On April 4, 2018, the FAMS Incident Activity Coordination and Trends Office forwarded Incident Tracking Report Number (ITR) 11605 to the Detroit Field Office for consideration as a performance matter. For the reasons discussed below, I am issuing this non-disciplinary LGD to you for being Absent Without Leave (AWOL). I am taking this action in accordance with the provisions of TSA Management Directive (MD) 1100.75-3, Addressing Unacceptable Performance and Conduct and associated Handbook, and the Office of Law Enforcement/Federal Air Marshal Service (OLE/FAMS) Non-Disciplinary Performance Deficiency Program.
Then we can go to placing a couple of online ads with our local unemployment and the local online job agencies. Then contact the three local Employment Agencies and have them do some of the pre screening for us. With increasing our employee numbers above 15 we will have
Knowing that the company has a 20% turn over in Full Time Employees and an average 15% turn over in Part Time Employees, I believe they should assess their mix of full and part time staff. It would be beneficial and potentially cost saving if the company can increase its part time staff, reduce full time staff, thus, if all things remain constant, realize a lower turnover ratio while paying less in overall benefits and compensation by changing the mix of employees. Determining the proper mix of staffing efficiently will be a key driver in the overall HR process and hiring outcome and should be a long term goal of the company
In like manner, staffing yields are not the same for all jobs, hiring situations, and economic conditions. What resources are needed is another staffing question. According to Phillips & Gully, 2015), there are six general costs related to external hiring and they include advertising expenses, agency and search firm fees, employee referral bonuses, recruiter and applicant travel costs, relocation costs, and company recruiter costs, and these factors make up 90 percent of hiring costs. Additionally, the internal cost per hire calculation includes four elements which are internal advertising costs, travel and interview costs, relocation costs, and internal recruiter costs (Phillips & Gully, 2015). When an organization is more concerned with talent in regards to their overall success, they are willing to spend more in investing in sourcing and recruiting. The last question is how much it will it take to hire the employees. Phillips & Gully (2015) mention that establishing a staffing timeline before beginning the staffing process can ensure that hiring managers, recruiters, and other staffing specialists know what to expect. Furthermore, the length of each staffing stage may vary within jobs and
Like all companies the main one of the main objectives is to reach their goal and objective while also keeping cost down. In relation to option one to hire temporary employee does not necessarily keep cost down. Although hiring of temporary staff will help to reduce the workload of technically competent employees it will cost to hire a sent number of temporary staff to reduce staff workloads. In relationship to cost this option will not fair well using these criteria. The other two options are more capable of obtaining it objective and goal while keeping cost down.
In the past decade we experienced a recession, inflation, and a market place that has started moving faster and that has become very tight due to advancements in technology. With all of this; employers realized that maintaining the right people may require more than just adequate compensation. The climate has changed when it comes to what employees require and the small business has to be creative in order to attract or retain the quality and qualified employee. The small business in most cases do not have the financial capacity to attract talent like their larger counter parts do, and that creates a very wide gap in talent pool for a small business thus making it harder to remain in business. The small business needs to invest in their employee, make the employee feel needed, wanted, and a valued part of the organization or the larger companies will steal them away (Holoviak & De Cenzo,
The economic climate surrounding a company can determine many things and can have financial implications as well as affecting the levels productivity. Economic growth can lead to a lack of employees available to fill positions because the labor market is saturated with jobs. A company will look to offer higher wages, more benefits and incentive programs to entice potential candidates and will invest in current employees with training and development to help retain the staff and promote succession planning throughout the company. A downturn in economic growth can have the opposite effect. Companies have a tendency to cut the workforce to maintain profit margins, thus applying extra pressure to the remaining employees, causing extra work loads, poor morale and a high
Many employers hire temporary workers because of the benefits they bring to the firm. According to Martocchio (2016), temporary employees are a cost-effective way to replace permanent workers who are on approved leaves of absence, which facilitates business continuity. Moreover, they do not receive discretionary benefits such as medical coverage. Similarly, as the business needs change, employers face the flexibility to keep staffing levels optimal. Notably, temporary employees help minimize overall staffing expenses since their presence can keep regular workers productive and not overworked. Martocchio (2016) adds that employers hire temporary workers for experience and expertise lacking in the business. For example, entities employ IT specialists and creative people to fill short-term needs. Finally, according to Martocchio (2016), hiring contingent workers allows employers to assess performance of employees for potential
Throughout the rating period, Ms. Carlene Martinez continued her GAIN Services Worker (GSW) assignment in the Homeless Case Management (HCM) Unit of the Southwest Family CalWORKs District as a Homeless Case Manager. She was responsible for assessing the needs of homeless families and at-risk of becoming homeless families obtain and retain permanent housing. She assisted families in achieving self-sufficiency through advocacy, communication and the identification and facilitation of services.
Those in favor of the at-will employment doctrine point out that it is only fair that if an employee can quit at any time, giving the employer the same freedom is only fair. While this may sound fair and logical, the reality is, different I believe it just gives an employer the ability to discriminate against employees. In 2012, New York’s court of appeals upheld the employment at-will case Sullivan v. Harnish. Chief Judge Lippman issued a dissent, expressing strong concern that giving employers the right to fire compliance officers for doing their job could lead to more financial scandals like the Madoff Ponzi scheme (Hamid, 2014).
I am requesting permission to hire Ms. Phyllis Whitney-Ousley to an emergency hire contract for the Fall 2017 term. HLTH, HPER, and PHED faculty member, Ms. Cheryl Green, has gone on FMLA as of Monday, 08-21-17. Ms. Green’s leave is scheduled to last for essentially the balance of the Fall semester. This leaves a void of six classes which require staffing. The dearth of adjuncts available to teach in the day, when the lion’s share of the vacated classes is offered, does not permit me to staff the aforementioned sections with adjuncts. Additionally with the start of the semester being nigh, I will not have time to post a position and conduct a search.
Recruitment agencies are popular but unlike the Job Centre’s they charge commission for recruiting staff on a temporary or permanent basis. This means that the employer may have a chance to see how an employee is likely to work out by putting them on a three, six, twelve-month fix term contract initially. This is
The main purpose of this report is to distinguish and provide evidence to the fact that Anne Parish, a former employee at Ace Accident Insurance in Cairns was treated unfair by her former employer. In employment relations all employees should be treated and remunerated fairly, irrespective of them being an independent contractor or an employee (Fair Work Act, 2009).