Reference no: EM133025802

Jurisdictions for Employment Laws

Today, the list of laws, court rulings, and executive and administrative orders that impact the work of HR professionals can often seem overwhelming. Despite the ever-increasing number of employment laws, there is a constant call for more rules and regulations. A good example of this phenomenon is the issue of minimum wage. The 2018 federal minimum wage is $7.25 in the District of Columbia, but many states currently have a minimum wage above $7.25 (some are as high as $11.50).  In addition, there are cities with their own minimum wage (currently, San Francisco is tops at $15.00). There are many other examples of employment regulations that vary per different jurisdictions, such as requiring contractors to hire a minimum percentage of minorities for state construction projects and placing requirements on access to work sites for disabled workers. While there are certainly many good reasons for these requirements, they can create real issue for HR professionals, especially for those with multiple locations across state and city lines. Having different requirements in different locations makes it difficult to develop consistent policies and training programs.

For this discussion, based on research and analysis from at least two sources, what are some specific issues that an HR professional may encounter when regulations differ across state and city lines?

• Describe at least two HR issues impacted by the existence of different laws in different jurisdictions, such as state and city regulations.
• What suggestions would you offer government regulators to address these issues?
• Describe how an organization can develop a plan to deal with these issues.