Agency's law and ethics of hiring a diverse workforce - Essay Example

? Introduction: This paper analyses the various laws that regulate personnel management at UCSIS. It also analyzes a case law that was solved out of a dispute in relation to the rights of an employee. The case law under consideration is applicable to the management of personnel at UCSIS. This paper also looks at the hiring practice of UCSIS, and the ethical and diversity training programs that UCIS engages in. This paper has a recommendation on how the organization should recruit, and train its diverse work force. Laws Affecting the Agency: One of the laws that affect the personnel management of the agency is the immigration reform and control act which was enacted in 1986. According to this law, it is illegal for any individual to hire or recruit unauthorized immigrants, and it requires employers to verify the immigration status of its employees. This law directly affects the personnel management of USCIS because it establishes the guideline in which any agency within United States of America can employ people. On this basis, USCIS cannot employ anybody whose immigration status is not valid as according to the laws of America. If USCIS violates this law, dangers are that it will be fined approximately $ 10,000 of fine (Doak, 2012) . Another law that will affect the operations of personnel management of the agency is the worker adjustment, and retention notifying act. According to this law, employers with more than 100 employees must provide a sixty day notice in case they plan to conduct a mass lay off, or there is an intention of closing a plant. On this basis, this law directly affects USCIS because it has an employee base of more than 100 employees. Offices of USCIS are stationed in almost all the states of the country, and some selected embassies around the world. On this basis, in case the organization intends to lay off its employees it must notify them at least for a period of sixty days (Homeland Security, 2012). A case law that defines how workers and employees should relate is the 1994 case law on Waters vs. Churchill. This was a case that concerned itself with the first amendment on the rights of public employees within a work place. According to this case, the Supreme Court held that if an employee of a organization engages in a manner that will threaten and disrupt the activities of an organization, then the given organization has a right to dismiss the named employee. In this case, a nurse was dismissed for uttering contents that the hospital under consideration believed would affect its operations (Tischauser, 2012). The Supreme Court ruled in favor of the hospital, denoting that if Churchill had uttered words that would affect the operations of the hospital, then the hospital had a right to dismiss Churchill. On this basis, the Supreme Court referred the cases back to the lower courts so that they may interpret what Churchill exactly said. Personnel Recruitment and Hiring Practice: The organization has enacted programs whose main aim is to facilitate the recruitment of a diverse workforce, as well as a high caliber of employees. This is a strategic priority within USCIS because of the benefits that comes with employing a diverse work force. These benefits include ability to attract various experiences and skills from different people, of different cultures. For example, there are some experiences that black people have passed through, that might be beneficial to the organization. While interacting with customers of their origin, blacks might know of what their needs are. The same happens to Caucasians, or even employees who are Hispanics (UCSIS, 2007). The organization also aims at reinforcing and supporting the achievements of its various employees through career development and training. When the organization recruits, it has a policy to train its employees through on job training, or through class room training. This is for purposes of orienting them on the various cultures of the organization, and how they can improve on their work place performance. When the organization recruits diverse employees, these people come from different origins and backgrounds. On this basis, there is a need by the organization to train them on how they can collaborate with each other, for purposes of improving their work place productivity (UCSIS, 2007). Through its diverse work force, the organization aims at creating a culture of excellence. This is because it will allow employees to share their experiences with each other, and hence create a bond amongst them. These employees might manage to share the values and the mission of the organization, and hence strive to meet the objectives that USCIS has set. Through a shared experience, employees will also manage to motivate each other, and this will in turn assist in increasing their work place efficiency. The organization also seeks to afford equal employment opportunity to anybody who wishes to be employed within the agency, as long as they meet the immigration requirements, and satisfy the qualifications set forth by the agency (Bjorklund, 2012). This is for purposes of satisfying the provisions of the Civil Rights Act, which was passed in 1964. This act prohibits employers from discriminating any individual in terms of race, religion, or sexual orientation. On this basis, this law promotes diversity within a work force. In developing the diversity recruitment programs, the organization ensures that these programs align themselves with the policies and priorities of USCIS. For example, the priority of USCIS is to provide immigration services to people wishing to enter into America. In its recruitment policies, the organization needs to ensure that the people employed are not a threat to the security of the Americans (UCSIS, 2007). On this basis, there are a number of issues that the immigration service will look at while developing a recruitment policy for a certain position. For example, the agency, will seek to recruitment the most qualified people, irrespective of their diverse origins. However, if the organization does not find diversity amongst those qualified, the organization will be forced to employ them, irrespective of their shared origins. For example, if there is a job interview, and only Caucasians have passed the interview, the organization will not recruit those who have failed, just because they are not Caucasians. Ethics and Diversity Training: While engaging in ethics and diversity training, the organization seeks to link information technology with work force planning and training. This is for purposes of accurately measuring the success of the career development and training (Collins, 2009). The organization seeks to improve and expand the availability and quality of its employee training programs through its UCSIS academy. This is for purposes of effectively notifying its employees on the importance of ethics, and diversity within an organization. The organization operates the EDvantage online training system, and its aims at acquiring funding for purposes of advancing this training system. This will also help its diverse work force to lean on the culture of the organization, and how to use their talents for purposes of meeting the objectives of the business organization. Recommendations for recruiting and Training a Diverse Work Force: In order for the organization to find the best diverse work force, it has to conduct recruitment seminars at various Universities within United States. The targeted work force should be final year students who are on the verge of completing their studies. This is because fresh university graduates usually come with new ideas that can help in meeting the objectives of the organization. In training, it is prudent for the organization to identify various senior members of the organization and thereafter assign new employees to these people. Employees of similar cultures should be assigned to senior officials who share in their culture. On this basis, the process of orientation will be effective, and achieve results. Conclusion: In conclusion, this paper manages to identify the immigration reform and control act, and the worker adjustment, and retention notifying act as laws that guide the personnel management at UCIS. This paper identifies the Waters vs. Churchill case law, as a statute that the organization needs to consider while developing policies on personnel management. From this paper, we can also learn of the various recruitment practices on diversity that UCIS follows, and thereafter it manages to effectively explain how the organization trains its employees on ethics and diversity. This paper has a recommendation on how the organization ought to recruit and train its diverse work force. The recommendations identified are, carrying out recruitment exercises at universities, and incorporating senior members of the management team in the training process. References: Bjorklund, R. (2012). Immigration. New York: Marshall Cavendish Benchmark. Collins, D. (2009). Essentials of business ethics: creating an organization of high integrity and superior performance. Hoboken, N.J.: John Wiley & Sons. Doak, R. S. (2012). Homeland security. New York: Scholastic. Homeland Security,. (2012). U.S. Citizenship and Immigration Services' progress in transformation. New York: Sage Publishers. Tischauser, L. V. (2012). Jim Crow laws. Santa Barbara, Calif.: Greenwood. UCSIS. (2007). Civics and citizenship toolkit: a collection of educational resources for immigrants (Rev. ed.). Washington D.C.: U.S. Citizenship and Immigration Services, Institute of Museum and Library Services, U.S. Govt. Printing Office: Read More