The Occupational Safety and Health Administration (OSHA) is an agency for regulations in the United States in the Labor Department that is purposed to ensure that workers are accorded healthy and safe working conditions. It accomplishes this by setting rules and standards, providing employers with adequate training, and providing assistance for compliance. Under the OSHA law, employers must ensure their workers have a safe working environment. Employers or business organizations need to include OSHA compliance in their job descriptions or postings. The reason is that it ensures effective workplace and employee safety, and seeing as it seeks to reduce employee illness and injury, it serves as an assurance to employees that the organization has their wellbeing input into consideration.
The safer employees feel they will be in a workplace, the higher the chances of their feeling comfortable and motivated in their jobs. Employee satisfaction translates into organizational benefits as they become productive, foster growth and development, and even enhance customer satisfaction. OSHA compliance ensures them that they will be trained on matters affecting their safety and how they should or are expected to react in case of hazards (Michaud, 2017). These regulations also decrease the likelihood of lawsuits resulting from injuries, seeing as OSHA regularly sends inspectors to assess whether an organization is complying with its standards. This means that the availability of this compliance in job descriptions minimizes the potential of losing organizational integrity.
Delegate your assignment to our experts and they will do the rest.
The law is clear about the hiring process of employees that it should be inclusive and fair. One of the employment acts known as Equal Employment Opportunity (EEO) ensures that employees shall not be discriminated against based on issues such as genetics, sex, race, disability, age, religion, or national origin. Organizations are required to have an EEO statement in their job descriptions and announcements (Bagenstos, 2017). This law helps business organizations attract qualified candidates to a job interview by stating that the employees or candidates will not be discriminated against for whatever reasons. Potential candidates may develop an interest to work with a given business organization because they are assured that they will not undergo any harassment whatsoever, which means they will have an equitable working environment or even reception and interview process. It also means that they have a better chance of passing at an interview because there is a guarantee of a fair opportunity without their differences in interfering with the interviewer's decisions.
ADA refers o the Americans with Disabilities Act. It is a law that prohibits employers from discriminating against individuals with disabilities who are qualified to work in a given post or to accomplish specific tasks when carrying out any employment practice. A person with a disability may have one or more mental or physical impairments that limit their ability to engage in significant activities such as communication, reading, or even hearing (Bagenstos, 2017). The individual must have a record of the impairment and has to be regarded as having it. To say the disabled person is suitable means they have the set of skills and ability to complete the particular job tasks.
ADA laws are used to ensure that the disabled job applicant can perform the essential tasks given to them either individually or with the help of reasonable accommodation. Reasonable accommodations mean that the employer may have to make the necessary adjustments and changes to accommodate the employee's unique needs ( Eeoc.gov, 2021 ). It enables the disabled employee to perform their job efficiently, gain access to resources at work, and have an equal opportunity to complete tasks and grow individually. Additionally, it also promotes organizational growth like other employees, without being limited by their physical or mental impairments.
References
Eeoc.gov. (2021). Job Applicants and the ADA | U.S. Equal Employment Opportunity Commission .
Bagenstos, S. R. (2017). The EEOC, the ADA, and workplace wellness programs. Health Matrix , 27 , 81.
Michaud, P. A. (2017). Accident prevention and OSHA compliance . CRC Press.
