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Human resources management roles and responsibilities
Roles of the human resource manager
Human resources management roles and responsibilities
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Human Resource management plays a major role in all organizations. Human Resources Management departments are in position to protect the organization and the employee from the various laws. The importance of human resources management in health care is a very dynamic in that the human resource management department has deals with rules regulations pertaining to non – clinical and clinical personnel. Over the past 80 years the legal aspects of human resources has transformed. Establishing the right kind or employee to form unions and define certain parameters as the time frame of the work day and employee’s right’s (Fallon and McConnell, 2014). Not having a human resource management in place can be costly to the organizations I f not in compliance with the legislations laws. In this paper I will discuss five major laws that passed legislation and the impact they have had on human resource management in healthcare.
Taft- Hartley Act The Taft-Hartley Act (61 Stat. 136), also known as the Labor Management Relations Act of 1947, was designed after a great number of large-scale strikes had nearly disabled the automobile, steel, and packing industries (Department of Labor ,2015). These major strikes cause an effect on
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This act allows employees to receive punitive and compensatory damages. Punitive damages are damages that punish the defendant. Compensatory damages are damages for financial and /or psychological harm. This legislation applies employers with 15 or more employees. The damages are based on the size of the organization. This legislation act in enforced by the Equal Employment Opportunity Commission. This 1991 legislation law extended the efforts of individuals collecting damages related to sex, religious, or disability- related discrimination. This amendment prohibits quotas which are diversity goals to increase the number of protected class in a workforce (Gomez-Mejia, Balking & Card,
Hamblett, M. (2004, August 26). 2nd Circuit: Impact of Employer Acts Grounds for Suit: Court rules on disparate impact theory of recovery. New York Law Journal. Retrieved April 4, 2005 from http://www.law.com/jsp/article.jsp?id=1090180422885
The Railway Labor Act is “a unique bill that was jointly crafted by labor and management” (Budd 117). It was created as a law in 1926, airlines were added to this in 1936, and they are both still regulated by this today. This act was created to help stop strikes at work that could interrupt interstate commerce, such as depriving any part of the country essential transportation services. There were decades of railroad labor unrest, where widespread work stoppages pitted federal soldiers against the workers who were striking. Two years prior to the signing of this act, President Calvin Coolidge wanted Railroads and Unions to recommend legislation for better labor and management relations that would reduce the dangers of railroad shutdowns. They
Tensions between union supporters and management began mounting in the years preceding the strike. In April of 1994, the International Union led a three-week strike against major tracking companies in the freight hauling industry in attempts to stop management from creating $9 per hour part-time positions. This would only foreshadow battles to come between management and union. Later, in 1995, teamsters mounted an unprecedented national union campaign in attempts to defeat the labor-management “cooperation” scheme that UPS management tried to establish in order to weaken the union before contract talks (Witt, Wilson). This strike was distinguished from other strikes of recent years in that it was an offensive strike, not a defensive one. It was a struggle in which the union was prepared, fought over issues which it defined, and one which relied overwhelmingly on the efforts of the members themselves (http://www.igc.org/dbacon/Strikes/07ups.htm).
Today, many health care organizations have been forced to reduce their workforce due to the downturn of the economy. Marshall and Broas (2009) state that whenever health care organizations conduct a reduction in force (RIF); there is the potential for legal risk. However, with proper planning and implementing, employers can minimize the risk of litigation (Marshall & Broas, 2009; Segal, 2001). Hence, before carrying out a 10% reduction in workforce, there are a number of steps that need to be taken to ensure it is successful.
The Pullman Strike of 1894 was the first national strike in American history and it came about during a period of unrest with labor unions and controversy regarding the role of government in business.5 The strike officially started when employees organized and went to their supervisors to ask for a lowered rent and were refused.5 The strike had many different causes. For example, workers wanted higher wages and fewer working hours, but the companies would not give it to them; and the workers wanted better, more affordable living quarters, but the companies would not offer that to them either. These different causes created an interesting and controversial end to the Pullman strike. Because of this, questions were raised about the strike that are still important today. Was striking a proper means of getting what the workers wanted? Were there better means of petitioning their grievances? Was government intervention constitutional? All these questions were raised by the Pullman Strike.
Something also known as the "American Plan" consisted of the corporate leaders wanting open shop, which received the support of the National Association of Manufacturers. It busted unions in the 20's because unions were viewed as un-American and subversive. Union power was also hurt by actions by the Justice Department and the Supreme Court. As a result, union membership seriously declined. One piece of legislation, the Norris-LaGuardia Act of 1932, prohibited the use of injunctions against certain union practices such as strikes and boycotts....
The act put a stop to many unfair labor practices started by employers. The Wagner Act deemed it “unfair” for managements to “interfere with, restrain, or coerce employees” in exercising their now legally sanctioned right of self-organization (Sloane, Whitney, pg. 87.) It also ensured that employers could not discriminate on an employee based on the employees’ union involvement, in regards to hiring and firing. It also forced employers to bargain with their employees’ representatives.
While many of the laws and regulations that arose out of the labor movement protect workers and define employer’s responsibilities, there has been significant pressure from employers to ensure that their organization does not organize. Dias (2009) states that “most organizations feel the constraints of having a union organization are too great”; negatively affecting the organization’s cost of operation and efficiency (p. 278). In response to the organizational desire to remain union free, Human Resource Managers (HRM) have an important role to play in regards to employee relations within organizations (Dias, 2009). Dias (2009), identifies three phases of unionization, the first is the “organization is union free and there is little to now interest in unionizing” (p.
The strike affected much of the country, and it had great influence on public opinion on the rights of workers. It showed how the roles of management and the roles of government handled this situation. The Pullman Strike of 1894 and its aftermath had a huge effect on the course of the labor movement in the United States. The use of federal troops and the labor injunction sent a message to U.S. workers that would not change until the new deal of the 1930s. George Pullman was no longer look at as the great enlightened employer who took care of his workers, but a greedy intolerant man. After the strike he was worried that people would rob him so when he was buried he had it lined in concrete so no one could. The Pullman strike ultimately was unsuccessful at the time. Workers were sent to jail and many couldn’t find any jobs after. Although, it was successful in several ways. The federal government was involved for the first time in history because of a strike, and because they all took a stand for their human rights it impacted the future and how workers are treated
...e general public was finally beginning to recognize that workers had the right to both organize and strike. The federal government was also taking note of the plight of factory workers. In 1895, the Supreme Court stated that it was charged with the duty of regulating interstate commerce (Doc. H). Overall, labor unions produced chain reactions that caused others to make strides toward equality within society.
There are many challenges when it comes to our health care system that define the future strategic direction. The one chosen for this paper are reform and legislation, information technology advancements such as the electronic medical record (EMR)/ electronic health record (EHR), access to health care including the uninsured and those in the poverty levels, maintaining a skilled workforce and Pay for performance. These challenges pose threats to our health care system planning for the future.
The National Labor Relations Act of 1935 is a statute enacted to guarantee the rights of private sector employees to form trade unions, engage in collective bargaining with employers, and take collective action (striking for example) if necessary. It also created the National Labor Relations Board (NLRB) in order to enforce the act, aid in the collective bargaining process, and investigate and remedy unfair labor practices. This came about after years of unrest amongst the working class and the negative effects unfair labor practices were having on commerce.
Labor unions in the late 1800's set out to improve the lives of frequently abused workers. Volatile issues like the eight-hour workday, ridiculously low pay and unfair company town practices were often the fuses that lit explosive conflicts between unions and monopolistic industrialists. Some of the most violent and important conflicts of the time were the Haymarket Affair and the Pullman strike. Each set out to with similar goals and both ended with horrifying consequences.
“From what now are considered to be a set of defined duties, human resources originated and cultivated in the same manner as finance, purchasing, and other organizational areas. Health care organizations, especially hospitals, were once seen as fundamentally low-pressure environments that offered an escape for individuals who have at times been described as indus...
Labor relations emerged as response towards combating the economic unrest that accompanied the 1930 Great depression. At this period, massive unemployment, decreasing salary and wages, and over competition for jobs despite poor working conditions, was being experience; especially in the US. In turn employees were aggravated and therefore resorted to labor strike that often escalated to violence. To avoid such incident that could potentially harm further an ailing economy, the US government set precedent by passing their first related Labor relationship act, also referred to as the Wagner act. This act excluded public sector and some employees in the informal sector, farm workers to be specific. However, the progressive change in business and labor environment, necessitated changes in the labor laws to ensure they are more inclusive (Haywood & Sijtsma, 2000).