There are various laws that govern the operations of a business and have to be adhered to; this ensures that there is smooth business operation. Chapter four of the book “Employment Law for Business” focuses on the legal construction of the employment environment. The chapter mainly looks at the [people who work as Human Resource who are considered to be valuable business assets. The chapter focuses on the handling of employees from the recruitment stage up to when they start working in a business. During recruitment a disabled person should not be asked questions concerning his/her disability. The employer should find means to accommodate the disabled person just; like any other employees and given the chance to work in a suitable environment. Misrepresentation and fraud in the process of hiring employees is against the law, the misrepresentation can be either verbal or written an employee can take legal action in such a case. When advertising for recruitment positions, a business should make the process free and fair. The process of promoting from within should be taken with caution, there should be various factors to consider such as gender balance when giving promotions from within a business organisations.Before the promotion takes place there should be interviews to select the most suitable candidate. The hiring process should follow a given procedure which starts from application, interview, background checking, selecting suitable candidate and finally hiring. Each process should be fairly and legally done to ensure that the best employees are selected. Incase an employee is not hired, there should be a reason given as to why he/she was not given the position. An employer should be able to gather all the relevant information concerning a potential employee. Eligibility tests should be conducted within the business to determine the legible and illegible employees. The chapter has focused more on the discrimination of employees and the legal actions that ought to be taken.
The chapter focuses on the affirmative action and the reason why it was created. The history of affirmative action is a long one and gives different reasons why people ask for this action. Affirmative action is used for the sole purpose of ensuring that there is equality in employment. It is mainly an action by the employer to consider the minority groups and gender balance when selecting the best employees. Executive order 11246 acts as the guiding policy i9n ensuring that affirmative action is taken in any business environment. An affirmative action plan evaluates and ensures that there is no discrimination in hiring new employees. Corporate management compliance regulations are used to evaluate the process of employees rising up the ranks in a business setup. Through this evaluation it is possible to identify the barriers that hinder employees from advancing in their employment positions. Labor secretaries have the right and mandate to impose penalties on any business organization that does not equality in its employment positions. Voluntary affirmative action is a move that a business organization can take business growth and equality. The chapter describes affirmative action as something that should be voluntary based in any business organization. Diversity encourages the interaction of different employees and different skills are introduced into the business. Business policies that encourage diversity ensure that the management and the business at large do not have to handle any crisis arising from affirmative action.
Alexander, Dawn, and Laura Pincus Hartman. Employment law for business. 3rd ed. Boston, Mass.: Irwin/McGraw-Hill, 2001. Print.