Question 1
The Americans with Disabilities Act, Equal Employment Opportunities, Equal Pay Act, Fair Labor Standards Act, and the Occupational Safety and Health Act are all important employment laws. The employment laws as much as they are good for the community in that they help in covering the minority groups they act as a limitation to hiring managers. The Americans with Disabilities Act law can limits employers from choosing physically fit employees for their job opportunities available. In the work environment, with the law in practice, employers are mandated to provide equal employment opportunities for disabled people who limit the chances for abled manpower working. The Equal Employment Opportunity and Equal Pay Act as well limit the chance for employees to pick their favorable employees who they need.
Fair Labor Standards Act and Occupational Safety and Health Act both work at improving the conditions in which employees work. However, to employers, these policies may come as expensive endeavors since they require huge capital spending. As a result, employers find that the acts limiting in terms of their intentions to ensure that there is profit maximization. Various labor laws thus may be good for employees but limiting to employers in a bit to ensure that there is maximized output, quality of services and maximum revenues (Wentz, Jaeger, & Lazar, 2011).
Question 2
The laws can be used to narrow down the best candidate in various aspects. The laws look at equality in terms of gender, persons with disabilities and even equality in the pay structures. In such a case, employers can easily select employees based on the law and achieve best manpower they require. In some applications, employees might face huge numbers of applications. In the huge numbers, most of the applications will be overlooked at the employers will easily leave out some potential employees who have the capability of performing their duties at their best.
With the law detailing the selection criteria, employers can conduct an elimination process based on equality, salary requirements and the employee expectations. As a result, there will be a smaller number of employees ready for the job vacancy that is available. Scaling down employees based on the rules and regulations placed helps the human resource department perform a proper scanning of the available employees to determine if they are a perfect fit for the job. Consequently, the employers pick the best candidate easily for the jobs which is important for the organizations or companies (Murphy, 2000).
Question 3
The laws with regards to employment are used in the interview process to ensure that the candidates taken are the best for the various roles that they are given. The employers can use the reference to the law to find out whether the employees are best fit for the various roles that the opportunity provides. Different opportunities provide varying work descriptions which employers have to find that the recruits are best fit for the various roles. The importance of the law comes in when it comes to the factor that requires narrowing down and eliminating candidates in interview processes.
Employers prefer to use the laws set aside in the interview processes to pick the candidates fit for the opportunities available. For example, on the basis of equality, employers are able to choose candidates who are able to meet the various needs of the society. In an interview process, the laws will help in eliminating the candidates that the employers do not require in terms of meeting the minimum requirement (Stander, & Theodore, 2008).
Question 4
The laws can be used in determining job descriptions in the job postings. Employers can use the laws to list the jobs and describe what they require. For example, an employer can describe a job in terms of gender, salary range and disability status. In such a selection, interested candidates will be able to choose whether to apply for the job based on the fact that there are requirements they need to meet before applying (Burstein, 2008).
The use of the law to show the candidate the job descriptions available is important in helping developing a criterion for selecting new people. The use of the criteria is important as it helps the employers receive applications for the candidates who are a good fit for the jobs. For example, a job requiring female candidates and paying a salary range of from $500 to $1000 will only receive female candidates who expect such salaries. On the other hand, without such categorization, many interested candidates who require jobs will apply and the human resource department will get a hard time to determine the best candidates to interview (Levesque, 2011).
Conclusion
The various laws set aside are important for the human resource departments in various organizations and companies. The laws may be limiting to employers but also important when it comes to categorization of candidates and providing opportunities for the employers to screen the required candidates. It is thus important to have the various laws to help the employers in job categorizations, interview process and narrowing down to the best candidates required.
References;
Wentz, B., Jaeger, P. T., & Lazar, J. (2011). Retrofitting accessibility: The legal inequality of after-the-fact online access for persons with disabilities in the United States. First Monday, 16(11).
Burstein, P. (2008). Discrimination, jobs, and politics: The struggle for equal employment opportunity in the United States since the New Deal. University of Chicago Press.
Murphy, T. E. (2000). Female Wage Discrimination: A Study of the Equal Pay Act 1963-1970. U. Cin. L. Rev., 39, 615.
Levesque, R. J. (2011). Fair Labor Standards Act. In Encyclopedia of Adolescence (pp. 921-922). Springer New York.
Stander, L., & Theodore, L. (2008). Occupational Safety and Health Act (OSHA). Environmental Regulatory Calculations Handbook, 397-451.
