Question

sing the following material: Personally Yours: A Case Study Trilogy: Locate Case Study 2, The Negligent Hiring/Retention Case. Select either the role of Gary, Alyssa or Violet. Respond to both Parts 1 & 2. Papers must show an understanding of the situation(s) and issues presented in the Case Study, your ability to analyze those situation(s), (paying particular attention to issues that could present legal difficulties) presented and determine the correct action(s) HR must take.

Answer 1

Select either the role of Gary, Alyssa, or Violet.
   The role the author has chosen isAlyssa Williams is the HR manager for Personally Yours, Inc. She has remained in thisposition for more than seven years. Williams operates in the corporate headquarters situated in Tampa, Florida. She has an undergraduate degree in HR and is active inthe local SHRM
   Even though her title is formally HR manager, her responsibilities are more like a vice president ofHR. She reports directly to the president and founder, Sarah Winters, who regularly turn to Williams regarding both general and strategic HR management choices.The business has subcontracted some HR roles, such as payroll; nevertheless, when itcomes to the residual HR roles that are touched internally, top managementtakes a hands-off method and permits Williams to wield her judgment. (Williamsis the highest-ranking human resource management professional in the business.)Williams feels praised by the confidence the senior management has revealed in her.For instance, all requests to create new positions must be accepted by Williams.
   Respond to both Parts 1 & 2.  
Part 1
Strangers can enter or be near your home, including meter readers, fundraisers, home improvement workers, caretakers, salesmen, and handymen, and do you know if all of them have passed a background check? In some instances, the workers do not, as specified by a recent item in The Dallas Morning News. In this story, a woman was killed after two home improvement contractors linked with a major department store in the area entered their home and then murdered her in the future. This eventcaused in the organization CAUSE establishing. CAUSE, which stands for Consumer Awareness of Unsafe Service Employment, has been making strides for businesses to execute background checks on all candidates doing in-home work.
Personally Yours, Inc. needs to perform background checks on every employee because the workers are going into people’s homes. There can be civil suits against Personally Yours if crimes are committed by employees and there is no background check. This is important for Personally Yours because they have workers encountering their customers and deal with at-risk inhabitants such as children, single moms, and the elderly. 1% of the population accounts for 63% of all violent crimes and it’s up to Personally Yours, Inc to run background checks on all employees to protect the company and its clients.
Background checks will be conducted as a credit check. References will be collected from past employers as well as verifying driver’s licenses for any employee’s commuting to worksites. If there are professional licenses required, such as nurses or certified nursing assistants (CAN), Personally Yours, Inc will verify that the licenses are valid and if there has been any disciplinary action on the file. Annual background checks will be conducted every January on all current employees to ensure everyone is in good standing. By having background checks the company can reduce the incidence of negligent hiring lawsuits with screening and have a better defense if it is alleged. The company will also reduce the risk of employee theft or fraud by screening for risk factors in the applicant’s credit check.
Part 2
Fire Tidbits because he did not reveal the conviction. Tidbits can not enter customer’s homes because he is a convicted sex offender. Children, elderly and single moms will encounter Tidbits while he works, and Personally Yours, Inc. could be found liable if anything were to happen while Tibbits is on the job, especially if he is operating in a customer’s home. The risk of firing Tidbits is less than what repercussions could happen if Tibbits creates an alarming situation for the company due to his behavior and being a convicted sex offender. The company would much rather deal with a wrongful termination suit than an utter catastrophe of sexual misconduct by one of their employees.