'Legal Implications for Human Resources Management\r'

'Human imagerys ar the most important resources in an memorial tablet and at that show is a need for humane resource concern to consider statutory implications for e truly decision they coiffe in take c ar to employee benefits.\r\nToday, organizations ar fontd with many quarrels in sustaining a strong-motivated workforce. To visit that an organization retains the beaver human resources, several measures are put in place key of which is employee benefits, which is assumption to the top or executive employees as a indigence to ensure that the organization retains such employees. Employee benefits range from organization to organization but gener aloney, they include short-term benefits, long-term benefits, passing benefits as swell up as post-retirement benefits. (Armstrong, 2002).\r\nPay break is one of the greatest replications that companies face with regard to employee benefits. Although the hire gaps apprise be explained by human uppercase differences, the travel patterns of different employees, at that place is excessively the some opposite dimension of occupational segregation as well as oeuvre segregation, which has been bring to bring disparities in regard to employee benefits. (Lowman, 2002). Pay gap can be a source of demotivation of staff as well as a leading cause of neglect of unity of purpose in an organization.\r\nWhenever an organization decides to vantage men differently from women this can be a source of conflicts in the organization and it is therefore, major quarrel organizations are faced with today. Pay gap characterized by gender is a legal problem as it boils down to inequality in the workplace. This has implications both for the employees bear on as well as the organization given the fact that, these differences in employee benefits allotment creates a opinion of discontentment. In situations where the difference in constitute is as a result of aim of education or work experience, then this is under standable. However, often employee benefits eat been found to be abused by human resource managers in designing rewards. (Thrope, 2000).\r\nDiscrimination oddly establish on race, gender, nationality and color is a major issue that companies face with regard to employee benefits. It is evident that, the economic gage of employees is very much dependent on other variables such as race, color and nationality some function which can be seen as a major issue that companies face with regard to employee benefits.\r\nThe fact that there are very many immigrant workers in the USA, has created an enabling environment whereby employers can abuse the rights of employees in regards to employee benefits without having to worry about legal implications since most immigrant workers do not oblige reasonable papers and it is therefore, not possible for such employees to compact legal actions against employers even whereby there are cases of discrepancies in acquainting of employee benefits. ( Lowman, 2002).\r\nThe other challenge facing companies with regard to employee benefits is the requirements by the law for a minimal absorb rate. This is an issue in that, many companies have been hale to disregard employee benefits citing the mandatory minimum wage restore as being burdensome and being non-responsive to ever-changing market place situations. For instance, the wage gear ups fail to bear in mind that times are changing and contender is becoming stiff with globalization and pegging rewards on other factors other than market forces is likely to have a negative impact on employers decisions regarding to employee benefits. As a result, many employers are less leading to award employee benefits solely because they consider the minimum wage limit requirement as burdensome and exorbitant. (Armstrong, 2002).\r\nOver emphasis of pay as a air of motivation is a major issue that companies face in regards to employee benefits. Many companies offer employee benefits in terms of fiscal value in total disregard of assure showing that money is not always a motivator to every employee as there are some employees who work for different reasons other than money. The challenge companies face in this regard is to reform their employee organization to reflect different needs for their employees. (Thrope, 2000).\r\nFinally, there is the predicament of just how effective are employee benefits in increase performance? Employees’ benefits as administered in many companies are meant to boost the morale of employees as the prospects of employee benefits is thought to have a positive impact on employee obedience and commitment to duties. However, the issue arising here is the fact that, by just giving post-retirement benefits or long-term benefits as well as travel allowances, this does not mechanically guarantee that employees will remain loyal and act to the organization.\r\nTo deal with the issues raised above, organizations need to work on progra ms, which are agreeable to both employers and employees by involving employee unions in designing of employee benefits packages. This will ensure that every affair is taken care of. Another important thing that organizations ought to do to deal with the issues above is to address human capital differences, especially those differences arising from other factors other than level of education or work experience.\r\nThere is as well as a need for organizations to put in place strict rules and regulations as well as workplace policies to do away with any form of favouritism in the workplace, which ultimately reflects on the awarding of employee benefits. It is also important that organizations de-emphasize employee benefits as a form of motivation and opt for other types of rewards, which have runty monetary connections. If the above is done, the problem of ineffectiveness of employee benefits will be dealt with and organizations will address the challenges of employee benefits.\r\nP otential afterlife issues that organizations will catch regarding employee benefits may include; luxuriously demand for tuition reimbursement considering the fact that due to quick spread of information technology, new knowledge is released into the market at a fast rate, which means employees have to keep updated through employee training. Another area or potential future issue that organizations may encounter in regard to employee benefits is any new legislations especially aimed at either legalizing the immigration status of all immigrant workers or expelling the immigrant workers. (Lowman, 2002).\r\nIn conclusion, it has emerged from the above parole that, major issues that companies face with regard to employee benefits include; pay gap, gender discrimination, over emphasis of employee benefits as a form of motivation as well as lack of clarity on the effectiveness of employee benefits to employee performance. It has sour evident that organizations need to de-emphasize on employee benefits as a form of motivation and in addition, there is a need for employers to deal with the problem of discrimination as well as the discrepancy in pay gap. Lastly, employers need to reposition themselves in cockiness for future legislations, which may have impact on employee benefits such as legislations on immigration and minimum wage limit.\r\nReferences\r\nArmstrong, M. 2002. PP.110-120. Employee reenforcement. 3rd Ed. CIPD.\r\nLowman, R. 2002. PP.104-109. California School of organisational Studies Handbook of Organizational Consulting Psychology. Jossey-Bass.\r\nThrope, R. & Homan, G. 2000. PP. 89-93. Strategic Reward System. FT. Prentice Hall.\r\n \r\n'