Brief Information on the Development of Employment Law

Overtime – The U. S. Department of Labor provide a new set of guidelines with regards to overtime pay (Steingold and Schroeder, 2007, p. 56). People earning less than $23,600 a year specifically those who are employed with blue-collar jobs automatically qualifies for overtime pay regardless of their physical tasks. Most people earning at least $100,000 or more per year who works in an office setting that do not require manual work are excluded from overtime pay.

Highly-paid individuals will not be able to enjoy the overtime pay just like before and most of those workers earning less than $23,000 per year will enjoy the new rulings regarding overtime pay. In addition to that, trainees for an entry level that needs close supervision are not also eligible for overtime pay. Equal Employment Opportunity – The Department of Labor disapprove the following instances that fall to employment discrimination such as rejection to hire a qualified candidate for a vacant position because of sexual orientation or because of religious background (Irving, 2008, p.

87). Labor law regarding equal employment opportunity also discourage harassment during course of employment and discrimination on compensation which set double standards regarding employee’s disability, creed, color, race, age, gender, ancestry or rational origin. Immigrant Protection – The Labor Law is very strict regarding the policy of foreign workers. Regarding this issue, our organization strongly supports no illegal alien can perform work under the contract with Company X.

Minimum Wage – In general, employers may pay their employees by a selected method aside from hourly basis like by commission basis or employees can be paid completion of one task or by piecework. The general rule is that any employee must receive the hourly rate prescribed by the State Labor Law and it must not be under the current minimum wage (McGillivary, Borgen and Glenn, 2004, p. 94). Wages Paid – Upon termination of the employee, employers are expected to settle the terminated employees’ pay in timely manner depending on the computation stipulated under the Labor Code.

The Labor Laws also imposed the prescribed payment rules regarding the categories of separation and each category has its own computation of wages (Ullman, 2003, p. 173). Worker’s Privacy – Since the company is engage in providing customer call center service, the company is very strict with regards to the privacy of the company as well as the privacy of its employees. The Labor Law strongly protects the right of each party, employers and employees side (Zemliansky, St Amant and Madison, 2008, p. 194).

Generally, an employer does not have the right to search an employee’s briefcase, handbag, locked storage locker or desk drawers or the person itself without permission from the employee. In our case, all exchange telephone calls and inquiries provided by the employees to the customer are strictly recorded at all times to secure high-quality customer service. Personal calls, private conversations and voice messages beyond employer’s concern are sternly acknowledge by the company. Monitoring during working hours is being done in order to deal with security risks and appropriate customer service (Solomon and Schueler, 2006, p. 12).

This is also to steer clear of sexual harassment and unacceptable performance of employees (Viollis, Roper and Decker, 2005, p. 70). Drug and Alcohol Testing – Prior to hiring employees, drug and alcohol testing will be done by the employer and the conducting testing program authority. The use of alcohol and drug during working hours is strictly prohibited and may mean immediate unemployment as establish under the Labor Law. This ruling deters the presence of alcohol, drugs or any possible substance that can be abuse in the workplace.

Since Company X provides a customer call center service, therefore strongly supports the drug free workplace program set by the Department of Labor (Farr, Ludden and Mangin, 2000, p. 537). Sexual Harassment – The Labor Law distinguish that sexual harassment in the workplace falls under the form of sex discrimination. Although we are in a fast-pace changing world, sexual harassment is still not acceptable and every employee, men and women have the potential of being harassed but sexual harassment should not be tolerated (Dipboye and Colella, 2005, p. 115).

The Labor Law strictly condemn such behaviour and any employee can submit their complaints with their Human Resource Department to address directly the person who is responsible for such act of harassment (Zachary, 2008, p. 26). Health Care – The Department of Labor has issued a proposed regulation which covers various issues regarding the employees’ use of Family and Medical Leave Act. The proposed ruling embodies the general regulations which the employees must abide to qualify for such eligibility and intermittent leave.

These acts protect both the employer and its employees from any legal predicament (Gordon, 2005, p. 19).

References

Blainpain, Roger, Ameglio, Eduardo J. (2004). The actors of collective bargaining: A world report. USA: Kluwer Law International. Dipboye, Robert L. , Colella, Adrienne (2005). Discrimination at work. USA: Routledge. Farr, Michael, Ludden, Laverne L. , Mangin, Paul (2000). Enhanced occupational outlook handbook. USA: Jist Works.