Summary: A Career As An HR Attorney

The PDF file name indicates the handbook was published on September 24, 2015. Primary sections of the handbook include Employment, Employment Relations and Communications, Compensation and Benefits, Leaves and Absences, Complaints and Grievances, Employee Conduct and Welfare, General Procedures, and Termination of Employment. The handbook provides a summary of policies fully outlined in the district’s Board Policy Manual. The content in the policy manual is derived from “state and federal laws, case law, Attorney General opinions, State Board of Education Rules, governmental regulations, and local requirements of the District” (Del Valle Independent School District, 2015, pg.

Ai: Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this.

Small businesses are like a family, they can work well together in harmony, or they can be dysfunctional. In larger companies, the Human Resources Department deals with the internal politics as well as locating a candidate that makes a good fit in the organization, but when it comes to small business, its personalities and skill. In small businesses, team member’s

However, I believe that there were more policies that could have been added to the handbook that affects many people, and a few policies could have been explained in further detail. The policies that stood out to me were the “Open door policy”, “Proprietary Information Policy”, “Anti discrimination policy”, “Sexual Harassment”, and the Policy on the use of Personal use of computers. There are a few pros and cons for each policy, if you were to take my opinions that I will be providing in the summary below into consideration, your organization may be able to combat issues that may arise in the future, and answer service member questions and ease concerns.

This handbook was designed to help describe the expectations we have for our employees and to outline the company’s policies, programs, and benefits that are available to eligible employees. Employees should become familiar with the content from the employee handbook relatively quick.

Service Delivery and Information - It is important that the information provided by HR is given out to the correct person, accurately, efficiently and timely. If information is passed to the wrong person you could be prosecuted for breaching confidentiality.

Ai: Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this.

In addition, which employees fall under an exempt status and which are non-exempt. There should also be a review of the employee handbook to determine what changes might be needed. A comparison of the companies Human Resource Information System (HRIS) should completed to determine if the systems can be merged.

A HR Professional to ensure that a company complies with employment laws, for example the discrimination and disabilities. The HR Professional must have strong negotiating skills to resolve conflicts between employers and employees to mitigate the risks. It is also important to communicate any employee relation updates on policies and procedures and ensure your organisation is up to date. This is

After reading the case study of Investment Associates (p.150) in the test Human Resource Information Systems; Basics, Applications, and Future Directions, like Marian Sweet, I have little experience in the HR field yet we are required to oversee all of the HR functions as HR professionals. The same situation has occurred in the company I work for, we started with eight employees, now have twenty-nine and we will soon be purchasing another facility which will include at least ten more employees. The difference is Marian's boss is willing to help her get professional assistance and my boss tells me to call our attorney if I don't know the

HR support is critical to provide advice, guidance and support for employees and SME owners alike. Where there are employees there are questions around entitlements, legislation, harassment and company policy that come up regularly. Having up to date policies, procedures and Employee Handbooks means employees have clear guidelines to work from.

Human Resources are what make and shape an organization. In today’s world, employees are entitled to many rights and benefits that did not exist in years past. Having an established HR department within your company no matter the size is vital to the long-term success of your organization. In larger companies HR is a common

Re-designing the termination form and process procedure. The HR department should be involved in the sign loop, employees should maintain the reason of leave and no revise of the termination form is allowed. For the process procedure, all termination forms should be feedback to HR department and the employees should have the interview with HR department as well.

Liability issues while vital to the success of the organization are not important if there are no employees. Without employees, the organization cannot sell its goods or services and has no purpose to exist. While a human resource department is important because of liability, there are other issues that are the core responsibility of an HR director that are also key components to the success of a small organization. HR professionals must manage recruitment, compensation, retention, training, and performance.

So, training employees to be able to provide training to the customers is a must. Once again, this comes back to having the best employees. The best employees will be able to train clients better, and provide better customer service in general. This will lead to more sales, and a