Employment Law for Human Resource Practice Article

Employment Law for Human Resource Practice - Article Example As an accountant, she has minimal influence on the activities of the human resource department and her actions in the case are therefore faulted and misplaced. As an employee of the organization, she may recommend employees but the right of appointment rests with the human resource department. Her actions while at the human resource department further portray lack of respect and should thus attract stringent and punitive measures with the view of instilling discipline in the rest of the employees. The organization reserves the right to hire and fire the employees. However, in doing this the organization must adhere to specific laws as entrenched in the constitutions and laws governing the country. There are different mechanisms through which an employee can obtain the human resource each reliant on a specific set of laws. One of such is a contract; a contract refers to an agreement between different parties to undertake a particular job for a duration. Most employers prefer contracts as a method since it safeguards the interest of the organization. The parties consent to the contract only after accepting the terms and conditions of the employment, the terms and conditions of a contract vary depending on the organization and the nature of the job. The right to hire employees from the applicants permits the department thus the organization to carry out any action to ensure that they obtain the best employee for the organization. Contracts give the organizations the authority to manipulate the terms of engagement and whoever accepts such thus becomes bound to the terms of the contract document. Despite the freedom organizations enjoy because of the contract mechanism, they are equally bound to respect different virtues of humanity and such include the contract termination procedure, the hiring process and remunerations. Contracts are always a temporary feature that demands that organizations enumerate their contractors effective for their services. The human resou rce department thus carries out extensive interviews on every applicant regardless of their background thus validating the action by the human resource department at Ironside for not considering Max an applicant recommended by Mrs. Connors. The termination of a contract is liberal to the employee but may not be to the employer. The contract term should always elapse before an organization lets off its employees. Just as stated in the definition, a contract runs for a specific duration, a time within which both the employer and the employees agree to work together. In the event of a termination therefore, both the parties must meet with the view of protecting their personal interests. Both parties may instigate the termination of the contract only that in each case, the two parties must accept the ramifications of such an act. The employer may terminate the contract at any time depending on the interest of the company. However, in doing this they must provide written statements that explain the reasons for such an act and remunerate the employee for the remaining time. The employer may also initiate the termination of the contract. In such a case, the employee must provide the employer with a written document explaining such a move and in this case expect no remuneration for the remaining time to the elapse of the contract. The other employment type is the permanent and pensionable. The mechanism is more demanding for both the employer