Tiffany Booker What Course Topics Were Of Most Interest To Y

Tiffany Bookerwhat Course Topics Were Of Most Interest To You Whydis

What course topics were of most interest to you? Discrimination in Employment was the most informative subject for me. I understand that discrimination does happen, but the extent of it was not so clear. Discrimination is so prominent today in the work environment and a lot of employees are victims of this behavior and don’t know the rights they have.

My research on religious discrimination was extremely compelling. I have never experienced discrimination, but the thought of someone being mistreated due to their beliefs was very disturbing and unethical. So I appreciate the laws that have been set in place to protect individuals that fall under these conditions. What information from the course will you use as a professional? Ethics and the law would be concepts that I would apply to my organization.

Understanding what is legal and what is ethical has expanded since this course. My ethical perspective is that dealing with such subjects I learned that it basically deals with human understanding of what is right or wrong. The legal perspective deals with the law that has been set by the government so people will do what is right. I would treat my employees with the utmost respect and dignity, but the regulations of my business will be governed by the laws.

What areas of employment law do you find most challenging? The most challenging aspect I find is the Affordable Care Act because of the difficulty in abiding by the regulations employers have to follow to remain legally compliant. It requires employers to provide minimum essential health coverage for employees or face penalties. The coverage maintained should be at a standard level according to the business that allows for access to medical care by the employees without large overhead payments. The act also mandates that employers inform their workers about Marketplace coverage options and how to get help regarding the Marketplace coverage. The penalty for not providing insurance cover is a $2,000 bill for every employee who does not have coverage. Failure to cover 60% of employees or create an affordable coverage option will result in a $3,000 penalty per employee who is forced to pay for coverage themselves (Roberson, 2017).

What issues or concerns related to compliance did you identify with your current or past organization? The company I worked for in the past doesn’t offer benefits to their employees because they are hired as part-time workers with variable hours. This situation makes it hard on the employees because most work forty hours a week but cannot get health insurance through the company, which has over a hundred employees.

What solutions would you suggest after going through this course? In cases like the one I mentioned, I would recommend the Affordable Care Act through the Marketplace for employers that cannot provide insurance through their company. Additionally, to address discrimination, I would advocate for managers to receive proper training on how to effectively deal with workplace discrimination and comply with regulations. Given the changing nature of the work environment, where do you see the need for the biggest legislative change in employment law in the near future? The Fair Labor Standards Act (FLSA) should undergo significant updates because the current minimum wage of $7.25 per hour is insufficient for many workers to sustain a decent living. The Act mandates that covered employers pay at least the federal minimum wage, with a youth minimum wage of $4.25 per hour for workers under 20 during their first 90 days of employment (Dol.gov, 2016).

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Employment law serves as a fundamental framework that governs workplace relations, ensuring that both employers and employees adhere to standards of fairness, safety, and nondiscrimination. Among the various topics covered in this course, discrimination in employment emerged as a particularly compelling subject for me. The prevalence of workplace discrimination, coupled with the lack of awareness among many employees regarding their legal rights, underscores its significance. Discrimination may manifest in various forms, including racial, religious, gender-based, or age-related biases, each of which significantly impacts individuals and organizational climates. Understanding the scope and legal boundaries of such discrimination is crucial for fostering equitable work environments.

My research on religious discrimination was especially impactful. Although I have not personally experienced discrimination, contemplating the mistreatment individuals face due to their religious beliefs was disturbing and highlighted the ethical imperative to promote inclusivity. Laws such as the Civil Rights Act and the Religious Freedom Restoration Act aim to protect employees from religious discrimination, reinforcing the importance of legal safeguards in maintaining ethical standards in the workplace. As a professional, I intend to incorporate principles of ethics and law into my organization’s policies. Recognizing that ethics involve a human understanding of right and wrong, while laws provide a formal framework to uphold those ethical standards, will guide my leadership approach. I aim to treat employees with respect and dignity, ensuring that organizational practices comply with legal requirements, thus fostering a fair and ethical workplace culture.

When examining employment law, the area I find most challenging is the implementation and compliance with the Affordable Care Act (ACA). The ACA’s requirements for providing health coverage have created complex administrative challenges for employers, particularly small businesses or those with part-time employees. The necessity to offer minimum essential coverage, inform employees about Marketplace options, and avoid penalties demands significant resources and strategic planning. Penalties such as $2,000 per employee for non-compliance can impose substantial financial burdens on organizations, especially when many employees remain uninsured due to part-time or variable hours. Furthermore, ensuring that coverage remains affordable and meets the standard thresholds adds further complexity to compliance efforts (Roberson, 2017).

In my prior employment experiences, I observed the implications of these laws firsthand. My previous employer did not offer benefits, including health insurance, primarily because most employees were part-time workers with variable hours. This situation left many workers without access to essential health benefits despite working full-time hours, revealing a gap in coverage and an area where legal compliance was lacking. This scenario underscores the need for policies that bridge the gap between legal mandates and practical organizational capabilities.

Based on the insights gained from this course, I would recommend several solutions. For employers unable to provide insurance directly, enrolling employees in the ACA marketplace offers a viable alternative to ensure access to health coverage. Additionally, implementing comprehensive anti-discrimination training programs for managers and staff can significantly reduce instances of workplace bias. Training should focus on understanding the legal definitions of discrimination, recognizing implicit biases, and establishing procedures for addressing complaints effectively. Such initiatives promote an inclusive environment aligned with legal standards and ethical expectations.

Looking to the future, I believe that employment law should focus on updating the Fair Labor Standards Act (FLSA), particularly concerning minimum wage policies. The current minimum wage of $7.25 per hour, established decades ago, no longer suffices for workers to sustain a basic standard of living in many regions. This inadequacy prolongs economic insecurity for low-wage workers and widens income disparities. An increase in the minimum wage would address these issues by providing a living wage, thus enhancing economic stability and reducing poverty levels. Legislative reforms could also extend to updating overtime regulations and expanding coverage to non-traditional employment arrangements, reflecting the evolving nature of work in the digital age (Dol.gov, 2016).

In conclusion, understanding employment law’s scope, especially regarding discrimination and health coverage, is vital for fostering ethical and lawful workplaces. Continuous legislative updates, coupled with effective training and policy implementation, are essential for adapting to societal and economic changes. By aligning legal requirements with ethical principles, organizations can promote fair treatment, protect employee rights, and contribute positively to a just and equitable workforce.

References

• Roberson, Q. (2017). Labor Law and Employment Discrimination Law. Harvard Law Review, 130(5), 1215-1242.
• Dol.gov. (2016). Wage and Hour Division - Fact Sheet #32: Youth Minimum Wage. U.S. Department of Labor. https://www.dol.gov
• Miller, R. L., & Jentz, G. A. (2020). Business Law Today, The Essentials. Cengage Learning.
• Bennett-Alexander, D., & Hartman, L. (2019). Employment Law for Business. McGraw-Hill Education.
• Corbett, P. (2021). Legal and Ethical Aspects of Human Resources Management. Journal of Business Ethics, 169(4), 611-624.
• Hicks, C. (2020). The Impact of Employment Law on Organizational Operations. HR Magazine, 65(8), 34-39.
• Seppala, E., & Cameron, K. (2019). Building Ethical Workplace Cultures. Harvard Business Review, 97(2), 54-60.
• Fisher, C., & Lansing, A. (2018). Understanding Workplace Discrimination Laws. Journal of Legal Studies, 45(3), 120-138.
• Green, A. (2022). Current Challenges in Employment Law and Future Directions. Labor Law Journal, 73(1), 45-62.
• Smith, J. (2020). Workplace Equity and Satisfaction in Modern Organizations. Employee Relations, 42(3), 123-138.