Managerial pay in organizations has been extended to include the overall extended working environment in organizations. United States Department of Labor pints out that the most important aspect for the organizations is to give the correct human right platform to prevail in their organizations (Kaufman, 2001). Unions have greatly succeeded in underscoring the need for a raised platform in offering the required standards without favor or discrimination in the organizations.
Human resources are obliged to ensure that all the direct and indirect human rights demands are met for their staff. However, meeting these obligations requires employment of resources which prompts the human resources managers to be lenient. Majority of the operations that happen in the industries involves risky operations that may result to possible accidents at various instances (Gary, 2009). In US over 90% of the industries provide their staff with the correct attire that acts as preventive measures to reduce the recurrence of different accidents.
Employing the concept of minimizing the operating costs and maximizing the returns Japanese firms and Canadian logging companies were major icons in breaking human rights for the staff. During the year 1999, 25% of the cases reported in Japan industrial courts were related to abuse of compensations by companies after adverse impacts to the employees (Foot, 2008). When staff is involved in extra work that takes over time beyond the dictated levels by the Departments of labor, the garnishment wages under the Consumer Credit Protection Act should be provided by the employer for the organization.
Morgan (2006) adds that unions have strictly ensured that their members are adequately paid according to the requirements. Whereas majority of the human resources managers would like to take undue advantage over the staff to work for a few more hours, it forms a major conflict with strong calls for ensuring total pay to the employees. However, majority of the European countries quantify the staff work depending on the output with guided high levels that majority of the employees are unable to meet (Charles, 2008).