The Good and Bad Results of HR-Related Laws and Frameworks

minor charges may all be treated and handled in the same manner. Every criminal is seen as

The workplace is a delicate environment filled with different personalities types. These differing needs of feeling safe and comfortable create many challenges in the workplace. The creation of the Human Resource Department has helped create a safety net for all employees to fall under and create a stable environment for employees to feel safe and secure. Regulations such as Equal Employment Opportunity Commission and the Department of Labor have in some ways removed the common sense and compassion in the workplace and replaced it with litigation. The effect of these regulations have balanced the workplace and created a more

The HR Department wears many hats and is most cases responsible for many areas: budget controlling, conflict resolution, training, employee satisfaction, cost saving measures, strategic planning, and of course the big one…the hiring of the “right “individuals. The hiring process needs to be an organized and well thought out set of procedures from identifying who will be needed to the hiring and training of that individual. There are many steps, some of which have legal ramifications, so the procedures need to be followed and reviewed to ensure that the procedures are not only capturing the best candidates but the procedures comply with all of the laws.

Over the last several decades, workplace issues have become an area of controversy for most employers. This is because the regulations surrounding what practices are considered to be discriminatory have increased dramatically. To enforce these issues, the Equal Opportunity Employment Commission (EEOC) is playing a central role in making employers follow these provisions of the law. A recent example of this occurred, with the case EEOC v. HCS Medical Staffing Inc.

This poses dilemmas as for employment breaks. Another disadvantage that comes to play is the initiative filling out the form of employment (The application). On that application for employment; reads a box that states criminal history, arrests previous to applying, also asks

Phillip it is clear that you have a complete explanation of the back ground requirement that so many employers utilize to classify potential employees. Yet with this classification many very capable candidates are quickly eliminated for either old run in’s with the law or youthful ignorance. To this end, we as a society have alienated the youth who have fallen into the trap of conviction of a crime. Clearly it is not necessary to penalize people who have repaid their debt to society for their life making them unfit for hire. The question is what is the answer to solve this injustice that is imposed on these candidates? In my view companies could have what they call a conditional hire that would go longer for a year than a traditional 90 day

A history of incarceration reduces an ex-felon’s chance of being hired by fifteen to thirty percent as well as the annual number of weeks worked by six to eleven weeks. That is a large amount of people! This is a big problem that is not to be dismissed. Having been incarcerated leads to struggles in finding a job. Some employers do not even consider hiring people with any kind of criminal record, they are much more likely to hire someone without one instead (Prison Legal News). These statistics and studies show that unemployment rates are in fact higher for

Employers need to think before judging a qualified candidate for a position based solely on their past mistakes and felonies- but unfortunately many employers do. This also causes added negativity and stress not only on the ex-convict, but on the community as well. Negativity, not only affects the person it is directed at, but it affects people that the felon is around. This kind of treatment will develop the idea that anyone who makes a mistake will not be able to obtain employment. “The effect on the community also would become relevant, as we focus on the role that the person has played in the family, in the neighborhood, and at work” (Bill Ong Hing 2). Employers need to take into account that the applicant may have been rehabilitated and made up for their past mistakes both physically and emotionally. “By reinstating discretion to give such individuals a second chance, the positive benefits that such individuals bring to the community would be as salient” (Hing 2). As Hing states, it is imperative for the felon and his/her community if employers would genuinely give second chances and also the positivity created by this would illuminate the area. Numerous people believe that employers who discriminate against felons must not be supported. Andrus believes “Corporations who do not hire ex-felons based on their criminal records only,

Having a criminal background of any sort hampers your ability to get a job quite a bit. Many employers look at criminal histories to filter out applicants they don’t believe will fit. They have the legal right to deny you a job if they feel the gravity of the crime or the length of time since it happened doesn’t suit their liking. Some jobs cannot be given to those with a criminal background.

Offering former convicted felons a chance of employment is more than a good idea. As the article states, “this allows people the opportunity to receive a second chance in society.” The idea of eliminating questions regarding a criminal record gives former convicts a sense of acceptance in the work field. The pros of “ban the box,” provides an opportunity for employers to not show discrimination against people who have a criminal background. Additionally, it gives former convicts a possibility to not limit themselves in the job field that they are interested in. The cons of “ban the box” gives former convicts the courage to fill out a job application and possibly an interview, but may not be able to move forward in the employment process if

The idea for this perspective program is an agency for people to be able to find, not only jobs, but careers after they have been convicted of a crime, even if it is a smaller offense. Being able to find job placement is important to the community, because men and women who have been convicted of crimes have a decrease in their chances of finding a jobs after they have criminal records. Many jobs require background check to verify if the employee has any criminal records. Many employers do not want to risk that they might be employing someone, who has a background of making bad decisions and many do not want to risk that the employee might commit a criminal act at the workplace. This can be even more prominent is the person has charges such

With the denial of jobs to these people, this results in a loss of revenue for the state and government. To put this into context, a 2011 study was conducted where one hundred formerly incarcerated persons were given a job. After a year, they gave a tax contribution of 1.9 million dollars and an increase of tax revenue of 770,000 dollars. This doesn’t include the fact that the state and government saved over two million dollars from keeping those people out of the prison system. Banning the criminal history box on job applications will bring about the equality for people despite his or her past and increase revenue for the local, state, and federal government to spend

Everyone deserves a second chance. You should never judge a book by its cover. These are some of the things that should be considered when an employer considers hiring an ex-offender reentering society after release from the prison system. Once a criminal, always a criminal is not always the case. Some ex-offenders have proven to be loyal and trustworthy employees. As well as tax-paying individual who open their own businesses. There are positives and negatives to hiring someone with a criminal background. There are many concerns by employers to hire an ex-offender, such as negligent hiring. An ex offender is a person who has been convicted of criminal offense. Over 600,000 people are being released from prisons

This study comprehensively evaluated the links between systems of High Performance Work Practices and firm performance. Results based on a national sample of nearly one thousand firms indicate that these practices have an economically and statistically significant impact on both intermediate employee outcomes (turnover and productivity) and short- and long-term measures of corporate financial performance. Support for predictions that the impact of High Performance Work Practices on firm performance is in part contingent on

I am proposing a dissertation that investigates the current HR practices being implemented in the organization to facilitate and retain its employees to attain maximum satisfaction and desired outcome.