Laws_of_Employment_Practices.docx(1) Laws of Employment Practices Purdue University Gl

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Laws_of_Employment_Practices.docx(1) Laws of Employment Practices Purdue University Global Laws of Employment Practices Being in Human Resource Management (HRM) there are many laws that you must... be aware of and follow. Following these laws ensures that the company in not subject to any lawsuits regarding the employment practices. Whether that be due to discrimination, harassment or termination, HRM is there to prevent this from happening. It is critical that the HRM has secure practice in place to avoid any unlawful practice s and lawsuit that way follow. Currently All Souls Hospital (ASH) is being accused of wrongful dismissal and discrimination. HRM will to looking into these claims to see if they are indeed true. ASH recently unionized and twenty-four hours prior to unionization the employee whom was the designate union representative was terminated. ASH has stated that it has nothing to do with the union and was in fact due to the employee using company equipment for personal use. However, the employee in question was on lunch at the time and was using the computer to communicate via social media. According to the National Labor Relations Board (NLRB) employers are forbidden to interfere with employees who exercise their rights to work with organization that together they will improve working conditions. One said violation of this law is terminating an employee as a form of punishment for joining the union (NLRB,2020). Based on the law and the NLRB or the employee could easily file a wrongful termina. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . [Show More]

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