Exploring Current Issues in Human Resources

Anonymous
timer Asked: May 5th, 2018
account_balance_wallet $19.99

Question Description

In this final project, you will explore a specific topic/issue related to human resources within a specific organization. You may select from the general list (see below), but keep in mind that you may also select from more specific topics, such as affirmative action, downsizing, health care coordinated services, negotiation, grievance processes and diversity, and international aspects.

General topics/issues related to human resources:

  • Labor relations
  • Unions
  • Employment laws
  • Compensation issues
  • Labor contracts
  • Labor administration
  • Grievances and dispute resolution
  • Employee discipline

Discuss how that topic/issue has impacted the Child & Family Service (Ewa Beach, HI) organization, how the organization has responded to the topic/issue, and recommendations you would offer the organization based on your analysis of its past approaches.

In order to fully develop your discussion, your project must include the following elements:

  1. Organization profile
  2. Historical perspective of topic/issue (Discuss the history of the topic you selected from both a national, as well as your organization’s perspective.)
  3. Topic/issue impact on organization (Discuss how the topic you selected has impacted your organization.)
  4. Organization response to topic/issue (Discuss how your organization currently responds to/deals with the topic you selected.)
  5. Your analysis of organization response to topic/issue (Incorporate course readings and outside sources to support your analysis, and compare and contrast your organization’s response/approach to that of another similar organization.)
  6. Recommendations for organization (Incorporate course readings and outside sources to support your recommendations/solutions.

The paper must:

  • Conform to APA Requirements
  • Be 8 pages in length (excluding title page and references)
  • Incorporate at least four academic/scholarly sources.

*Attached is the Child & Family Service Employee Handbook

*Below is the Child & Family Service Website

https://www.childandfamilyservice.org/

Unformatted Attachment Preview

EMPLOYEE HANDBOOK REVISED AND ISSUED: JULY 21, 2017 SUPERSEDES: October 7, 2014 1 Dear Members of the CFS Team Welcome to Child and Family Service, (“CFS”). You have joined a group of dedicated and compassionate people committed to our mission: Strengthening families and fostering the healthy development of children. At CFS we have four Core Values: Integrity, Quality, Employee Excellence, and Teamwork and Communication. Agency leadership is committed to managing this organization consistent with these values. CFS has a strong focus on continuous quality improvement to ensure that we provide high quality services to clients. We also are interested in having employees who: want to come to CFS, want to stay at CFS, and want to grow with the organization. We continue to look for ways to support the professional development of our employees. Our staff are our most important resource to carry out our mission. CFS is Hawaii’s largest and oldest private non-profit human service organization with over 30 work sites and 700 employees statewide. The success of CFS depends on the effort and enthusiasm of every employee and our ability to work as a team. We hope your employment with CFS develops into a mutually rewarding relationship. To our new employees, we hope you will find your experience with CFS challenging, professionally rewarding, and personally gratifying. To our present employees, we extend our sincere appreciation for your contributions. Mahalo for your part in making CFS a leading organization in Hawaii. Howard S. Garval, MSW President and CEO 2 CFS MISSION STATEMENT Strengthening families and fostering the healthy development of children. CFS VISION STATEMENT Healthy, thriving individuals and families building strong, multi-cultural communities across the generations. 3 TABLE OF CONTENTS I. EMPLOYEE HANDBOOK RECEIPT AND ACKNOWLEDGEMENT ......................... 7 II. INTRODUCTION ................................................................................... 8 A. Purpose ........................................................................................8 B. Policies Are Not Contracts or Guarantees of Rights .......................8 III. EMPLOYMENT PRACTICES ..................................................................... 9 A. Management Rights ......................................................................9 B. Americans With Disabilities Act (ADA) ..........................................9 C. Equal Employment Opportunity (EEO) .......................................11 D. Harassment ................................................................................11 E. Employment-At-Will ...................................................................13 F. Whistleblowers’ Protection .......................................................... 13 G. Hiring ......................................................................................... 13 H. Hiring of Relatives and Friends ...................................................13 I. Employment Categories .............................................................. 15 J. Introductory Period .....................................................................15 K. Wages and Salary .......................................................................17 L. Job Performance Review ............................................................. 17 M. Personnel Records and Files ....................................................... 18 N. Employment References .............................................................. 18 O. Confidentiality of Employee Medical Information ........................ 19 P. HIPAA Authorization Policy ......................................................... 19 Q. Outside Employment ..................................................................19 R. Conflicts of Interest.....................................................................20 IV. HOURS OF WORK AND COMPENSATION .................................................. 21 A. Normal Workday and Workweek .................................................21 B. Lunch and Break Periods............................................................ 22 C. Pay Procedures ...........................................................................22 D. Overtime ..................................................................................... 24 E. Pay Differentials .........................................................................24 F. Reimbursement for Job-Related Expenses ..................................24 V. EMPLOYEE BENEFITS ......................................................................... 25 A. Health Insurance ........................................................................25 B. Retirement ..................................................................................26 C. Employee Assistance Program (EAP) ...........................................26 D. Workers Compensation ............................................................... 27 E. Flexible Benefits Plan..................................................................27 F. Parking ....................................................................................... 27 G. Credit Union ...............................................................................28 VI. ABSENCES FROM WORK ..................................................................... 28 A. Paid Time Off (PTO) ......................................................................28 B. Time Off for Preventative Health Screening.......................................30 C. Time Off for Volunteering ............................................................... 31 D. Temporary Disability Insurance (TDI) ...............................................31 4 E. F. G. h. i. j. k. l. m. Holidays ..................................................................................... 32 Military Leave .............................................................................32 Jury Duty Leave .........................................................................33 Bereavement Leave .....................................................................34 Educational Leave ......................................................................35 Voting Time Off ...........................................................................35 Family and Medical Leave Act (FMLA) and Hawaii Family Leave Law (HFLL) .................................................................................35 Leave Without Pay ......................................................................39 Domestic Violence Leave ............................................................. 39 I. STANDARDS OF CONDUCT AND WORK RULES .......................................... 40 a. Code of Ethics ............................................................................40 b. Attendance Policy .......................................................................41 c. Performance ...............................................................................42 d. Honesty and Integrity .................................................................42 e. Behavior ..................................................................................... 43 f. Employees as Representatives of CFS .........................................43 g. Community Activities ..................................................................43 h. Confidentiality of CFS Information ..............................................44 i. Drugs and Alcohol Policy ............................................................ 44 j. No Smoking Policy ......................................................................46 k. Personal Telephone Calls ............................................................ 46 l. Personal Visitors in the Workplace..............................................46 m. Dress and Personal Appearance ..................................................46 n. Solicitation and Distribution ....................................................... 47 o. Driving........................................................................................ 48 p. Safety and Security .....................................................................49 q. Violence Prevention.....................................................................51 r. Computer, E-mail, Telephone Usage ...........................................53 s. Internet Usage ............................................................................54 t. House Rules (Prohibited Conduct) ..............................................55 J. DISCIPLINARY POLICY AND PROCEDURE................................................. 59 a. Verbal Warning ...........................................................................59 b. Disciplinary Action Notices ......................................................... 59 K. TERMINATION ................................................................................... 60 a. Resignation .................................................................................60 b. Reduction in Force ......................................................................61 c. Dismissal ....................................................................................61 d. Severance Pay .............................................................................62 e. Exit Interview .............................................................................62 L. COMMUNICATIONS ............................................................................. 62 a. Bulletin Boards...........................................................................62 b. Public Relations/Media ............................................................... 62 c. Ideas and Suggestions ................................................................ 62 d. Grievance Procedure ...................................................................62 5 A. RESPONSIBILITY TO CLIENTS .................................................................. 64 B. CONFIDENTIALITY................................................................................ 66 C. RESPONSIBILITY TO COLLEAGUES ........................................................... 66 E. PROFESSIONAL COMPETENCY ................................................................ 68 XI. APPENDIX (FORMS) .......................................................................... 63 6 CHILD AND FAMILY SERVICE I. EMPLOYEE HANDBOOK RECEIPT AND ACKNOWLEDGEMENT I have received a copy of this Employee Handbook revised July 21, 2017 (“Handbook”) and have been given the opportunity to ask questions about the information documented in this Handbook. I understand that this Handbook outlines Child and Family Service’s (“CFS” and “Organization”) benefits, policies, and employee responsibilities. I agree to familiarize myself with the information in this Handbook, to ask questions of my Manager or Human Resources when necessary, and will comply with the policies and procedures summarized. I understand the information in this Handbook is intended to acquaint employees with general policies and principles and is not a contractual commitment by CFS concerning the terms of employment, benefits, and other matters. I realize that I am an employeeat-will, am employed for no specific period of time, and that employment may be terminated by the Organization or myself, with or without cause and with or without prior notice. In addition, I understand that no CFS representative other than the President and CEO has the authority to enter into any written or oral employment contract or agreement for employment for any specified period of time or to limit termination to certain specified reasons or only after the exhaustion of certain procedures. I understand that such an agreement must be in writing and signed by both parties, and I agree that no such representation has been made to me. I also understand that as a condition of employment and to ensure workplace security and safety, all Organization facilities, Organization property (including desks, workstations, files, voice-mail, and e-mail), and employees' personal property may be inspected upon request. As required, Management, at its complete discretion and with the written approval of the President and CEO, may modify or eliminate these summarized policies and procedures at any time without notice. I realize I will be responsible for complying with future changes in Organization policies, practices, and rules. I also acknowledge that no employee or Organization agent has the authority to allow me to engage in any conduct or behavior that is inconsistent with this Handbook. I further acknowledge that the copy of this Handbook issued to me is the property of CFS and, therefore, I agree to return this Handbook prior to or on my last day of employment. THIS HANDBOOK SUPERSEDES, REPLACES, AND CANCELS ALL PRIOR HANDBOOKS. Please sign and date this receipt and return it to Human Resources for placement in your employee file. Print Name: Signature: Date: 7 CHILD AND FAMILY SERVICE EMPLOYEE HANDBOOK II. INTRODUCTION A. PURPOSE This Handbook is Child and Family Service’s ("CFS" and "Organization") general guide of human resource policies. It is not comprehensive, does not address all employment issues or policy exceptions, and is not intended to provide specific details in all areas. Many issues (such as benefits) are addressed in detail in other official documents that are controlling. If you have questions or need help in understanding the policies as summarized in this Handbook, please ask your Manager or contact Human Resources. This Handbook was developed to establish a framework in which employees' efforts can advance both the Organization’s objectives and the individual's interests. To further this goal we have adopted human resource policies that we believe are fair, consistent, and will let employees know what is expected of them. It is our intention that these policies will promote sound management as well as success and growth for each of you as part of our Organization’s team. CFS policies and procedures provide relatively detailed guidance for conducting daily operations. While this Handbook may briefly describe a policy or procedure, only the official policies and procedures contain full guidelines. The policies and procedures are available to all employees on the Y-drive. Additionally, each Program Director or above maintains a full set of the policies and procedures. Coverage for non-bargaining and bargaining unit employees varies. Where the handbook conflicts with the collective bargaining agreement, the bargaining agreement shall be the bargaining unit employees’ controlling document. B. POLICIES ARE NOT CONTRACTS OR GUARANTEES OF RIGHTS These policies are not express or implied contractual employment commitments and may be changed or revoked at any time. No policy is intended as a guarantee of terms or conditions of employment or of benefits or rights. This Handbook does not alter the employment-atwill relationship in any way. These guidelines replace any previous oral or written policies and practices regarding matters covered in this Handbook. The only exceptions to these policies are those written and signed by the President and CEO. 8 III. EMPLOYMENT PRACTICES A. MANAGEMENT RIGHTS The description herein of certain policies and procedures does not limit the Organization's management authority. Management retains the right to exercise all the normal and customary management rights, powers, and authority including but not limited to the following rights: 1. To hire, assign, train, schedule, supervise, evaluate, discipline, promote, reward, demote, layoff, recall, and discharge employees; 2. To determine and change starting times, ending time, and breaks; 3. To transfer employees classifications; 4. To determine and change the size of the work force and qualifications for a position; 5. To establish, change, and abolish its policies and practices, rules, and benefits without advance notice to employees, provided each change is authorized, in writing, by the President and CEO. 6. To determine and change methods by which its operations are carried out; 7. To assign duties to employees in accordance with the Organization's needs and requirements; and 8. To carry out all ordinary administrative and management functions. into other positions and other These rights are not limited or waived by any provision in this employee handbook or any other statements or documents. B. AMERICANS WITH DISABILITIES ACT (ADA) 1. PUBLIC ACCOMMODATIONS CFS complies with governmental laws and regulations regarding accessibility and continually evaluates requirements for ensuring that the physical characteristics of the facilities do not restrict access by any segment of its service population, employees, volunteers, and applicants. CFS provides 9 alternative, accessible, and comparable services where the age of a facility or the excessive cost of adaptation prevents change. CFS has addressed the requirements of Title III of the ADA by adapting physical facilities (ramps, lavatories, drinking fountains, etc.) to make an employment opportunity available to persons with physical disabilities or those otherwise qualified. CFS regularly reviews and addresses structures. 2. EQUAL EMPLOYMENT OPPORTUNITY As part of our Equal Employment Opportunity commitment, we do not discriminate against any qualified applicant or employee with a known physical or mental disability in any employment practice including hiring, promotion, job assignment, compensation, discipline, training, and termination. Ability, not disability, is the basis of all Child and Family Service employment decisions. CFS recognizes that employees with disabilities, including lifethreatening illnesses, such as cancer, heart disease, HIV, and AIDS, may wish to continue to work and engage in normal activities as their condition allows. These employees may work as long as they are able to meet acceptable job performance standards with or without reasonable accommodations, and medical evidence indicates that their condition is not a direct threat to the health and safety of themselves or others. 3. REASONABLE ACCOMMODATIONS As required under the ADA, we will provide reasonable accommodations for qualified individuals with known disabilities to assist them in performing the essential functions of the job unless the accommodation would create an undue hardship on the Organization or create a direct health or safety threat. Reasonable accommodation means modification or adjustment to work environment, or manner in which the work is done, to enable the employee to perform the essential functions of the job without undue hardship to the Organization. Any employee or Manager with ADA-related questions or discrimination complaints, or anyone seeking an ADA accommodation should contact their Manager or Human Resources. This policy does not create any contractual promise but instead is a description of the standards of behavior expected of all employees. 10 C. EQUAL EMPLOYMENT OPPORTUNITY (EEO) EEO has been, and will continue to be, a basic principle at CFS. Employment at CFS is based upon merit, ability, and qualifications. No qualified applicant or employee is to be discriminated against because of race, color, religion, sex, sexual orientation, age, ancestry, national origin, disability, military/veteran status, marital status, arrest and court record (except as provided by Haw. Rev. Stat. § 3782.5), or other grounds protected under applicable state and federal laws, regulations, and/or executive orders. 1. SCOPE OF EEO CFS’ EEO commitment applies to all areas of employment including, but not limited to, hiring, training, placement, promotion ...
Purchase answer to see full attachment

Tutor Answer

TheGradeBooster
School: UIUC

Hello, am done with the paper.Its my pleasure to work with you, and looking forward to work with you in future.Invite me for more when you have.GOOD LUCKS

Running head: CHILD AND FAMILY SERVICE

Child and Family Service

Institution Affiliation
Instructor’s Name
Student’s Name

Course Code

Date

1

CHILD AND FAMILY SERVICE

2

Child and Family Service (CFS)
Grievances and Dispute resolution
Every organization is faced with workers grievances, and CFS is not an exemption in this
case. The management has to set mechanism that can be put in place to minimize and manage the
situation. Grievances are due to particular issues. Some of the most common issues that lead to
grievances in the workplace include inadequate resource, wages and salaries, period, unrealistic
targets, poor communication and lack of modern equipment’s. Such issue leads to disputes which
require a proper set mechanism to resolve them. A dispute resolution system design has to be put
in place to help in dealing with this problem in many companies the design is set in such a way it
helps in identifying, creating, implementing and evaluating an effective means of resolving
conflicts.
Organization Profile
Child and family service organization has a strong focus on improving the services given
to their clients from all divisions of people. It focuses on significant areas that aim at proving and
promoting social welfare. The organization is founded on strong beliefs and core values such as
employee excellence, teamwork, communication, and integrity. The leaders of this organization
are dedicated and committed to managing the organization inconsistent with these set values.
CFS mission statement states that straightening families and fostering the healthy development
of children is the key agenda. Additionally, the vision statement focuses on accomplishing the set
target through the mission statement. By promoting a healthy community, thriving individuals
and families, it leads to building strong multicultural communities across the generations.
CFS is the largest and oldest private non-profit human service organization in Hawaii. It
has more than 30 worksites and 700 employees statewide. Employees of this organization are the

CHILD AND FAMILY SERVICE

3

basis for its success. The firm is also interested in employees who want to come to the
organization and improve its current state. The firm continues to look forward to the support of
the professional development of the workers who aim to carry forward the mission of the
organization.
Historical perspective
In early 1950s organization believed that dispute and grievances were a violation of
employment acts and employees were required to behave positively during the work period. The
American labor movement helped in monitoring the relationship between labor and management.
The team also believed that the conflict arising within the workplace would be resolved through
collective bargaining between the employees and their employer (Galanter, 2013). Additionally,
the government was expected to offer mediation service to help resolve such disputes. Currently,
due to the declined level of union representations, most organization have focused on settling the
dispute directly with the employees as t...

flag Report DMCA
Review

Anonymous
Thank you! Reasonably priced given the quality not just of the tutors but the moderators too. They were helpful and accommodating given my needs.

Brown University





1271 Tutors

California Institute of Technology




2131 Tutors

Carnegie Mellon University




982 Tutors

Columbia University





1256 Tutors

Dartmouth University





2113 Tutors

Emory University





2279 Tutors

Harvard University





599 Tutors

Massachusetts Institute of Technology



2319 Tutors

New York University





1645 Tutors

Notre Dam University





1911 Tutors

Oklahoma University





2122 Tutors

Pennsylvania State University





932 Tutors

Princeton University





1211 Tutors

Stanford University





983 Tutors

University of California





1282 Tutors

Oxford University





123 Tutors

Yale University





2325 Tutors