Adapting The New Law Is Important For Organizations

Adapting the New Law Adapting the new law is important for organizations because the law and regulation will affect Human Resource Management (HRM). First of all, in order to adapt the new law, the Human Resource (HR) managers must have to change some rules in order to help the firm and employees to follow up because some employees might not know new law have been issued, so they might violate the law due to unintentionally. Moreover, if employees fail to follow up, it might have a bigger problem for HR manager to deal with it. Therefore, HR managers have to change the corporate regulation in order to let employees understand the new law. Secondly, HR managers should create a handbook in order to describes how to behave under the new law.†¦show more content†¦68). For example, if transgender bathroom law has been issued, the Human Resource (HR) managers have to plan to follow up. If managers do not do so, the organization violates the law and might be sued by being discrimination. Thus, HR manag ers should have the ability and responsibility to help the firm adapt the new laws. Moreover, communication also plays crucial key for obeying the law. However, LGBT has not a clear description under the federal law, so if some employees, who are in LGBT group, have been discriminated, it is hard for HR managers to deal with it. Furthermore, transgender people problems are even more difficult for managers to address them. According to Lesbian, Gay, Bisexual, Transgender Workplace Issues (2015), â€Å"90% of the transgender population experienced harassment or mistreatment on the job, or took steps to avoid it† (para. 9). Transgender problems is a hot potato for HR managers. The following paragraph would describe how state anti-transgender discrimination law and regulation influence on Human Resource Management. There are 22 states have a law to protect transgender in the workplace. An example of California state law, law prohibits employers and employees to discriminate transgender workers in terms of sexual orientation and gender identity. As mentioned above, not only will these impact on corporate strategies, such as the recruitment, compensation, selection, termination, layoff, training, corporate policy etc. but also the