Often organizations must compete with like industries and in highly competitive markets. It is important for each organization to establish strong and equal hiring processes and standards for each position. Additionally, the organization must be aware of and incompliance with any legal hiring regulations within their location, at the same time recruiting the best possible candidates for each position. Presented are recommendations for Clean Car Care (3Cs) when looking to recruit a new manager, with a focus on compensation and employment options, offered benefits, understanding of legal implications, and sample offer letter for the candidate
Clean Car Care (3Cs) This full-service care wash has been privileged to the overall opportunity of …show more content…
This allows for the company and the employee to have the latitude to part ways if the relationship does not work out on any level. Additionally, it does not create an obligation for the company to jump through specific hoops when wanting to terminate the employee for any number of reasons.
Benefits Enticements Above and beyond compensation and employment contract, the organization should consider making a few other concessions to tempt Jane to make the change. Non-compensation benefits are an important negotiation tool for many organizations. In this case, Jane pays no insurance co-pay and will receive two weeks of vacation by staying with her current employer. According to the 3Cs benefits application, she would pay 20% for insurance and have to wait to receive an extra week of vacation. For these reasons, the offer letter should include the fact that the organization will absorb the 20% copay for the first year of employment and that Jane will receive two weeks of vacation in her first five years of employment. This is not too far out of the usual position of the organization and goes a long way to let Jane understand she is valued, important, and the company is willing to make some concessions to get her on the …show more content…
In order to protect the organization all employees must meet the requirements of Immigration Reform and Control Act (IRCA) that they can legally work in the United States and hold the proper legalization, that the organization hired through a process that was fair and equitable to all applicants, and that the employer disclosed the position of the organization as an at-will employer (Henemann, Judge, & Kammeyer-Mueller, 2012). In all the organization must have policies and procedures to cover each of these aspects of the employment process and clearly abide by all regulatory and ethical hiring
Clean Car Care (3Cs) This full-service care wash has been privileged to the overall opportunity of …show more content…
This allows for the company and the employee to have the latitude to part ways if the relationship does not work out on any level. Additionally, it does not create an obligation for the company to jump through specific hoops when wanting to terminate the employee for any number of reasons.
Benefits Enticements Above and beyond compensation and employment contract, the organization should consider making a few other concessions to tempt Jane to make the change. Non-compensation benefits are an important negotiation tool for many organizations. In this case, Jane pays no insurance co-pay and will receive two weeks of vacation by staying with her current employer. According to the 3Cs benefits application, she would pay 20% for insurance and have to wait to receive an extra week of vacation. For these reasons, the offer letter should include the fact that the organization will absorb the 20% copay for the first year of employment and that Jane will receive two weeks of vacation in her first five years of employment. This is not too far out of the usual position of the organization and goes a long way to let Jane understand she is valued, important, and the company is willing to make some concessions to get her on the …show more content…
In order to protect the organization all employees must meet the requirements of Immigration Reform and Control Act (IRCA) that they can legally work in the United States and hold the proper legalization, that the organization hired through a process that was fair and equitable to all applicants, and that the employer disclosed the position of the organization as an at-will employer (Henemann, Judge, & Kammeyer-Mueller, 2012). In all the organization must have policies and procedures to cover each of these aspects of the employment process and clearly abide by all regulatory and ethical hiring