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"Ignorance of Law Is - Excuse": CH 3: Legal Environment of HRM

The document discusses laws related to human resource management (HRM) in several countries. It outlines key provisions of the 1964 Civil Rights Act and its amendments in the United States that prohibit discrimination in employment. It also mentions HRM laws in Bangladesh that cover issues like appointments, workplace health and safety, working hours, benefits, unions, and dispute resolution. The laws in Canada and some European countries are also briefly discussed and compared to those in the US.

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50 views8 pages

"Ignorance of Law Is - Excuse": CH 3: Legal Environment of HRM

The document discusses laws related to human resource management (HRM) in several countries. It outlines key provisions of the 1964 Civil Rights Act and its amendments in the United States that prohibit discrimination in employment. It also mentions HRM laws in Bangladesh that cover issues like appointments, workplace health and safety, working hours, benefits, unions, and dispute resolution. The laws in Canada and some European countries are also briefly discussed and compared to those in the US.

Uploaded by

Showkat
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Ch 3: Legal Environment of HRM

“Ignorance of Law is ___________ excuse”

Almost every U.S. organization, public and


private, must abide by

the 1964 Civil Rights Act

its 1972 amendment

other federal laws regulating employment

State and municipal laws may go beyond federal laws.


Laws Affecting Discriminatory Practices

The 1964 Civil Rights Act

 outlawed racial segregation and discrimination in


employment, public facilities, and education

 Title VII covers hiring, promotion, dismissal,


benefits, compensation or any other terms, conditions,
or privileges based on race, religion, color, gender, or
national origin

Organizations must have at least


15 employees to be covered.

Video: Robert Johnson: Diversity at the Top


HRM in a Global Environment
Laws affecting HRM vary greatly by country.
60/100-hour work-weeks not uncommon.
China China’s recent labor laws seek to protect
employees from such practices

Canada Canadian laws closely parallel those in the U.S.

Mexico In Mexico, employees more likely to be unionized

Australia’s discrimination laws not enacted until the


Australia 1980s

Representative participation (work councils and board


Germany representatives) put labor on par with management
and stockholders
Current Issues in Employment
Law
• Are Women Reaching the Top of Organizations?
– Comparable worth - determining fair pay for both female-
oriented jobs and male-oriented jobs based on
comparable skill, effort, and responsibility.

– Glass ceiling (Seems transparent but invisible


barriers): lack of women and minority representation at
the top levels of organizations.

– Affirmative Action: Organizations have to take measures


to reduce past discrimination
HRM-related Laws in Bangladesh

The Bangladesh Labour Act, 2006, as amended in


2018, and Bangladesh Labor Rules, 2015 has
updated and consolidated various important Laws &
Rules related to HRM practices, including the
following:
1. The Employment of Labour Act, 1965
2. The Factories Act, 1965
3. The Shops and Establishments Act, 1965
4. The Industrial Relations Ordinance, 1969
.
HRM-related Laws in Bangladesh
The following important Provisions, among many
others are covered in the Labour Act, 2006:

1. Appointment and conditions of employment


2. Health, hygiene, safety and welfare measures
3. Working hours, overtime and leaves
4. Compensation for injury/accident, death and
permanent disability
5. Maternity welfare benefits
.
HRM-related Laws in Bangladesh

6. Trade unions, industrial relations and


dispute settlement, labour court
7. Provident fund, workers’ participation in
profit
8. Retirement and exit benefits
9. Offences, penalties and procedures
10. Administration, Inspection and
Implementation of the Act etc
.
HRM-related Laws in Bangladesh
The scope of the Labor Act 2006 has also been
widened to include NGO's, Hospitals etc. Besides,
this new Act has enhanced the powers of the
Labor Court as a result of which the Court will
now be in a position to issue stay order, injunction
and in some cases it can even realize the wages of
workers through sale of employer's property by
auction. This new Act has brought about a lot of
important changes in the field of labor
management.
.

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