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BUS5511 Unit 5 Written

Personally Yours is a personal assistant firm founded in 1997 to address challenges working professionals face. Gary has worked at Personally Yours for a decade and helps improve HR operations. The company must address two issues: 1) whether background checks are necessary and how to properly conduct them, and 2) how to handle an employee registered as a sexual offender. A comprehensive background check policy should be developed to verify candidate information and criminal history legally and properly. For employees with criminal histories, the company must limit their roles and workplaces while avoiding bias in decisions.

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169 views4 pages

BUS5511 Unit 5 Written

Personally Yours is a personal assistant firm founded in 1997 to address challenges working professionals face. Gary has worked at Personally Yours for a decade and helps improve HR operations. The company must address two issues: 1) whether background checks are necessary and how to properly conduct them, and 2) how to handle an employee registered as a sexual offender. A comprehensive background check policy should be developed to verify candidate information and criminal history legally and properly. For employees with criminal histories, the company must limit their roles and workplaces while avoiding bias in decisions.

Uploaded by

Alen Crossman
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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University of People

BUS5511
12 - 12 - 2021
Introduction

Personally Yours is personal assistant firm founded in 1997 by Sarah Winters Sarah Winters
established this company to address some of the challenges working professionals face in their
busy lives. Personally Yours provides a wide range of services, including residential
housekeeping, grocery shopping, household organization, home companion, adult day care and
even handyperson services (Hall, A.T. & SPHR, J.D. 2009)

I chose Gary to help assist this

Gary has been in this role for almost a decade, I am fond of him since he comes up with great
ideas about how their organisation could improve HR operations. I believe he has the initiative to
improve this fast-paced and quickly growing company. He is also attentive to detail as he goes
through the background check of each individual who’s coming to work.

Case 1 :

Issue 1 - Background Check - Is it necessary? And how to do it properly?

Strategy - We shall develop a comprehensive summary to conduct a check. It is to determine


whether the candidate’s information is accurate, trustworthy and to verify the authenticity of the
personal information provided also to see if there’s any criminal record prior to applying.

There are a few things we need to check to start from their criminal record, social credit report,
drug test, personal identification, previous jobs, SSN, driving record and anything else related.
Thus we shall create a protocol for everyone enrolling to be one of the employees even if not
employed later we shall keep this policy solid (Dewar J, 2021) :

1. Make sure the policy is legally compliant.


2. Check their current certificates and statements, if any is not on the list get their consent
with a signature on a form.
3. Choose the right company according to their situations
4. Expect a turnaround time for a result.
5. If all is clear we shall proceed, and if not, let employee(s) explains or clear up any
mistakes.
6. Make our decision either to keep them on the line, assign them to certain places or to let
them go.

One more thing to note: Managers shall also notify existing employees for the background
check and let them get prepared for the relevant documents within a deadline.

Issue 2: Solve Jackson’s issue as he was registered as a Sexual Offender.

Strategy - We shall decide either to terminate or retain him under certain working conditions.
Our judgement shall not be biased and shall have a clear explanation for any final decision. This
is also included by gathering feedback from the past clients to check with Jackson’s current
behaviour work.

This negligent recruitment happened since the employer didn’t get the whole data of background
check, while Jackson might be able to file a lawsuit against them. A good practice is to ask
employees on applications whether they have ever been convicted of a felony and, if so, to
disclose details. According to Florida Law, ‘ Your Personally’ has the right to terminate his
service as he is deemed to fail to do inform employers in advance. (Urban J, n.d)

Seeing him as a handyman may be a work that has no necessary close contact with individuals
especially children, however, his workplaces should be around the public communities where
children can be present. We shall limit his workplace and allocate him only to
companies/communities that will not be related to any nursing facilities, childcare and nursing.
Conclusion:
The company shall pay more attention to every single individual to not make the same mistake.
This may result in punitive damages to the company if found out by clients, moreover it may
tarnish the reputation of the company as well. If the company have hired a person with a history,
they shall make sure they are aware of their backgrounds and have got their statements.

References:

● Dewar, J. (2021, November 22). How to do a background check for employment.


GoodHire. Retrieved December 12, 2021, from
https://www.goodhire.com/resources/articles/how-to-do-a-background-check-for-employ
ment/#how-to-run-a-background-check.

● Hall, A.T. & SPHR, J.D. (2009). Personally Yours: A Case Study Trilogy. Retrieved
December 12, 2021, from
https://my.uopeople.edu/pluginfile.php/1017159/mod_book/chapter/254521/Personally%
20Yours%20SHRM.pdf

● HR Toolkit, (n.d.). Employee Background Check Policy Sample. Retrieved December 12,
2021, from https://resources.workable.com/background-check-policy

● Urban, J. (n.d.). What to do when an employee is listed as a sex offender on a megan's


law registry. AMA. Retrieved December 12, 2021, from
https://www.amanet.org/articles/what-to-do-when-an-employee-is-listed-as-a-sex-offende
r-on-a-megan-s-law-registry/.

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