According to the Police Chief Magazine, “The casual observer has witnessed a relaxation of standards with respect to the prior illegal possession of drugs, while other data reveal that young adults up to age 23 now have a 41 percent likelihood of having a prior criminal (non-traffic) arrest.”
Retention Strategies In research conducted by Oladapo (2014), it stated that one of the primary concerns of many organizations today is employee retention, which is a strategic opportunity for many organizations to maintain a competitive workforce. Retention is improved when employees are offered compensation and benefits, have a supportive work culture, can develop and advance and balance work and life activities (Oladapo, 2014). Yearwood (2005) stated, …show more content…
If in this case the employer takes no further action such as discharging the member, initiating an investigation or reassignment the employer becomes liable as a foreseeable risk is created by the continued employment. If the employer’s breach of duty is the cause of a third party injury, liability could be imposed. If a third party injury occurs, the employer is only liable if the legal duty of the employer and the relationship between the injured and the employee can be established as owed to the injured. An employer cannot be held liable for negligent retention if the employer did not have a foreseeable risk manifested by the continued employment. An employee’s former employment of work history can become a consideration if a determination of relevance is made.
While researching negligent retention there were several common themes associated with lawsuits whereas employers were sued for negligent retention. These themes were identified as: identification of behavior not sanctioned by state statue or agency policy, investigation of that behavior, training, and disciplinary …show more content…
It would be imperative to clearly define how to implement the aforementioned information concerning recruiting and retention and make it a viable strategy. A steering committee should be created so that the identified recruiting and retention issues can be addressed with solutions. The committee will then evaluate the strategy to ensure that the most effective practices are being implemented and carried out. The recruiting and retention committee will be comprised of members of all ranks of the respective law enforcement agency so it can provide unbiased and realistic
Retention Strategies In research conducted by Oladapo (2014), it stated that one of the primary concerns of many organizations today is employee retention, which is a strategic opportunity for many organizations to maintain a competitive workforce. Retention is improved when employees are offered compensation and benefits, have a supportive work culture, can develop and advance and balance work and life activities (Oladapo, 2014). Yearwood (2005) stated, …show more content…
If in this case the employer takes no further action such as discharging the member, initiating an investigation or reassignment the employer becomes liable as a foreseeable risk is created by the continued employment. If the employer’s breach of duty is the cause of a third party injury, liability could be imposed. If a third party injury occurs, the employer is only liable if the legal duty of the employer and the relationship between the injured and the employee can be established as owed to the injured. An employer cannot be held liable for negligent retention if the employer did not have a foreseeable risk manifested by the continued employment. An employee’s former employment of work history can become a consideration if a determination of relevance is made.
While researching negligent retention there were several common themes associated with lawsuits whereas employers were sued for negligent retention. These themes were identified as: identification of behavior not sanctioned by state statue or agency policy, investigation of that behavior, training, and disciplinary …show more content…
It would be imperative to clearly define how to implement the aforementioned information concerning recruiting and retention and make it a viable strategy. A steering committee should be created so that the identified recruiting and retention issues can be addressed with solutions. The committee will then evaluate the strategy to ensure that the most effective practices are being implemented and carried out. The recruiting and retention committee will be comprised of members of all ranks of the respective law enforcement agency so it can provide unbiased and realistic