HRM 510 Business Employment Law
Outline one (1) job interview process, and document the methods that you must use to select the right person for available positions. Determine two (2) employment laws that you must consider in the process in question, and examine the key ramifications of the organization’s lack of enforcement of said laws.
The job interview process I selected is deciding where and how to find qualified applicants. When deciding where and how to find qualified applicants you must ask: What are the recruiting techniques to be used? What is the time frame for conducting you search? And remember advertising is not the only, or necessarily the best way to recruit. The …show more content…
In the legal sense, it is intentional behavior which is found threatening or disturbing. Sexual harassment refers to persistent and unwanted sexual advance, typically in the workplace, where the consequences of refusing are potentially very disadvantageous to the victim. What exactly constitutes such an environment is determined on a case-by-case basis. Sexual harassment is a private nuisance, unfair labor practice or, in some states, a civil wrong (tort) which may be the basis for a lawsuit against the individual who made the advances and against the employer who did not take steps to halt the harassment. The employer must have notice of the harassment and failed to take action against it in order to be held liable.
Suppose your same organization decides on an unconventional workforce comprised primarily of independent contractors and temporary workers. Predict three (3) issues that you may encounter in building relationships with each type of worker. Next, examine two (2) laws that you must follow during the relationship building process, and specify the manner in which each law would help in the relationship building process.
Three issues that I may encounter in building a relationship with an independent contractor is tax problems, may have to pay higher fees to the contractor, and limited control over the contractor. And with temporary workers have to pay higher wage rates, contract buyout fees and possible lack of commitment.
The U.S. Department