EMPLOYMENT LEGISLATION

Employment legislation and workplace fairness

Employment legislation and workplace fairness

Introduction

As globalization continues to increase the degree of diversity in the modern day workplace, it becomes common to see people belonging to differing races, ethnicities and religions working under the same roof without any form of hostility or prejudice between them. However, this does not change the fact that not all organizations are fully prepared and adequately suited to deal with diversity. This makes it necessary to put an external intervention into place so that organizations that face challenges in dealing with diversity can have a framework to follow. In addition, the inability of an organization to make use of a diverse workforce places the organization in a position where it loses valuable human capital. The following discussion will explore the relevance of the regulation of employment practices in an attempt to determine if the regulation of employment practices is leading to increased workplace fairness. In order to do so effectively, the paper will make use of relevant legislation, academic theory and examples of case law.

Workplace fairness and the organization

Effectively ensuring fairness, then, is a critical constituent of achievement for today's employer. If individuals are given rewards of meaning to them personally, then the individuals' perceptions will more than likely be positive, which in turn will give a positive reaction to the organization. An organization should regard and respect the human rights as fundamental to its corporate activities, and should actively and sincerely commit to human right protection activities. It is vital that persons accept each other as persons and respect each other's human rights.

Human rights and the organization

An organization should regard human rights as fundamental to its corporate activities, and is actively and sincerely committed to human rights protection activities in the strong conviction that human right violations are impermissible. In addition to ensuring the swift resolution of problems involving human rights an organization should establish principles, regulations, and systems to enable the creation of a friendly, productive working environment in which employees can fully harness their abilities. Training and informative undertakings are also in location to constantly raise employees' perception of human rights (Wu 2002, 105). Issues created due to diversity and harassment is a part of employee rights. The organization should engage in human rights protection activities it's important for the organization and its employees and employer to comply with regulations in all the countries wherever located prohibiting child labour and forced labour and striving to improve the level of respect for human rights and employment opportunities by means of instructions and assistance from legislative policies that apply in the context.

The organization should also work with local authorities, other corporations, and external organizations to develop social activities further, and should constantly make known this message of respect for human rights to local communities. Such undertakings will fulfil the social blame as a company the authority functions in ethics in general are productive connection, good-decision making, managing conflict and change in ethical ...