Employment of Relatives Essay

Introduction

To avoid perceived or real family influence on the conflict of interest within the company, the appointment shall not be given to a person who is a mother, father, daughter, son, sister or brother of a staff member. The prohibition applies to the recruitment of individuals at the company regardless of the type of contractual modality, including fixed term, permanent, continuing, individual contracts, and temporary appointment. Therefore, any person who works for the company under any contractual modality is family to the candidate, the applicant is not liable to appointment as a staff member or offered a non-staff contract.

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The inclusion of this policy is mainly for avoiding any instance of conflict of interest because a family relationship can lead to hiring incompetent workers due to nepotism. Therefore, by adopting this policy, it offers an opportunity for the company to appoint qualified workers and avoid adversely affecting the morale of the workers as they could perceive hiring relatives as an aspect of nepotism (Daskin, Arasli, & Kasim, 2015; Uygur & Cagatay, 2015). Additionally, not hiring relatives creates an ideal environment where the success of other employees is transparent, as well as eliminating the possibility for nepotistic thoughts.

Filling of Temporarily Vacant Positions

The Human Resources will only approve appointment of a person on temporary basis within the support staff area in response to the following reasons: there is a current vacancy and the selection process will take time before a permanent worker is employed; current worker is absent due to sick or maternity leave; the staff who is being replaced is missing due to annual or long leave according to the leave policy provisions; and lastly, there are operational needs, such as workload increase on specific projects. However, temporary employment will not be provided if there is no budget allocation for temporary assistance if the appointment will only take less than a week, or instances when the assignment is due to performance problems posed by current employees. All temporary positions will be advertised on the company's website and all willing candidates will apply. The most qualified candidate will be seleted for interim employment and will be subject to remuneration on a monthly basis.

Temporary staff members are essential as they perform a vital service in providing interim relief labor, particularly in periods when the company is busy when an employee quits or takes a maternity or sick leave (Fuller & Stecy-Hildebrandt, 2015). Besides, temporary staff may in time be employed as permanent members of the company by offering them employment based on their performance.

Offer of Employment

The company will provide the offer of employment, first over the phone, and secondly, through an official letter from the HR manager. The letter will encompass the details of the offer, including the salary, title, salary, benefits, the start date. To ensure that the written contract is enforceable, the candidate will sign a written agreement. Besides, the candidate needs to sign all other documentation before starting work. Therefore, the company will be sure to specify the type of employment contract. The company includes the following agreements: indefinite, fixed-term, and temporary agreement, which shall be specified in the employment offer.

By incorporating these aspects, the company will ensure that there are no conflicts of pay and the candidate thoroughly knows what is expected of them, as well as the remuneration that they will receive (Brock-Utne, 2015). Therefore, the offer of employment should specify all parameters that establish the relationship of the candidate with the company upon starting the job, which is vital in preventing future conflicts about the terms of employment (Brock-Utne, 2015).

Orientation

Each new employee will undergo orientation and will be notified by the HR department of the date, time, and location of the meeting meant for orienting the worker about the company and job duties. The orientations may be conducted in a group or individual settings. The new staff should bring their new-hire informational packages, as well as all contracts signed, including a copy of ethical business practices. The first stage of the orientation is the human resources agenda, which will encompass an introduction to the company vision, mission, culture, functions, benefits information, and policy reviews (Lawson, 2015). The second stage is the management agenda where the supervisor will conduct an introductory meeting with the new employees to discuss company standards, privacy, and confidentiality issues (Lawson, 2015).

The inclusion of orientation is vital to facilitate organizational learning and ensure employee productivity in a minimum period, as well as comply with the Fair Labor Standards Act (FLSA), which demands new hire orientation, which should be mandatory and related to employment, and thus, compensable (Perez, 2015).

Probation

New hires will be subject to probation for three months, during which they shall have an opportunity to demonstrate their ability to work satisfactorily and determine whether their new position meets the company expectations. Any significant absence will lead to an extension of the probationary period by the same length of the absence. The probationary period may be extended by another period of maximum three months. Once the new hire completes the probation period satisfactorily, he or she will enter regular employment. The hires are eligible for salary but not other company benefits.

The inclusion of probationary period is to ensure that the employees can work and meet job requirements before being fully hired (Givord & Wilner, 2015). This helps prevent futuristic problems in regards to not meeting the job requirements, duties, and responsibilities.

Recruitment and Selection

The company will recruit and select employees based on their competency. All candidates will not be discriminated based on sex, gender, disability, ethnicity, race, or religion. This is concerning Title VII of the EEOC. Title VII forbids any form of workplace discrimination at the workplace, including remuneration plans, recruitment, and firing, transfer, layoff, recall, promotion, job advertisements, training programs, fringe benefits, or testing.

Case Law Equal Employment Opportunity Commission (EEOC) v. Abercrombie & Fitch Stores, 575 U.S. (2015), established that workers should not be discriminated based on religion. Besides, people with disabilities are protected under the Rehabilitation Act of 1973 (Rehabilitation Act) and Title I of the Americans with Disabilities Act (ADA) from discrimination (US Department of Labor, 2018).

Benefits

Vacation

Every employee will be liable for a two-week paid vacation annually as demanded by the EEOC. Even though the FLSA does not require time not worked, including vacations, the company shall include it to motivate the employees.

Sick Leave

Every employee will be eligible for sick leave. However, the worker must produce documentation from the medical practitioners that recommend for the sick leave. In this case, the company will not allow for paid sick leave as no federal law or the FLSA enforces payments for a period not worked, such as sick time. This shall be established in the employment contract. Not including the sick pay was strategic to ensure that employees do not exploit the clause for their self-gains.

Holiday Pay

The company will not include pay for holidays. The federal laws and the FLSA do not require payment for not worked, including holidays. Excluding holiday pay was strategic because no business will be conducted in such days primarily because the company will be closed.

Bereavement and Compassionate Leave

A worker who wishes to take time off owing to immediate demise of a family member will have to notify the supervisor as soon as possible. The employee will be allowed four consecutive days off when he or she loses a spouse, child, domestic partner, parent father-in-law, mother, stepchild, mother-in-law, stepsister, sister, brother, stepparent, parent, daughter-, and son-in-law. In addition, the worker is liable for a day off once he or she loses a member of the extended family, including an uncle, grandparent, sister and brother in law, aunt, and spouse's grandchild and grandparent. The inclusion is to show that the company is in solidarity with the employee (Hall, Shucksmith, & Russell, 2013).

Jury and Witness Duty

No deduction will be made from the employee's salary after they have received payment from court to act as a juror or witness. The staff, however, should notify the supervisor after receiving notification that he/she is required to act as a juror/witness and proof of the period served.

Maternity Leave, Parental and Adoption Leave

A 12-week maternity leave will be provided to employees. Also, a further 12-week unpaid leave will be instituted for parental and adoption leave. The Family and Medical Leave Act of 1993 (FMLA) stipulates a 12-week unpaid leave annually for employees with newborns or newly adopted children. The Pregnancy Discrimination Act (PDA) is essential as it amends Title VII of the Civil Rights Act of 1964 by prohibiting sex discrimination as established under case law, Young v. United Parcel Service, 575 U.S. (2015).

Benefits Package

The employees will be eligible for the following packages:

• Medical- The company will have an employer-sponsored health plan that allows workers to co-pay on an equal basis with the staff.
• Dental - The small business will include an insurance program that allows the company to co-pay dental procedures on an equal basis with the staff.
• Vision - The firm will include an insurance program that allows the company to co-pay vision-related procedures on an equal basis with the staff.
• Retirement - as dictated by the Employee Retirement Income Security Act (ERISA) of 1974, the company will incorporate the 401(k) qualifying plans for non-government organizations. Based on this provision, the company will adopt a defined benefit pension plan that allows a guaranteed paycheck upon retirement.

Discipline

Code of Conduct

All employees are expected to be professional while conducting the company's duties. They will observe honesty, integrity, and refuse bribes. They should not misuse company equipment and should respect incorporeal property, including trademarks and copyrights. They need to protect company facilities and material property, such as company vehicles from damage whenever possible. These guidelines allow the employees to be disciplined in the way they conduct job duties and responsibilities.

Dress Code

All employees should be clean and well groomed, based on their ethnicity and religion. The clothes should be work appropriate, good in shape, with no offensive stamps. The inclusion of dress code allows the workers to project professionalism (Thornton, 2015).

Harassment

All employees should respect their colleagues and should not be involved in any form of harassment. It entails intimidation, bullying, malicious gossip, direct insults, as well as victimization. Employees must not sabotage their colleagues work on purpose, be involved in derogatory comments in relation to ethnicity or religion, spread rumors of one's personal life, and sexually assault or harass workmates. In fact, as established in Faragher v. City of Boca Raton, 524 U.S. 775, 788 (1998), sexual harassment is banned, and further legal actions can be taken against the culprit

Absenteeism and Tardiness Policy

Employees should follow their schedule and be punctual when coming and leaving from their workstations except for leave days or when the worker is on a sick or mater...