Case Study: Bureau Of Prisons Hiring Practices

795 Words 4 Pages
Bureau of Prisons Hiring Practices
The Bureau of Prisons has a fair and ethical hiring practice. Employees are hired based on merit and not on race, sex, color, religion, national origin, membership in employee 's organization, sexual orientation, age, and physical disability. (2014). Presidential mandate in 2009 states that employees with a veteran’s preference status are considered a preference eligible candidate.
Unethical Practices to Avoid
The Bureau of Prisons takes several steps to ensure that unethical hiring practices for its employees does not happen. The Bureau of Prisons takes steps to insure the employees are not discriminated on the basis of age, sex, race, religion, sexual orientation, marital or parental status,
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Also with the Bureau of Prisons being discredited, employees who participated in such action will face discipline action. The CEO of the company may be forced to relocate, retire, or face discipline action based on the severity of the illegal hiring practices. In today 's environment, the news media will highlight the illegal practice causing upper management also to be disciplined or forced to resign their position by the President of the United States of America. The United States Federal Government may face creditability in their hiring process, should this not be an isolated case of illegal hiring practices.
Effects of Unethical Behavior. Effects of Unethical hiring practices for the Bureau of Prisons could bring discredit against the agency and a potential lawsuit. Unethical employing practices also create a moral issue for the agency. Employees working for the agency do not react kindly to unfair practices. Employees who precipitate in unethical practices may be suspended from duty or
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The computer-based questioner is a series of psychological questions based on the applicant job he is applying for. If an employee has a passing score, he will move on to the next step in the hiring process. The second phase in the hiring process is for the employee to pass a written test. The written test determines the employee ability to explain effectively what he sees in writing. The third phase of the interview process includes a panel interview. The panel interview entails a series of questions by several supervisors to ensure the employee can effectively do the required work. An employee must pass the panel interview to considered as a qualified candidate as a Correctional Officer. Before the completion of a new hire packet, all documents are reviewed by the Human Resource Manager, Warden, and our Central Office Department located in Washington DC. If any concerns arise during the process, the employee’s documents will be sent back for corrections. Any illegal or unethical hires are forwarded to our legal department and the Department of Labor for review. Any results in an unethical hire will result in discipline action on the hiring employee and managers. Also, all employees for the physical year which are hired are represented in a yearly report called the DVAP report. This report breaks down the numbers of applicants who were interviewed for the year to include

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