Recruiting & Selecting Applicants
“Recruiting and Selecting New Nursing Staff Member Harmony Hill Memorial Hospital” the ad read posted on www.indeed.com by the hospital’s Human Resource Management (HRM) Company. Unfortunately, a staff member brings the HRM team’s attention a perceived violation about its recruiting and selection practices within his department. He enters our office, introduces himself as George; and then begins to give us a brief background of himself, his department, and the complaint with his departmental supervisor. As a member of the HRM, I would down with George, open the employee handbook to the ideal legal and ethical hiring practices in the Equal Employment Opportunity section. Which states, it is illegal for …show more content…
George did express an uneasy feeling about presenting his complaint to his HR department, however knowing the past actions of his supervisor; he felt a need to bring it to our attention without having any backlash from his department or the hospital. George, made aware of his legal rights and the Hospital’s zero tolerance of any form of discrimination, that his concerns for retaliation or termination is also unethical and prohibited per federal, state, and hospital guidelines. We then referenced https://www.eeoc.gov/laws/practices/index.cfm, which mandates the guidelines on a federal level, to reassure him that gender and sexual orientation were clear discriminatory acts under these guidelines. In addition, it gives guidance on Unlawful Termination, which states, “discriminatory practices under the laws EEOC enforces also include constructive discharge or forcing an employee to resign by making the work environment so intolerable a …show more content…
George expressed peace of mind, a more unclouded picture, and feeling of certainty, he was taking the correct steps bringing his concerns to the attention of HRM. George did ask us to present his concerns to his supervisor due to she is already aware of his feelings. HRM presented Georges’ matter to his nursing supervisor with the legal, ethical aspects of recruiting and selection process. During conference with George’s supervisor, HRM recommended that she update her ethical and legal proceeding certificate, along with recruiting and selection certificate. HRM suggest that with George’s years of experience, if he is adept enough nurse consider him for the evening shift and offer the morning shift to external applicants, doing this alleviates the biasness or unfair treatment felt by George and any other staff within his department. Brunot, T. (n.d.). Ethical Decision-Making in Manager Hiring Processes. Retrieved from http://work.chron.com/ethical-decisionmaking-manager-hiring-processes-4485.html. “Human resources protect the ethical integrity of every step in the hiring process to help managers
“Recruiting and Selecting New Nursing Staff Member Harmony Hill Memorial Hospital” the ad read posted on www.indeed.com by the hospital’s Human Resource Management (HRM) Company. Unfortunately, a staff member brings the HRM team’s attention a perceived violation about its recruiting and selection practices within his department. He enters our office, introduces himself as George; and then begins to give us a brief background of himself, his department, and the complaint with his departmental supervisor. As a member of the HRM, I would down with George, open the employee handbook to the ideal legal and ethical hiring practices in the Equal Employment Opportunity section. Which states, it is illegal for …show more content…
George did express an uneasy feeling about presenting his complaint to his HR department, however knowing the past actions of his supervisor; he felt a need to bring it to our attention without having any backlash from his department or the hospital. George, made aware of his legal rights and the Hospital’s zero tolerance of any form of discrimination, that his concerns for retaliation or termination is also unethical and prohibited per federal, state, and hospital guidelines. We then referenced https://www.eeoc.gov/laws/practices/index.cfm, which mandates the guidelines on a federal level, to reassure him that gender and sexual orientation were clear discriminatory acts under these guidelines. In addition, it gives guidance on Unlawful Termination, which states, “discriminatory practices under the laws EEOC enforces also include constructive discharge or forcing an employee to resign by making the work environment so intolerable a …show more content…
George expressed peace of mind, a more unclouded picture, and feeling of certainty, he was taking the correct steps bringing his concerns to the attention of HRM. George did ask us to present his concerns to his supervisor due to she is already aware of his feelings. HRM presented Georges’ matter to his nursing supervisor with the legal, ethical aspects of recruiting and selection process. During conference with George’s supervisor, HRM recommended that she update her ethical and legal proceeding certificate, along with recruiting and selection certificate. HRM suggest that with George’s years of experience, if he is adept enough nurse consider him for the evening shift and offer the morning shift to external applicants, doing this alleviates the biasness or unfair treatment felt by George and any other staff within his department. Brunot, T. (n.d.). Ethical Decision-Making in Manager Hiring Processes. Retrieved from http://work.chron.com/ethical-decisionmaking-manager-hiring-processes-4485.html. “Human resources protect the ethical integrity of every step in the hiring process to help managers