Staffing Organization Paper
* Identify the type of employment relationship you would establish between the coffee shop and employees from a legal perspective. Explain your reasoning.
Praise them when their work is excellent. Comment on their work (in private) when it needs improvement. Above all, acknowledge their existence and their hard work, and treat them with courtesy. Do your best to make these consequences positive: Ask, rather than tell, others to do things. Be clear. Be polite. Know people’s names, and use them. Recognize that everyone has a life outside work. Show sensitivity, be accommodating, and don’t pry. Let your staff know how you prefer to be addressed. Say your name slowly and clearly when you meet new employees so that others will understand the proper pronunciation. Spell your name if you think it will help. Follow these guidelines for harmonious working relations with your staff: Keeping an even tone in your voice helps everybody work efficiently. Correcting errors is best accomplished privately, politely, and precisely. Yelling at people — even people who deserve it — is rarely effective. Try to give precise and clear instructions. Vague and ambiguous instructions are stressful for anyone who’s trying to fulfill them.No one is perfect, of course. If you make a mistake, admit it. If someone else makes a mistake, remember that your irritation is rarely another person’s motivation. Instead, focus on the situation and its solution. * Suggest ways that you could avoid claims of disparate treatment.
Human resources departments need to handle situations professionally with similar treatment for all employees to avoid discrimination under civil rights and other federal discrimination laws covering disabilities and age. Follow a specific procedure with documentation and a checklist to avoid discrimination complaints in your business. Disparate Treatment Treating employees less favorably based on age, religious views, race, sex, disability or national origin is disparate
Praise them when their work is excellent. Comment on their work (in private) when it needs improvement. Above all, acknowledge their existence and their hard work, and treat them with courtesy. Do your best to make these consequences positive: Ask, rather than tell, others to do things. Be clear. Be polite. Know people’s names, and use them. Recognize that everyone has a life outside work. Show sensitivity, be accommodating, and don’t pry. Let your staff know how you prefer to be addressed. Say your name slowly and clearly when you meet new employees so that others will understand the proper pronunciation. Spell your name if you think it will help. Follow these guidelines for harmonious working relations with your staff: Keeping an even tone in your voice helps everybody work efficiently. Correcting errors is best accomplished privately, politely, and precisely. Yelling at people — even people who deserve it — is rarely effective. Try to give precise and clear instructions. Vague and ambiguous instructions are stressful for anyone who’s trying to fulfill them.No one is perfect, of course. If you make a mistake, admit it. If someone else makes a mistake, remember that your irritation is rarely another person’s motivation. Instead, focus on the situation and its solution. * Suggest ways that you could avoid claims of disparate treatment.
Human resources departments need to handle situations professionally with similar treatment for all employees to avoid discrimination under civil rights and other federal discrimination laws covering disabilities and age. Follow a specific procedure with documentation and a checklist to avoid discrimination complaints in your business. Disparate Treatment Treating employees less favorably based on age, religious views, race, sex, disability or national origin is disparate