 So, let us start our today's session, but as usual before starting our today's lecture we have to go back and see what topic we have covered during our last lecture that was lecture number 10 and if you recall it was about line and staff aspects of human resource management. So, basically all managers one way or other they are performing or they have to perform a lot of work. And we also discussed three types of authorities like line authority, staff authority and functional authority. After that discussion we came to conclusion that human resource is a service department or purely the definition of staff say we can say that HR is a staff, they have the staff authority which is to advise the line managers or to assist them. So, let us see what we are supposed to discuss today, why it is important, why we are concerned about rule regulations and that book is basically written by American and they are quoting mostly their laws basically, but we will try to understand the basic philosophy of laws and rule regulations here and why it is important for you as a human resource manager and then at the end I will try to give you just a few examples from your book so that you should not feel that we did not read these things. So, as I said that why these laws, it is said that legally bound organization or you have the competitive advantage, who can say, if you follow the laws, let us try to understand this and then we will proceed to follow. If you are abiding the law, so naturally what will happen is that your people will perceive that this organization is fair, they do not go for illegal activities, they do not discriminate, there is no favoritism there, so that is a good sign. So, this organization will have this reputation in the market, people will perceive that this organization is fair treatment, so the probability is chances are that people will prefer to stay there. So, when people will stay there or you will hire good people, then it will happen that again and again the turnover rate decreases, the turnover is said that people come, join in the organization, then leave it quickly and the more it happens, then we can say that this organization has more turnover rate, but that is a bad signal for the market. People do not stick here, that is why if they are not happy there due to any reason, that is why people are leaving the organization, then this is a negative signal in the market. If you have less turnover due to this reputation or perception of people that this is a fair organization, then what is going to happen, you are repeatedly advertising or selection or all human resource processes and training, etc., you will not have to do it and when you do not have to do these activities again and again, then logically your cost will decrease. As I told in a previous lecture that you have a competitive advantage, you need to have a cost control and differentiation, so logically by acting as per laws of the country or your firm or your organization, you are reducing your cost indirectly because you have less turnover rate. Apart from that, there must be a reputation of fair, on the basis of that reputation, this reputation will become that these are very good people and because of that, as I told you that you will have rather good competent people. When they are good people, then they will also deliver excellence, so the cost will be controlled and you have to retain good human resource, so logically what is going to happen? You are going to have the competitive advantage, so just to give more emphasis about this thing, this subject, I started with this thing, if you follow the law, if your organization follow the rule regulations, they are going to have competitive advantage. With this thought, let us move forward and see what is the legal environment of human resource management or HR department. It is said that the manager must understand the legal issues, the practices of human resource management or HR department, the multiple practices, it is necessary to understand the legal aspect of all of them. Why it is like that and what issues we are talking about, what issues, what activities we are talking about, in which we have to understand the rule regulations of the country, what is the rule regulation of your organization, if you remember, in a lecture we discussed that the workforce is changing, there were two things in it, education level is getting higher and because of the information and communication, they are more aware of certain things, so many things now, so this legal aspect is getting more important. Why? Today's manager has to be more careful, because your employees, your workers, they have more options now, because of some fear, because of fear, because of fear, or any discrimination in the institution, you should not tolerate it and you should make sure that you have not said anything like this in your institution, so that you can listen to a lot of things. So let's see, what are the issues where manager should be careful and when he or she is deciding which implies to hire, you have to justify your action, I have hired this person, why do you have to do it, because if you have a person which was not hired because to any reason, he or she might go and sue you in the court, can you take a look at the favoritism here? Similarly, how to compensate implies, you have to decide the compensation for a rule regulation. You will pay 10,000 a person and another person having the same job, doing the same kind of job, you might say, I'll pay you 20,000, no you have to justify again, similarly, another issue, what benefits to offer them, now again, when we are talking about organization, so we have certain responsibilities, stake holders, stock holders, people of your society, you have to treat them equally and at the same time, when you are following certain rule regulation, certain procedures, and if there are conflicts, if there are certain issues arising in your organization, how to handle them, this may be for you, for your countries, your organization's laws say, rule regulation say, help me, you have to make the basis, you have to just cause that, why are you doing this, and in case if you have to fire somebody, fire me, you have to dismiss, dismiss, you have to send him on leave, you have to retire, how and when to do that, that has to be done again under some laws, under some procedure, rule regulation, there are so many things, when we are talking about human resource activities, wherever you as a manager, need the assistance of laws, and you have to do the same, but again why to worry about legal issues, you are boss, you are manager, you are manager, why to worry, no, it is not like that, if you understand, if you compile, if you are responsible for that rule regulation, it will help you to do the right thing, right thing for what, for yourself, for your organization, for your society, and for your country, to do the right thing, to keep track, to do the right thing, it is very important to understand the laws, to understand the rule regulation, then it will also help you to realize your limitations, now what does limitation mean here, limitations mean your boundaries, how far you can go, it is again not like that, do not just perceive it, that you are a manager, but you have to work like a lawyer, yes, basic principle, but still you have some kind of boundaries there, limitations, how far you can go, and then if you want to go further, what procedure will be there, from which you have to take approval, all those things. What next? So, now it is going to help you that you should do the right thing, and you should, you will always get some information, or you will have the idea of what kind of limitation do you But it is also going to protect you. Which is the will for your Spartan education? What is theatiriyy ability? As soon as I had told you about if you do something Allah wouldn't say anything to anyone. So you will be involved in issues or things, kepada self. Now have a look at that. Even in foreign countries where you read the text book, the company has to pay a huge amount of money. Millions of dollars, they have to pay their employees. And here also, if you have to face the court, of course, you have to pay a lot of fees to the court, you have to pay a lot of compensation, then you have to pay, of course, it is the same part of the bad reputation by your organization. In the time you are spending, wasting for such activities being involved, it is very easy to do that. We should try 100 percent under the rule of regulation, under the laws we do our work so that things should stay straight and we should do right things. Let's see, when we are talking about regulation, when we are talking about organization. When you are going to hire some new people, when you are going to hire some new people, what would be the concern here is that it protects them from discrimination, discrimination in which are where when you are selecting, doing the selection process. Of course, this is human resource activity. Initial job placement, where you have to hire it, send it, place it, you cannot go there because these are your people, these are your reasons, send it to a good place or to some other place, you have to justify your action. So, law, rule protects that when a new employee comes to you, you can do something wrong with him or her. Similarly, when we are talking about compensation, as I said earlier, you cannot fix at the same level with the same capabilities, with the same qualification, with the same position, you can have different salaries, that's it. Of course, you can say, jini hota hai, hota ho ghar, but by law, aam issa kar nahi sakte. Osko, sociology mein term jini hoti hai, dead law, rule is there, law is there, but kuch wo joh enforce jalsis hai, jinn ka jimadari hoti, shahad anko itna or se dekhne rahe. Lekin reality mein, law is there, you cannot discriminate, aaf haal, certain side things. Isi tara jul current employees hai aaf ke liye, paas kaam karein, they are also concerned, wo kaha pe? So, they also want protection or laws and rule regulation do provide them the protection from discrimination, kaha pe? Again, ke muktib dimension joh uti, aam ne HRM ke bo, bohot dhafa discussion ka chik hai, function mai bhi, ke jithni bhi work related dimension re HRM ke, waha pe kihin ka, wo bhaigar kisi reason ke usse discriminate nahi kar sakte. Again, jaisi main kaji aaf ko har action ko justi psych up nahi adadila, aap wo dimension kya hai, training hai, abhi yeh nahi, aap ne kisi ko training wo bejna aur uske saad goosere joh baith hai usko nahi bejna, again, there must be some good reason, no, no personal reason kaji, mujhe wo achha nahi lagta, yeh usne mujhe aake ne kali thi, yeh usne meri baat nahi suni thi, no, this is not a reason. We have to treat them equally. And when we are talking about benefits, again, waha bhi aap discriminate nahi kar sakte, like kisi ko aapne pharn posting pe bejna, kisi ko gari deni aafis ki taro se, or even when you are talking about annual increment, yes, you have the right to give extras to somebody, but again, it should be justifiable, ke uski kisi performance base pe usne bakyu ka moghabli me extra perform ke, yes, you can compensate him extra, but at the same level, you can discriminate people, kisi ko aachi aafis de dena, so many different things like promotions hai, benefits hai, kahin bhi aap unfair ho ke kisi ko kaver nahi kar sakte, legally yes, you are protected that, you can give some extra benefit to a person who is performing extra, or uski bakaida, documentation or documented proof hotein, yes, he or she has delivered extra, and it vary from organization to organization, so yeh bhi laa ko follow karne ka fahida, ke aap ko protect kaltein, now, when we are talking about employment discrimination, we have used these words 3 times, yeh kya cheez, it is to make in employment the scene is not on the basis of legitimate job related factors, wo kya hai, hum jup kisi ko hire kartein, to aage hum jup selection process meh jayenge aap dekhenge, ke let us see aap ko a software developer chahiye, aur logically aap ko aisa banda chahiye, jisko tumpe to science ka kuch concept ho, so software ka patah ho kyaise bana hai, aap yeh nahi kar sakte, ke aap ek technician ko lehi hai, aur ke hein ji toge aap dee technician aap software bana sakte hai, wo to motor winding ka kaun jaanta hai, wo gari ka kaun jaanta hai, kya aap wo gari ko thi kar sakta hai asliye, aap yeh nahi justify kaal sakte, ke aap ne software ke liye thi ko sakte hai. So, hum sari activities ke andar, aap hum jizon ko ignore kar dehte hai, jo legal binding hai, jismeen you have discriminated, jisko hum employment discrimination gapin, like again any employment decisions in hiring, education, play, discipline, etcetera. If you for that, if you ignore the legal factors you have uske related, to aap ne discriminate kya, aap ne favoritism kya, aap ne illegal kaun kya, aap ne unethical kaun kya, again aap usko uske intensity bha jaate usko usko define kaal sakte hai, ke aap ne kyaisa kaun kya, aur wo job related factors kya qualification, job performance, experience, like aap ko typist hai, to aap ne uske speed dekhne hai na, ke ek minute ke andar wo kitne sehi lofst type kar sakta hai, not only typing. Vaise to aap asi indi aap vada shuru kaadne kushna kush lofst wo hain ge, but right thing, correct. Like main a software ki baat ki, agar aap usko test lehtein to aap usko ek station baataatein ki hame, isme ek software banake do kya kar hoge, kyaise bana hoge. So, wo uske prerequisite requirement hoge ki usko ye aana chahiye, phir wo is job ke liye fritain hota hai. So, jab aap kisi ki hiring kartein, uski promotion kartein, uski compensation ka decision kartein, to la joh hai, ya even your proof regulation of the department of your organization, they provide you guidelines, case, place and search and search factors, you have to have certain size things. Like jisra aap ne Bachelor program admission liye, uski requirement kyaatein, you must have intermediate or A level with minimum of such and such mark, like 50% marks. Aur agar koi specialized area to usme kyaatein ki jisra, agar medicine mein koi jata hai, toh katein aurne biology, pre-medical padao na chahiye. Aap engineering mein jata hai toh katein pre-engineering padao na chahiye. Aap ne computer science ki aana hai to aap se kuch kaha jata hai, ki ye wo candidate ho jino ne mathematics ho gara, ye pada ho. Toh laji ke liya kya hua, ki aap ne un logon ko liye na hai, jino ne at least under the requirements hai, described hai, uski taha hai bhiye fulfil kane toh aap unko admission deh saktein. Kabhi bhi koi bhi idara aasa nahi hoga, jisne matric waste ke kisi ko Bachelor program me dahala deh liye gau ho, ya old level karke usne direct usko Bachelor program me admission deh liya. Similarly, in organization, you have to always keep track of those requirements. And based on those things, you have to do all those HR activities within the organization, even if it is a new person or already working with your organization. But agar aasa nahi ho raha, toh it is discrimination, which is against the law. Toh haa pe kyu aap aasa kartein? Kyuke ho saktein ki aap ki kuch stereotypes, aapka mind maista ki jis bani ho, aap unfair hai, aap kisi ko favor karna chaatein. Nihar pe aap ek lafs nea aap ne sunao agar stereotypes, ye kya jis hai. It is, again it has to do something with the perception, jab aapne jyaad ho gara, shuru me aam ne aag Bachelor ko samajne ki koshish ki. Toh perception, you perceive something. Toh moment aasa bhi hota hai ki insaan apne zehne me ye vadaalata hai ki ye a certain group hai. Kyuke based on belonging of a person to a certain group, aap ye kya saktein ki ye bhi aasa hi bhihaise karega, aap kis ko stereotyping kyaatein. Agar aap kaini ki jitne computer science ki student hai, let's see aapne praseed kiya, toh unka mathematics boht acha hota hai. Toh koi bhi do computer science ka aap, aap dekhenge jitne computer science ne Bachelor ki aam Master kiya ho gara. Aap agar ye, ko usko determine ka letne, nahi, iska math boht acha hai, toh ye aap ka stereotyping hai. It is not necessary ki aasa ho. Toh hiring me bhi hi ho sakta hai, ki aap kaini ki, jo aapke, is particular area ki log hai, ho acha perform kaltein, wo bade dyanat daar hotain, wo bade mukhlose hotain, aur dosa nahi hoonge, that is stereotyping type of things. Toh kei dafaya aap jo discrimination ho rati hai, illegal activities hotain, usto ye bhi base kanti hai. Ye aap, even people do flavor relatives ko, baki cheezon ko. Even society ke aap kei dafaya se hota hai, agar aap, ye aap history parenge aap ke prospects hai, books hai, american history parenge, toh unne, discriminate kiya, unki jo black people thi, the Hispanic thi, even female ke liye, toh unne discrimination hoi, toh unko aage nahi aane jate, toh ussi cheez ko aap, discrimination peter, I discuss karein. Laa kya kyaata hai? What is legitimate thing? Laa kyaata hai? Laa always prohibit discriminations. Remember we are talking here about the humorous source management activities. Generally we are not talking about laws, we are so many different laws there. Toh laa prohibits, rokta hai discrimination ko kaha pe, in hiring, in compensation, in terms and conditions, term recognition kya hoti hai, kya aap ko, kya kya cheezon aur extra benefits mein ainge. Ye toh nahi aap kar sakte nahi, kisi ko hire kya aap nahi ka 8 gante aau, kisi kha nahi aap ko, aram se 2 gante aagro. Other people can say it is like that. So, under the laa it is prohibited to discriminate in hiring, compensation, in terms and conditions, or privileges of employment. On what basis? On the basis of race, religions, colour, gender, nationalities, physical disability, and so on. Laa protects or prohibits you to discriminate on the basis of, as I said, race, colour, religion even. Hamee nahi kya sakte ki being alhamdulillah musliman, muslim country awara, majority musliman hai aap hai, ki haam, ish base ko kisi ko job nahi jayenge ki he or she is non-muslim know. They have the equal rights. They are equally important for us, even if they are non-muslim, because they are a citizen of this country. Usko aap deprive nahi khaar sakte ish base pe, ke wo kisi o religion se usko tala jayenge. Ishi tara aap, aap ye nahi kya sakte ki this person has a fair complexion, so he has the advantage and he is a tinted, he has a tinted colour. See usko aap having the same qualifications, same keleper ki hote huye aap ish base pe discriminate nahi khar sakte, laas ko protect kal khaar. Same with the gender. You cannot discriminate, because wo female hai. Ya kisi jab ko me, male ko favour kar nahi ya female ko, yes ko specialise jab ho saktein, jaha pe aap kya saktein, ke wo usme rule again, the law help you there. Isme such and such loon ko aap koshish karein ke usko jayenge kal saktein, lekin ashi generalize pe chiis nahi hai. Similarly, national origins ki baat kartein. Let's see in Pakistan if we have, of course we need to, first all those jobs Pakistani citizens can apply, let's see this is the basic requirement. So kisi de, kein wo peyda hoa tha, wo usne Pakistan ne aake, shariat le li, now he or she will be treated equally. You cannot say ke nahi ji, ye to baat me aaye tha, ke pe payda kein aur hua tha, history en ko jab nahi de saktein. Again, law prohibit such type of discrimination. Physical disabilities, people with special needs, agar wo qualify kartein, wo spurtiko jab ke liye, to aap, under the law onko discriminate nahi kartein, nahi kar saktein, ko ke wo they are handicapped aur hain, aaj kal handicap laws use nahi kartein, katein ko did, special need. So, I hope you understood the, what is discrimination? Aur discrimination kis pace pe, in jan chee jayin, to main aapko batayein, uske lawa bhi kuch ho saktein. Race hai, religions hai, color hai, gender hai, nationality hai, physical disability and so on. Provided they are fulfilling, they are having the same kind of capabilities, same kind of experience. Aur ho jis kisi cheez ke liye, to basic minimum requirement, wo fulfill kartein, to ther aap onko kisi ko aap hire karenge, to uske liye proper justification chahiye, in basis pe aap onko discriminate nahi kar saktein. Aur isi cheez ko aam katein fair employment. Usi ke tahit, shan, very important and famous laws were created aur aaduniya mein, aaj kal aap ke books tabhaneke to aap ke ishita ki cheez jaad hain ghi, kya nazar hain ghi, jis to equal employment opportunities katein, affirmative actions katein, wo aage aap discuss kartein. To, ye kya cheez aam katein fair employment? To fair employment mein kya hai, that is the situation in which, again, when we do not discriminate, in which employment decisions are not affected by illegal circumstances. Discrimination, wo aage aap ne haat ke the sorry, action activities ki, promosko fair employment, aap fair deal kasekein. Again, what is this EEO or unfair discrimination, jis ke basically a law bana, equal employment opportunities ko katein, that is, EEOs to abbreviate kartein aur aap ki book ke aandhar iske baare mein kaap ki kuch dekha hua hain. EU is a combination of legislative rule regulations hain. Again, main aise aap se kaha ke aap ki book, American authors ke likhne hain aur reference ke court apnain karne hain. Wahan ki states, federal government aur mokra prejudices in the rule regulations ki banain. Government, local government ne to ensure that you have fair and equal employment opportunities. No chances for the discrimination in an employment. Isko EEO katein. Job applications may not be rejected based on wo jo main aapko parameter batayatein, basis batayatein iske base pe aap discriminate ka saktein. Iske base pe nahi aap ne uski job rati ki aap se ko considering ni kaha hain kyuke wo uska tarang soda sasamala hain. Iske base pe aap uski application ne kyuke wo uska origin jo hain wo kain wo payada hoa tha baadne pakistan mein aapke settle hoa. Iske base pe aap uska application reject nahi kar saktein kyuke he or she is non-muslim. Ya wo ladki aas liye apply ni kar saktein wo ladka aas liye apply ni kar saktein Provider ke kyu special requirement ne hi aagal. Isko hain equal employment opportunities katein. Another very important issue Allah which is in your textbook is affirmative action what is affirmative action? Iske philosophy hain that is also a strategy intended to achieve fair employment for what? For home. Onn nogo ke liye jinn ko maazi mein jinn ko saar discrimination hoi. Onn ko encourage karne ke liye urge karne ke liye aap moxlik onn ke liye ek pushing strategy aap karthe hain. Ta ke onn ke saar jinn ko maazi mein ziyaki hoi hain discrimination hoi hain onn ke saar usko thoda sa compensated hain ta ke they should also come up at the same level in the society aur jo onn ke anndar ek marumi ka answer hain usko bhi phatam hain aur equal employment opportunity ka joo concept ko implement hain. Isme kya karthe hain ke steps are taken for the purpose of eliminating the present effects of past discrimination. Jyasi aapne abhi aapne ke book kya wala se America ke misal derite to waha pe dekha gaya ke shuru mein kaafi diskarish kya rata vides ke liye different rule regulation to aur black people ke liye different. Lokals ke liye different hote hain aur ruchno ke liye different hain. So aap usko dekhthe hoi civil rights kyunki moment uske base pe rata ki action shuru hain ki ye log piche raya gay society ka important issa nahin ban sakte to why kaant we just encourage them and facilitate them. aapne dekha hoa even aapne aapne pakistan mein kabhi post hain aapne usme dekha hote ki we will encourage aur we will make a such opportunity ki we will we will ensure that it's good patience government, law, even organization, they have this strategy to encourage them. In the same way, we fix a few seats, but not just those people who will come from FATA and apply from other remote areas so that the economic conditions, other conditions are protected. Let us see what are those major federal laws and which are given in your textbook. But before discussing them, I would like to remind you that the basic purpose of this lecture is not to memorize the laws. Because we might not be having the same law here and we are not having the same type of law and we do not have that reference. The basic concept is to give you the basic concept of what are the rules and regulations and as a manager, you need to know where to go. If you deviate from it, what kind of problem you will be facing. But because you have these laws in your textbook, I will just quote a few examples here just to try to keep you at the track. And when you go back and do try to go through all those things and try to understand how this law was shifted. Why? Because there are no rules and regulations every day. With changing environment, you need to adjust your rules and regulations and you need to have a proper system to facilitate it. So let us see, let us take some examples from your textbook. And remember again, this is from USA, Equal Pay Act 1963. This is called Equal Pay Act of 1963. What does it say? It says that you cannot discriminate in the pay based on gender or sex. Now you cannot do this in the same position. Let us see, you have a male professor and you have a female professor with the same grade with the same qualification, with the same position, with the same department. Now, the law says that there should be no difference between these two salaries. Of course, according to similarity, there is an increment and there are changes. This was the basic first Equal Pay Act. It was protected. Earlier, it was understood that male salary is less than female salary. And this concept was seen in your book as a glass ceiling effect. They call it glass ceiling effect. What is that glass ceiling effect? So, let us tell you the concept of glass ceiling effect. This is a philosophy that is still there. And the so-called developed society, which we call it, is still discriminated. That the female part of the society, or the minorities, basically, they can go ahead in their carry on till that special day. They can see that there are a few more steps there. But they cannot reach there. Under the law, it is not that they should be protected. So, such a system is made so that they cannot go ahead. It is called glass ceiling effect. But here, we are discussing Equal Pay Act. So, that act forbids that you cannot discriminate on gender-based or sex-based ways. When you keep a male salary in the same position for the same performance, then you will have to take a salary at the same time. Similarly, another act from your text. Civil Rights Act, 1964, which was made in the following amendment. It is called Title VII. It is amended in 1991. What is that? Title VII of Civil Rights Act. That act forbids you, as an organization or as a manager, any employment discrimination based on the same color, race, gender, religion, nation or region that you cannot discriminate on this place. So, in America too, there is such a law which is called Title VII of Civil Rights Act. Similarly, another act you must have seen. Similarly, in Civil Rights Act, there are a lot of other things. The harassment act, its protection, the other things that you will get in reference, I will try to put something there on your lecture notes too. But you have a complete whole chapter in your textbook about these last things. Another act, Age Discrimination in Employment Act. That was in 1967, which is called ADEAP. It is abbreviation as Age Discrimination in Employment Act. What does it say? It protects those people whose age is over 40. You cannot fire them because you are 40 years old. Initially, its limit was 40 to 65. Again, we are talking about America. Our age limit is 55 to 58. We heard about 60, but then again it is 58. So, they always lost the change of period. Again, there was a amendment and it went from 40 to 70 years of age. Its basic theme is that if someone is delivering age, and especially in certain organizations like education, if a professor even here, if he or she is 60 years or more than that, and if you think that performance is doing well, he thought that it is good, so you cannot just fire him, or you can just retire him because he was coffee again. Yes, there is something like that. There is something like that. There is something like that. There is something like that. There is something like that. There is something like that. There is something like that. So, I am going to be talking about USA. Similarly, American with Disabilities Act 1990, the ADA that they call it. In this, those who are called as disabled at some point but now they are called People With Special Needs, they are made an act to protect them. In Pakistan, here, it is legal, The only thing is that they have a few percent quota that is even kept, it is available with a special needs. You have to give them employment. But, we are just talking about this, they cannot discriminate based on their disabilities. Let us see what is next? The same thing that they are protected against their special needs or disabilities. The same action that I have just discussed with you, what was that? That they were a part of that society, the minorities who were discriminated against in the past, they were discouraged, they were given a chance that they should also reach a good place in the society. To facilitate that, you had the permission or it was told that if they were adopted strategically, they should be pushed. For that special, when we talk about America, there was a special executive order that they called it. It was not a law basically, it was executive orders, 11, 2, 4, 6 and 11, 3, 7, 5. And that required companies with federal contracts to develop affirmative action plans. Those companies, the federal that they used to come under, it became important for them to make a plan in their organization that is called AAPS, which means Affirmative Action Plan. How those minorities, those people who were not properly given a chance, how to facilitate it. So, each organization is supposed to develop some plans, to develop some strategies so that you can help them to come up to the society at the level of other part of the society. Or, what is done in that, because they are a little bit professional, they are covered where, in recruiting and in hiring. Do you motivate them, you make them like a strategy, you give them incentive that they must come and try for that job. So, what is that, this is a strategy for the affirmative action, if you have both male and female, with the same caliber, same capability. So now, under this strategy, the preference will be given to that minority or the leftover or female. Let us see here, what we are talking about, female, give them a chance that they come so that they can make their own place in the market, in the society, they can play their role. So, where are we now, do regulation go, try to understand the last hope, what next. So, what are the issues then? Those are that, human resource management practices may be challenged by anyone. So, whatever action you will do, because you are dealing with the people. And here, if somebody is hurt, they will challenge it, they will go under court or they will go to the higher authorities. So, what happened then, when you are making a decision, you have to make sure that it is as per rule. As per provian of the law, because whatever decision you will make, that is challengeable in the court of law, in the authorities and even within your organization. Or then, what option do you have, you have to defend your decisions, explain it. So, for the reason that you have not hired him, you have hired him, you have to keep this compensation less, you have to keep this more, you have to send this to training, you have not sent this to B, you have to send this to training, you have to defend your decision, you have to explain it or, what is the music, what is the music here, the consequences. So, they can sue you and then, as an organization, you have to give huge amount of money compensation in the organization. Not only this, but bad reputation is there in the market. So, as HR manager, you should be ready always, whatever decision you make, if something is wrong somewhere, then you are liable and you are liable for what? They can sue it, they can go in the court or they can apply to HR authority and you should be ready for, you defend, you have to defend your decision, you have to give the explanation or then face the music. So, I think, I hope so, that you might have an awesome idea about these rule regulations, we have discussed the important things, equal employment opportunities, affirmative actions and then, we gave some examples, we gave the laws of USA, you get many more references there, do study them, do read them, but let us see, we try to summarize it in different that management must understand the legal issues that affect the practices of HRN. Why? Because there are certain activities which are already protected by laws and law prohibits you for any kind of discrimination based on certain circumstances I have told you, races, legal, origin, gender, whatever, because there is no law, there is no rule regulation, there are certain other stakeholders, social stakeholders as a whole, they are also watching you and it will affect your future performance or your delivery, what stakeholder, social, society itself, that society is there, society is watching you, within the society you have, you are community. You are stakeholder, stakeholder, stakeholder, by the way, what is the difference between stakeholder and stakeholder? I remember we have discussed this thing somewhere in previous lectures, the stockholder is a kept in OLO, you do not invest here or there financially, they can be financial institution or your partners. And while stakeholders are anybody who is directly or indirectly related to your business like supplier or customer or so on, so as I was discussing that not just through regulations or regulatory bodies, your own organization, but your social stakeholders are also watching you. There is a community, your stakeholders, customers, even your employees come, if you do something unfair, illegal, unethical, so then you have to taste the music again. And music can be very bad here, I am not talking about the normal music, but so we have, your reputation, I mean your organization, you are unfair, illegal activities, it cannot be done for long run, people will quickly observe it, they will identify it and then you will be in trouble. So that, what should be done, yes, as a good citizen, as a good organization, we should follow the rule regulations, we should work under the laws, so what will happen, I will tell you, slide with IT. So if you follow the rules or laws, it will be saved from a lot of trouble. Not only this, your reputation will be good, your organization will receive well, your turnover rate will be less, your cost saving will be less, you will have a competent people, ultimately what is going to happen, you are going to have competitive advantage over other organizations. So this is where we started this lecture, I will explain that by following rule regulations, laws of the country, laws of the society or even your organizations, you can have the competitive advantage. So in today's lecture, as I told you, I did not discuss all the details with you, it is in your text, it is in your cook, that is for reference only, but basically its philosophy is to try to understand, so that you can imagine that whatever it is, it is not just about human resource, it is not about a function, it is not about an organization, even the real life too, we have to go by law. So what about the lecture number 12, what will happen in the next lecture, we will start with the human resource planning, I will try to do this because it is an undergraduate class, we will start with the basic planning, then we will move towards the human resource planning. But again my concern will be, so let's stop it here till next time and we again discuss next time the human resource planning, till that time Allah Hafiz, peace be upon you.