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Employment law - Research Paper Example

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Employment law The employer should state the nature of employment when advertising for the job. For example, if it is going to be a permanent or temporary. The candidates are to be given job application forms. This will enable the employer to have data for all prospective applicants on their file…
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Employment law

Download file to see previous pages... Lastly, the candidates should provide references (Wrycza 150). After submitting the job application form, the applicants wait for the short listing of successful applicants who will have to undergo an interview. The interview format refers to how the interview is going to be conducted. It should be pre-planned. The interview program and questions should be written in advance to save time and avoid embarrassment. Questions that are not permissible should be exempted. For example, religion, race, tribe, genetic information, marital status, nationality origin and arrest records. Candidates may also be required to fill an E.E.O.C form. However, this should not require information that can lead to discrimination for example, race, disability, genetic information, religion or pregnancy. Successful candidates should affirm their readiness to abide by the conflict of interest policy for the company. This will include all areas of their responsibilities towards the company. Employees should sign the employee acknowledgment form prior to employment. This states that they are ready to abide by the company’s rules and safety policies they have read. Outside employment According to Burton (123), there is an outside employment policy that guides on employees having an outside employment. They are allowed the outside employment on condition that it does not interfere with their performance in their duties. These include CACFP-related responsibilities. It should also be done off the current employer’s premises and outside the employee’s functional work schedule. Job post policy There are policies that guide and protect both the employer and employee postemployment. The Family Leave policy grants employees to take a family leave after working for at least one year with minimum of 1250 working hours within the 12-month period prior to the leave application. The Family pregnancy policy entitles maternity leave for expectant mothers. The sexual harassment policy aims at maintaining a working environment that is void of any form of sexual harassment. Allegations of sexual harassment are taken seriously and legal action taken against the accused be it a fellow employee or the employer (Sunshine Village 7). The harassment policy provides for the maintenance of a working environment that is void of any form of harassment. Complains of such should be urgently treated as grievances Personal appearance is important. All staff employees should be neat and clean while on duty. Attention should be paid on grooming, cleanliness and tidiness in hair, clothing and general personal hygiene. Employees must present a good professional outlook. In the manufacturing job, dust coats are won. However, they should be clean and neat. The E.E.O.C. provides that no one should be denied employment on discriminatory grounds. These include disability, race, sex, age among others. All applicants must have equal opportunity to employment. The handicap/ disability policy requires that persons with disabilities should not be denied employment, promotion, transfer or be discriminated against due to their disabilities as along as they can demonstrate ability to cope and perform in the employment. Medical examinations should only be conducted after employment. No employee should also be fired to their medical conditions or disabilities that may be revealed from this. The human resource department issues out the current benefits sheets to employees. Benefits entitled to employees may ...Download file to see next pagesRead More
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