PowerPoint: Sleep Tight Inn
Running head: SLEEP TIGHT INN 1
SLEEP TIGHT INN 2
Week 4 Homework
Sleep Tight Inn
Sean Hall
Prepared for Dr. Nicole Runyon
Park University
7/2/19
Sleep Tight Inn
Question 4A: Mr. Jones knows that the resort is covered by the Immigration Reform and Control Act but that Mimi Clause did not follow the law. He specifically wants to know what must be done to comply with the law. What should be done about the lack of records on the current employees? What should be done if he finds employees who cannot meet the legal requirements?
In the labor sector, there are several legal frameworks that guide institutions during the recruitment process. Employee information is among the key aspects an organization is supposed to hold dear. Employee details such as personal details, contact details, employment details, payroll records, job details as well as information pertaining to awards and achievement every employee have (Penn, & Pennix, 2017). This information helps the organization identify employees who meet the thresholds that are laid out under various legal frameworks that the organization works under. This paper will review various issues pertaining to employee information in recruitment and how it helps the organization fulfil the legal demands it is obligated to.
Mr. Jones and his human resource management team should perform several tasks. An audit of the documents presented by employees during recruitment should be done. This will help the human resource department identify fake documents. Incomplete records should be filled while appropriately. Correcting these documents significantly reduces the risk of legal actions against the organization. the information should be clear, legible and easier to read. Employee information sections should be duly filled. Once the recruitment staff identify fake documents. The respective employees should be handed over to the respective legal entities available.
Documents that are hard to read, there is no action to take regarding this occurrence. The guidelines provided by the emigration department dictate that the organization is no ability to determine the genuinely of documents based on photocopies of those documentations (Clark, George, & Lloyd, 2018). The guidelines indicate that the employer should not request documentation from an employee primarily because the photocopies of their documents are unclear. The organization can then verify the social security numbers of employees in the organization. The social security administration offers verification techniques that help to match the employee’s social security numbers with their names. This process is helpful for identifying the legality of employee’s presence in the organization. employees who do not meet the required thresholds should be given notices to provide necessary documentation or dismissal altogether.
Pre-employment testing helps an organization to perform a recruitment process that is justifiable within the constraints of the law as well as ensuring equitability along with ensuring that the recruitment process is objective. Tests that test skills and traits that are oriented to the job vacancy in consideration are more legally justifiable. For this reason, we shall make assessments of issues to do with recruitment tests to identify how to make them defensible.
Mr. Jones should ensure that the resort's recruitment procedure is in line with the uniform guidelines on employee selection procedures. First, the organization needs to identify the principles that are uniform with regard to testing and selection. These principles should primarily be guided by the ethics enshrined in employment commissions such as the equal employment opportunity commission (Noe, Hollenbeck, Gerhart, & Wright, 2017). The principles of the federal government should also be considered while making an organization’s internal principles.
Employment decisions in testing, selection and promotions, hiring as well as retention should be followed in a consistent manner. Licensing and certifications provided under the federal laws are a key component in testing as well as selection. Where selection procedures are in place, it is easy to establish a legitimate interest in the job vacancies in an organization as well as building trustworthy workmanship in an organization.
The impact of information is insurmountable in an organization. the organization should hold important information concerning their employees that indicates the impact of the tests they perform on their employee’s information retained on unsuccessful applicants can be used to prove that no bias methods were used in the recruitment process. Employee records kept can be grouped according to age, sex, ethnic affiliations as well as race (Sankar, & Parker, 2017). These records will always help the organization in justifying their employment quotas based on recorded statistics. The organization should moreover, consider having a policy on equal employment opportunity. Federal enforcement agencies will always consider the general principles an organization has in ensuring an equal opportunity are afforded to people from all subsets of society.
In conclusion, the information, in this case, is viewed as the most important item for guaranteeing that the organization shields itself from legal risks. Information coupled with good principles will guarantee efficient human resource management of the institution.
References
Clark, K., George, A., & Lloyd, K. (2018). Trust (Your Employees), but Verify (What They Are Doing) and Keep the Verification. Home healthcare now, 36(2), 132-133.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Penn, I. A., & Pennix, G. B. (2017). Records management handbook. Routledge.
Sankar, P. L., & Parker, L. S. (2017). The Precision Medicine Initiative’s All of Us Research Program: an agenda for research on its ethical, legal, and social issues. Genetics in Medicine, 19(7), 743.