Capella University Laws and FFH Recruitment Strategy Research Paper

Criteria 2

(20%) Competency Apply legal standards in human resource management decision making and practice. NON_PERFORMANCE Does not identify laws that impact FFH’s (or a selected organization’s) recruitment strategy.  BASIC Identifies but does not assess laws that impact FFH’s (or a selected organization’s) recruitment strategy.  PROFICIENT Assesses laws that impact FFH’s (or a selected organization’s) recruiting strategy.  DISTINGUISHED Assesses laws that impact FFH’s (or a selected organization’s) recruitment strategy and concludes what state’s legislation should factor into recruiting decisions.

COMMENTS:

Rebecca. You MET THE OBJECTIVE for this section as you (a) included a section in your paper dedicated to this grading criterion; and (b) evidenced that you researched and evaluated state-based employment and labor laws that could positively or negatively impact the company’s decision to locate its stores. An example that you evidenced this with was:

LAWS AND FFH’S RECRUITMENT STRATEGY

There are many laws and regulations that can impact a recruitment plan. These laws are not only at a federal level but at a state and local level also. Federal laws impact all states the same so when doing a comparison across states, the recruitment plan will under federal guidelines will be much the same with the exception of some changes to the affirmative action plan which will mirror the demographics of the area. When designing our strategy, we would want to make sure we follow The Age Discrimination in Employment Act of 1967 which prevents employers from discriminating against anyone over the age of 40 in their hiring practices. All three cities have similar percentages of those with disability, between 8% and 10%. (U.S. Census, 2019) However, the Americans with Disabilities Act impacts all employers no matter how high or low the percentage is and we must realize that we have to make reasonable accommodations for anyone who has a disability and again we cannot discriminate against them in our hiring practices. (Capella University, 2019). While hourly rates are set amounts for each position, we must be careful that raises and salaries do not unfairly impact women due the Equal Pay Act which makes it illegal for pay disparity based on women. A new issue we must be sensitive to going forward based of a recent Supreme Court ruling is Title VII protects all minorities including transgenders. Along with the above mentioned we must also make sure that are strategy complies with

• The Uniformed Services Employment and Reemployment Act of 1994 outlines the reemployment rights of veterans.

• The Family and Medical Leave Act defines which personnel are entitled to take job-protected, unpaid leave for specific medical and family purposes

(U.S. Department of Labor, Wage and Hour Division, 2012).

As we develop our strategy, it will include steps that will keep FFH within the legal guidelines of federal law.

Criteria 3

(25%)

CompetencyDevelop strategies to address HR needs and opportunities for a multicultural and inclusive workforce.

NON_PERFORMANCE

Does not describe resources for recruiting minorities.

BASIC

Describes but does not analyze resources for recruiting minorities.

PROFICIENT

Analyzes resources for recruiting minorities.

DISTINGUISHED

Analyzes resources for recruiting minorities and summarizes the resources that match hiring needs.

COMMENTS:

Rebecca. You did not include a section in your paper to address this grading criterion. Dr. DiBenedetto