Business Management - Human resource management: changes in HRM Resulting
from Changes in Attitudes, Technology and Legislation
Legislation and discrimination
Diversity and Equal Employment Opportunities legislation is designed to
protect the rights of employees and to ensure that they are not
discriminated against by management or by fellow employees.
The discrimination may take the form of:
* sexual harassment
* employment preference
* denial of training and transfer
* lower benefits than similar employees
In relation to occupational health and safety, management must ensure that
the policies and procedures that the organisation implements focus on:
* securing the health, safety and welfare of the employees
* protecting the employees against risks to health and safety
* assisting to secure a safe and healthy environment
* eliminating risks to employees in the workplace
* providing for the involvement of employees and employers in the
development and implementation of OH and S standards for the workplace.
Management of organisations must develop and implement policies and
procedures to ensure that the diversity within the workforce generally and
the specific employee base of the organisation is recognised and treated
justly and fairly.
Affirmative action policies and practices may also need to be altered by
management. The policies in this area are aimed at providing proactive
means to ensure that women are not discriminated against in that workplace
and that they are provided with equal opportunities in relation to
recruitment, selection, training, promotion, remuneration and terms of
dismissal or termination of employment.
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