Terms Used in HRM
Terms Used in HRM
Equal Pay Act
Human resource management is governed by several laws and regulations. These laws are very essential as they provide guidelines to the overall human resource practice. One of the significant rules is the Equal Pay Act of 1963 (EPA) which was legislated to stipulate the remuneration procedure in an organization. According to this Act employees are expected to pay both male and female employees equally for equal work. The Act does not promote wages and salary discrimination depending with on gender or other aspects. The terms of payments not only in terms of wages but also other bonuses, profits, benefits, vacations and holidays just to mention but a few (Noe, 2013).
For a long period, the EPA has been instrumental in HRM practices since it ensures that the recruitment and remuneration with the organization is carried out using stipulated guidelines. The Act has also been of great importance to the employees and trade unions in their attempt to pursue their rights either individually or as unions.
The EPA is a very applicable concept in human resource management. This is because the concept is very instrumental in determining the different job groups in an organization and determining the different remuneration packages for the different groups.
The most interesting factor about this concept is that most women still lag behind since most of them are not aware of its existence (Noe, 2013).
HIPPA
Another vital employment rule is the HIPPA. This is another important benefit that employers must ensure that their employees are satisfied. It is defined as the Health Insurance Portability and Accountability Act (HIPAA). The rule prohibits several discriminatory practices faced by several employees in different organizations. The rule also imposes privacy, portability, security among other health plans that ensure that employees’ health matters are catered for.
The rule is of great importance to HRM since it ensures that employees in an organization are catered for in terms of their health. It ensures that there are minimal absentees and turn over since the employees are assured of their health insurance even if they are forced to change or lose their jobs (Noe, 2013).
HIPPA is highly applicable in any work practice. This is because employees have the right to claim their insurance from their employers as stipulated in the employment rules. For instance, an employee can sue the organization if one feels that privacy on matters concerning health is not guaranteed (Messmer, 2012). Protection of health information of the employees should be upheld failure to which penalties for violation can be detrimental.
The most important thing learnt in this concept is that several other laws such as ARRA have been put forward to strengthen the rule.
ADA
This forms the other and equally important employment legislation. The Americans With Disabilities Act of 1990 (ADA) and ADA Amendments Acts have been of great concern in the American labor industry. The law strictly prohibits discrimination of employees based on their disabilities.
The law is very important to HRM since it makes the disabled to feel as part of the organizational success. Self esteem of the disabled employees is cultivated to great levels thus increasing productivity within the organization.
The Americans with Disabilities Act (ADA) and ADA Amendments Act is a very applicable concept in every workplace (Messmer, 2012). For instance, the law prohibits HRM from giving the disabled persons certain benefits as enjoyed by the able employees in an organization. Discrimination on such basis should be discouraged at all costs.
The most interesting thing about the Act is that it was first established in America with sole objective of addressing the needs of people with disability offering them protection any discrimination related to employment.
References
Messmer, M. (2012). Human resources kit for dummies (3rd ed.). London: John Wiley & Sons,.
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