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Hr Mgmnt Case Study

1761 words - 8 pages


George is a twelve year experienced registered nurse working the evening shift in the post-operative ward at Harmony Hill Memorial Hospital.  George wants to complete his Bachelor’s degree in nursing and the needed courses are only offered in the evenings.  George 's supervisor informs the staff of an upcoming opening in the morning shift and advises them of the application deadline.  Based on some of the rumors that have circulated regarding past practices of his supervisor, George knows that his supervisor has already filled the position with one of her closest friends and that George's completing an application and interviewing for the position is nothing more than an ...view middle of the document...

George works at the Harmony Hill Memorial Hospital full time, has twelve years of nursing experience and deserves the opportunity to compete for the position fairly otherwise he will quit the job completely.

Human resource management job is to make sure our people are doing well within the business. First step in this situation will be to analyze and ask questions about this issue although it might just be a rumor told in the workplace but human resource must investigate making sure there is no discrimination or favoritism presented in the workplace. It the text it mentioned that George supervisor is judging him based on his gender and sexual orientation. This is discrimination and unfair treatment. It is essential that everyone is treated fairly.

When selecting someone for the position, every applicant must be interviewed and rated all in the same manner. This is ensuring our facilities are always practicing legal and ethical hiring procedures. This also waives the feelings of candidates feeling prejudged, misjudged, or unfairly chosen. When you follow proper procedures, employee will not be able to accuse you of things such as discrimination but workplaces must make sure to hire ethically. During my research , I read in the “Professional Conduct Handbook” which is the book used when studying law; regardless of which state law I read ; they all legally stated “(an interview must not discriminate on the basis of race , national or ethnic origin, color, religion , sex , marital or family status , or disability of age)” Handbook (2013). We are uncertain that George is facing any of these issues but if so this will be labeled as discrimination and breaking these laws stated. Most definitely if he is being judged by his sexual orientation or his gender.

Supervisors can only put in consideration accurate and official information. If a supervisor or workplace is interviewing a certain individual and want to gain more insight, they must talk with the individual first for their consent. Important information such as background check and such will not be official coming from other employees. In other words, since is it not official it is unlawful to make that decision base off of rumors and gossip. While reading researching, Eskillblog source page mentioned “(all background checks should be in compliance with the “Fair Crediting Reporting Act)’’. Eskill (2009). The Fair Crediting reporting Act also known as (FCRA) basically promotes accuracy, fairness, and privacy of the information in the files of consumer reporting agencies. The FCRA requires consumer reporting agencies to correct or delete inaccurate, incomplete or unverifiable information, usually within 30 days. It's up to each state to enforce the FCRA and many states have their own consumer reporting laws. If George’s nursing supervisor is prematurely judging him based on information from unofficial sources then this is definitely unlawful.

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