Human Resources
Study in HR course has helped me compared the different practices, government, non-profit and corporate follow. In addition, it has contributed to help me apply the proper protocols for job description, background checks, personnel files, employee discrimination and workers with disabilities.
Job Descriptions and Background Checks
Job Descriptions are a legal document, I feel more comfortable having a labor law lawyer revise our job descriptions to make sure the company is in compliance, and that we are clearly stating the expectations for the position. Department Managers must be trained on how to conduct an interview. Lack of training may open the company to a law suit. It is imperative that hiring staff knows what questions …show more content…
While is saw the importance of the confidential information, and created a separate file, we now combined the information into the medical file. I am pleased to share that we have diversity in the workplace and chapter 8, served as a refresher for policies we are currently following. “The equal Pay Act outlaws discrimination in wages on the basis of gender” (Steingold, 2013, p. 204).
In my opinion, there is salary discrimination between female and male employees. As we discussed in class male employees tend to make substantially higher salaries than women. Even though we have a law against this type of discrimination, many companies do not abide by these rules.
Retaliation
Even though there are laws against retaliation. Many employees do not report inappropriate behavior and or practices, because of fear of retaliation. There are afraid to lose their jobs or obtain negative references. In my experience, I take any allegation seriously and an investigation is a must. It is important to me for my company to have an open door policy, where employees feel comfortable to address any issues. This not only gives the company a good reputable name, it also helps retention of employees and a healthy work …show more content…
In addition it provides guidelines for employers and applicants. I will enforce the information learned regarding accommodations for applicants and in my case even volunteers. We have not encountered an applicant with special needs; however, I will ensure my staff is trained and ready for when the opportunity presents itself. I think is important to incorporate employees with disabilities to the workforce; they have the right to make a living as well. This class is loaded with useful information. I enjoy the case studies. As we continue to cover other chapters, I look forward to learning the most updated information related to Human
Study in HR course has helped me compared the different practices, government, non-profit and corporate follow. In addition, it has contributed to help me apply the proper protocols for job description, background checks, personnel files, employee discrimination and workers with disabilities.
Job Descriptions and Background Checks
Job Descriptions are a legal document, I feel more comfortable having a labor law lawyer revise our job descriptions to make sure the company is in compliance, and that we are clearly stating the expectations for the position. Department Managers must be trained on how to conduct an interview. Lack of training may open the company to a law suit. It is imperative that hiring staff knows what questions …show more content…
While is saw the importance of the confidential information, and created a separate file, we now combined the information into the medical file. I am pleased to share that we have diversity in the workplace and chapter 8, served as a refresher for policies we are currently following. “The equal Pay Act outlaws discrimination in wages on the basis of gender” (Steingold, 2013, p. 204).
In my opinion, there is salary discrimination between female and male employees. As we discussed in class male employees tend to make substantially higher salaries than women. Even though we have a law against this type of discrimination, many companies do not abide by these rules.
Retaliation
Even though there are laws against retaliation. Many employees do not report inappropriate behavior and or practices, because of fear of retaliation. There are afraid to lose their jobs or obtain negative references. In my experience, I take any allegation seriously and an investigation is a must. It is important to me for my company to have an open door policy, where employees feel comfortable to address any issues. This not only gives the company a good reputable name, it also helps retention of employees and a healthy work …show more content…
In addition it provides guidelines for employers and applicants. I will enforce the information learned regarding accommodations for applicants and in my case even volunteers. We have not encountered an applicant with special needs; however, I will ensure my staff is trained and ready for when the opportunity presents itself. I think is important to incorporate employees with disabilities to the workforce; they have the right to make a living as well. This class is loaded with useful information. I enjoy the case studies. As we continue to cover other chapters, I look forward to learning the most updated information related to Human