Week 3 EOC: Workplace Fairness

The National Employment Lawyers Association (NELA) sponsors the site for one main reason, it educates employees of their rights as workers and informs them of options and steps to take if they are being treated unfairly.  As described on their website, “Workplace Fairness is a non-profit organization working to preserve and promote employee rights. This site provides comprehensive information about job rights and employment issues nationally and in all 50 states. It is for workers, employers, advocates, policymakers, journalists, and anyone else who wants to understand, protect, and strengthen workers’ rights.” Lawyers need clients and having educated clients that have know they have a case against their employer is key. 

The workplace fairness website has many different resources employees can use to their advantage such as, websites for employment lawyers, a news-letter, attorney databases, and as well as an employee rights and employment policy journal. 

An example of why one would need to refer to this website is if an employee is working overtime hours and not being paid adequately for said overtime.  Another example of why someone would need to refer to this site is to understand the unemployment laws before filing against an employer.  Every employer has a set employee handbook detailing their company policies HR can avoid having such issues be keeping an updated employee handbook that clearly states the companies policies. Another way HR can avoid issues is by giving their employees an adequate orientation.  As stated from the textbook, “Even experienced employees who need little or virtually no skill training will still need to learn much about their new employer. Information about items such as organizational rules, regulations, and goals of the organization, department, and work unit will need to be communicated. Procedurally, questions of who will do the orientation, when it will occur, and what specific topics will be addressed are all HR policy and/or procedure issues.”(p.68) However in my opinion and as well as the textbook’s, the most full proof way HR can minimize issues is by, “Ensuring an adequate pool of qualified applicants to maximize the operation's chances to hire an outstanding candidate.”(p.69)