RIGHT TO WORK AND THE IMPORTANCE OF FAIR LABOR PRACTICES
The right to work is a fundamental human right recognized by international human rights law. It is a basic principle that all individuals have the right to work and to choose their employment freely. The right to work is enshrined in Article 23 of the Universal Declaration of Human Rights, which states that "Everyone has the right to work, to free choice of employment, to just and favorable conditions of work, and to protection against unemployment."
Workers within the public and private sectors have the right to work according to fair labor standards. Employees have equal rights related to all aspects of their employment and work environment. The Fair Labor Standards Act benefits workers by regulating employment issues, such as federal minimum wage, overtime pay, and employer record-keeping responsibilities. Employers must remain compliant with applicable employment laws to avoid possible civil or criminal violations.
The right to work is essential for the dignity, self-worth, and economic stability of individuals and communities. It provides people with the means to support themselves and their families and allows them to contribute to society. The right to work is also closely linked to other human rights, such as the right to education, the right to health, and the right to an adequate standard of living.
The Fair Labor Standards act is responsible for regulating the minimum wage an employer is allowed to pay employees. Minimum wage requirements are beneficial because they ensure that a worker is aware of the guaranteed salary they will earn for a specific occupation. The federal minimum wage also certifies that employees will not be paid unreasonable earnings for the work that they do. Some employers receive credit for their tipped employees. For the employer to claim a tip credit, it must pay workers a guaranteed minimum for their services. This will ensure the worker is still paid a sensible income even if they are tipped poorly.
It ensures reasonable work hours for employees, especially for young workers. Youth workers younger than age 16 have special limitations on the amount of time they are allowed to work on school days as well as non-school days.
Employers have the right to establish the number of hours their employees work in a given work week. However, employers must pay their employees a premium for the amount of time worked more than 40 hours in a workweek. Pay for additional hours worked is equal to "time and one-half" of an employee's regular rate of pay.
Governments have a responsibility to ensure that the right to work is protected and promoted for all individuals, regardless of their gender, race, ethnicity, age, religion, or another status. This includes creating policies and programs that support job creation, ensuring fair labor practices, and protecting workers' rights. Governments should also work to eliminate discrimination in the workplace and ensure that workers are not subjected to forced labor or exploitation.
Employers also have a responsibility to respect the right to work. This includes providing safe and healthy working conditions, paying fair wages, and ensuring that workers are not subjected to discrimination or harassment. Employers should also provide training and opportunities for professional development to their employees.
IMPACT OF BUSINESS PRACTICES ON DIVERSITY, EQUITY, AND INCLUSION IN THE WORKPLACE
Diversity refers to political beliefs, race, culture, sexual orientation, religion, class, and/or gender identity differences. In the workplace, diversity means your staff consists of individuals who bring new perspectives and backgrounds to the table.
Inclusion means that everyone in the diverse mix feels involved, valued, respected, treated fairly, and embedded in your culture. Empowering all employees and recognizing their special talents is part of creating an inclusive company.
Let's face it. The positive impact of diversity and inclusion is no longer debatable.
Although diversity and inclusion offer clear benefits, it's difficult to implement. A major issue is that many companies believe they're already promoting a diverse and inclusive culture. However, only 40 percent of employees agree that their manager fosters an inclusive environment.
High levels of diversity and inclusion in the workplace are associated with greater productivity, innovation, and workforce well-being, yet too little is being done to promote them, particularly among minority groups, meaning that enterprises, workers, and societies are missing out on considerable potential benefits.
High levels of equality, diversity, and inclusion are associated with greater innovation, productivity and performance, talent recruitment and retention, and workforce well-being. However, the report's survey found that only half of the respondents said that diversity and inclusion were sufficiently identified and resourced in their workplaces' culture and strategy. Only a third of enterprises currently measure inclusion, although doing so is essential for progress.
We live in a complex, interconnected world where diversity, shaped by globalization and technological advance, forms the fabric of modern society. Notwithstanding this interconnectedness, there is also growing polarization – both in the physical and digital worlds – fuelled by identity politics and the resurgence of nationalist ideals.
The business has the transformative power to change and contribute to a more open, diverse, and inclusive society. We can only accomplish this by starting from within our organizations. Many of us know intuitively that diversity is good for business. The case for establishing a truly diverse workforce, at all organizational levels, grows more compelling each year. The moral argument is weighty enough, but the financial impact - as proven by multiple studies - makes this a no-brainer.
If we look at the most innovative, disruptive, and prosperous urban centers in the world – New York, Dubai, London, and Singapore – they all have one thing in common. They are all international melting pots with a high concentration of immigrants. Research shows that there is a direct correlation between high-skilled immigration and an increase in the level of innovation and economic performance in cities and regions.
Employees with diverse backgrounds bring to bear their perspectives, ideas, and experiences, helping to create organizations that are resilient and effective, and which outperform organizations that do not invest in diversity.