous convictions, language issues, and diversity includes cultural partitions in the working climate (Petkovic et al., 2020). Adopting the strategies above, clinical idea affiliations will take on diversity, better consistent experiences, and increase delegate certainty through maintenance.

Conclusion

In this assignment, I have separated the main pieces of cultural diversity and legal/ethical issues as discussed in HA 255 M4 Ethical and Legal Issues in Human Resource and their application to the clinical ideas of human resource managers. The EEO laws, contracts, targets, and the NLRA show the importance of creating a substitute and inclusive work environment and stressing cultural responsiveness, correspondence, and system-making benefits the alliance’s satisfaction with its delegates.

References

Aggarwal, T. M. (2023). Prison labour and the Fair Labor Standards Act: resolving the circuit split on whether incarcerated workers are entitled to the federal minimum wage. Columbia Journal of Race and Law, 13(1), 893–929.

https://doi.org/10.52214/cjrl.v13i1.11912

Al-Swidi, A. K., Gelaidan, H., & Saleh, R. M. (2021). The joint impact of green human resource management, leadership and organizational culture on employee’s green behaviour and organisational environmental performance. Journal of Cleaner Production, 316(1), 128112.

https://doi.org/10.1016/j.jclepro.2021.128112

Burton, D. (2020). A guide to labour and employment law reforms. The Heritage Foundation.

https://www.heritage.org/sites/default/files/2020-10/BG3535.pdf?_gl=1

Pandey, M., Maina, R. G., Amoyaw, J., Li, Y., Kamrul, R., Michaels, C. R., & Maroof, R. (2021). Impacts of english language proficiency on healthcare access, use, and outcomes among immigrants: A qualitative study. BMC Health Services Research, 21(1), 1–13.

https://doi.org/10.1186/s12913-021-06750-4

Petkovic, J., Riddle, A., Akl, E. A., Khabsa, J., Lytvyn, L., Atwere, P., Campbell, P., Chalkidou, K., Chang, S. M., Crowe, S., Dans, L., Jardali, F. E., Ghersi, D., Graham, I. D., Grant, S., Smith, R. G., Guise, J.-M., Hazlewood, G., Jull, J., & Katikireddi, S. V. (2020). Protocol for developing guidance for stakeholder engagement in health and healthcare guideline development and implementation. Systematic Reviews, 9(21), 1–11.

https://doi.org/10.1186/s13643-020-1272-5

Rego, F., Gonçalves, F., Moutinho, S., Castro, L., & Nunes, R. (2020). The influence of spirituality on decision-making in palliative care outpatients: A cross-sectional study. BMC Palliative Care, 19(1), 1–14.

https://doi.org/10.1186/s12904-020-0525-3

Stahl, G. K., & Maznevski, M. L. (2021). Unravelling the effects of cultural diversity in teams: A retrospective of research on multicultural work groups and an agenda for future research. Journal of International Business Studies, 52(1), 4–22. Springer.

https://doi.org/10.1057/s41267-020-00389-9

Woodward, J. (2023). Borrowed agency: The institutional capacity of the Early Equal Employment Opportunity Commission. Journal of Policy History, 35(2), 195–218.

https://doi.org/10.1017/s0898030622000379