Human Resources Overview

Human Resources



Human Resources is the function or department within the organization that is responsible for the administration of laws and policies pertaining to employees and employment. This includes developing job descriptions and compensation plans, recruiting applicants and the related screening tasks, managing benefits, overseeing the management of performance, and sometimes the training or development of the workforce.


Legal Compliance in Employment Practices


Employment is subject to a number of wide-ranging federal laws and other state and local laws. The organization will be required to keep records to show compliance with employment law.


The U.S. Department of Labor enforces the Fair Labor Standards Act, which defines the minimum wage, overtime compensation, exemptions for contractors and volunteers, and child labor laws.


The anti-discrimination laws enforced by the Equal Employment Opportunity Commission and the Department of Labor include the following:

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.

 Compliance with these laws is embedded in the recruitment, application, hiring and retention policies and procedures of the company. Specific compliance reporting is required for some of the laws.


Beyond legal compliance, Human Resources is responsible for the organization-wide policies and procedures that relate to employees. See the attached document for a list of important policies and procedures that should be formulated. Also attached is a template for an employee manual. Each organization should develop appropriate policies and procedures. This template should not be construed to be legal advice.


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This work is supported under a five-year cooperative agreement # H235V060016 awarded by the U.S. Department of Education, Office of Special Education and Rehabilitative Services, and is administered by the Pass It On Center of the Georgia Department of Labor – Tools for Life.  However, the contents of this publication do not necessarily represent the policy or opinions of the Department of Education, or the Georgia Department of Labor, and you should not assume endorsements of this document by the Federal government or the Georgia Department of Labor.






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Other Information

Title: Human Resources Overview
Module: Human Resources
Author: Trish Redmon
Audience: Administrator
Sub Title:
Procedure: Policies and Procedures Needed
Organization Source: Pass It On Center
Last Reviewed: 10-25-2009 7:28 PM