Ordinarily, human resource professionals across the world spend most of their time trying to understand how best to handle employee relationships in order to protect both the employer and the employees (EEOC, n.d.). Considering that there have been numerous incidences at the workplace requiring the intervention of a legal process, I am strongly convinced that common sense and compassion have slowly given way to litigation. Unlike in the past, where employers and employees dealt with each other through common sense and compassion, the present-day work environment is generally characterized by so much conflict and misunderstandings that have compelled organizations to turn to legal action so as to address workplace problems and protect their public image. For most organizations, conflicts are created by poor communication and failure to tolerate differences that are often noticeable when people with varying ideologies work together. Other conflicts may stem from the challenges that are often faced by employees when it comes to balancing between work and social life. This is especially true in organizations where management has not fully embraced the use of technology and consequently, employees are always required to be physically present at their workstations. For many employees, this is very stressful and creates an imbalanced lifestyle. Unfortunately, this stress spills over to the workplace affecting employees output as well as quality of relationships at work. If not handled well, disagreements between management and other staff may lead to legal action. Generally, great business relations are initially created between employers and employees through the operations of the human resource department. In most cases, expectations are very high that individuals who join the organization as staff will do their work diligently guided by common sense and showing compassion to other employees as much as possible. Over the years, however, the use of common sense and compassion at the workplace fails to prevail and employment laws and regulations begin to take center stage. As a result, most organizations in the United States, as well as other places in the world, are today forced to get familiar with legal, safety, and regulatory requirements that are related to employee rights and privileges at the workplace. In doing all these, human resource professionals are always seeking to protect their organizations (DOL, n.d.). To a great extent, legal action is critical in ensuring that the U.S. is able to protect its workers from any form of discrimination or maltreatment. The various regulatory bodies that exist in the U.S. thus have a common agenda of providing guidelines to be followed by employers in order to safeguard the interests of the U.S. workers and to ensure that no worker is treated unfairly by any employer. Among others, regulatory organizations concerning themselves with employment issues include the United States Equal Employment Opportunity Commission (EEOC), the United States Department of Labor, the United States Department of Homeland Security (DHS), and the Americans with Disabilities Act (ADA) of 1990. Generally, EEOC plays a major role in ensuring t