Employer and Employee Relationships

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Employment is in itself a contract-based relationship in which two parties commit to each other, while one does some work and the other pays for this work. In the United States, employment relationships are expected to be voluntary so that both parties are willing and accept the terms and conditions enjoined by law regarding the working relationship that they are expected to have. It means that they are both able to terminate their commitment with justifiable reasons at any given time. However, this has to be done according to mutual consent so that neither an employer should resist an employee’s resignation nor the employee should resist being fired by his or her employer. These are conditions of a voluntary relationship, as required by law. If there is resistance, however, the aggrieved party is free to file a legal recourse on the issue to have it determined by the Department of Labor. With regards to the employment law, employer-employee relationships define relations between the employer and the employee in the workplace. There are a lot of quality essays devoted to the relationship delineates different issues that happen between an employer and his or her employees, including the way they communicate, the means of promotion and motivation, the peculiarities of paying and receiving salaries, the process of dismissal, among other things.

Employer-Employee Relationships’ Relevance to Employment Law

The employment law governs the way employers treat their employees as well as how employees commit to their employers. Basically, the employment law serves as a way of manning employer-employee relationships to ensure fairness at all times. It protects employees from exploitation and employers from victimization. While baring this in mind, employer-employee relationships are the most vital reason for the existence of the employment law. The sole purpose of law is to guide relations between employers and employees. These relationships are, thus, relevant to law because they are the reason behind this law. Understanding these relationships is a good way of navigating the legal parameters of employment so that one will know what is permissible and what is illicit as far as employees are concerned. Therefore, this is a good way of avoiding troubles as an employer.

With regards to employer-employee relationships, HR managers need to understand that they can fire an employee without problems if there is a valid reason. An aggrieved employee may cause major legal harm for the employer based on the employment law. Also, concerning compensation, motivation, communication as well as termination, it is important to consider not only applicable state laws but also organization’s goals and objectives. While it would be logical to put organization’s needs ahead when dealing with employees, the legal system needs careful consideration as well since HR managers have to insure that they adhere to law when they opt for termination of contracts. Sometimes, the organization may require lay-offs in a number of workers due to financial limitations or other reasons. It is usually justifiable, and employees would often understand the choice of the employer. However, in other cases, it is important for HR professionals who are in charge to insure that employees receive a notice, as deemed necessary by law, and get compensation to prevent them from taking legal actions against the organization.

Therefore, this means that HR professionals are left with the task of cultivating good working relationships by reducing possible channels of conflict and ensuring that employees are well-informed before the termination. Considering the importance of employees to any given organization as well as the strictness of the employment law with regards to the expected employer’s treatment of their employees, it is the work of the HR to keep the working environment functional and avoid legal actions taken by aggrieved employees while following the guidelines of the employment law at all times.