All judges of the above courts are appointed by the president with the approval of the Senate (USCourts, 2012).
In all cases, the court serves as the arena where disputes are argued, and a fair verdict pronounced. The court is normally, replete with what is called a workgroup which comprises the prosecutor, the attorney for the defense and Judge, apart from the various other court clerks, attorney's assistants and other court functionaries. The prosecuting attorney is to lay all facts and evidence and the details of crimes and witnesses before the honorable court and convince the court why the suspect should be found guilty and sentenced. The defense attorney will argue the case for his client and try to get him maximum remission (Lawrence, 1996). Having heard the arguments, of the defense and prosecution, the judge considers it thoroughly and provides a judgment.

Once the pretrial procedures are completed, and decisions…...

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References

Justice.gov, (2012) Victim Witness Program, Available at

Seeing how the applicant reacts to the vast space of a warehouse, the busy nature of a supermarket filled with customers eager to check out with their purchases, or how he or she interacts with people in general is best assessed face-to-face rather than over the phone or on paper. If desired, the applicant could also be asked to 'try out' some of the basic tasks of the job -- for example, can a stockroom man or woman lift the heavier boxes, as required by the job, or could the new bakery employee maneuver him or herself around the cramped area of this area of the store. This would also be an excellent time to assess the motivation of a candidate -- is the candidate not only capable, but interested in actively listening as to how to do and then try out some of these occupational tasks?
However, for a…...

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Works Cited

Litvin, Janice Schooler. (11 Nov 1996). "Tough Interview Questions and the Answers

Managers Want." Retrieved 10 Jan 2007 at http://www.microsearchsf.com/intrvucw.htm

Synthetic Validity': Selection Tool Could Revolutionize Hiring, Online Dating." (Mar 2006). Science Daily. Retrieved 10 Jan 2007 at  http://www.sciencedaily.com/releases/2006/03/060308085903.htm

Once I had determined who the most optimistic candidates were for the position I would then begin an interview process by which I would use a job skills test and knowledge test to determine who the final few candidates should be for the position.

Out of all the original candidates I would choose the 10 that got the top scores on the optimism test, and ask them to come in and take a job skills and job knowledge test for the company.

Once that was complete I would select the candidates with the top five scores on that testing process and ask them to come into the human resource office for personal interviews.

Personal interviews provide a feel for the person and how he or she would ultimately fit into the organization.

Once I conducted interviews with each of the five candidates I would then choose the three that I felt would fit the…...

H Case Study Analysis
In order to test which method would work best, it is necessary to do some calculations with the numbers andy and Professor Higgins have generated as an estimate of how much each process would be. In order to compare each method, this current research will use the Dollar Value Gain formula in order to determine which method would prove the best in regards to keeping costs down and optimizing the total dollar gained from the process, considering that one is slightly more reliable than the other. This would allow andy to see how much potential gain would result from hiring candidates using the two hiring process methods, the interview, and the work sample trial.

The formula for the expected dollar value increase is as follows: NsTrSDyZs-NC. In this equation, T = tenure of selected group in years (assumed to be one year) = 1, Ns = number of…...

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References

Bryan, C. (2013). Using pre-employment tests in the hiring process. Legal Answers. Web. http://jobs.answers.com/legal/using-pre-employment-tests-in-the-hiring-process

HR Council. (2014). Getting the right people. Selection & Hiring. Web. http://hrcouncil.ca/hr-toolkit/right-people-selection.cfm

University of California Riverside. (2014). Recruitment & selection hiring process. Human Resources. Web.  http://hr.ucr.edu/recruitment/guidelines/process.html

pre-Employment hiring process.
In regards to pre-employment hiring, organizations must first identify the skills and abilities needed to perform the given task correctly. By identifying the proper skill set, the organization can effectively ascertain the competency of viable candidates. Core competencies are very important as the candidate must possess skills to perform the necessary functions of the job. As such the first step should be identifying the skills needed to perform the given task.

Next, the company must then determine what questions to ask in order to properly ascertain the skill level of a given candidate. These questions must first eliminate all biases associated with the interviewer. The questions should be behavior based, showcasing competency in the actual skill, and how that competency will transfer directly to the organization. Pre-employment tests and talent assessments are also good methods in which to determine the skillsets of a candidate. These tests are very…...

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References:

1) Toussaint v. Blue Cross & Blue Shield of Michigan, 408 Mich. 579, 601; 292 N.W.2d 880, 886 (1980).

2) Rothstein. Mark, Andria S. Knapp & Lance Liebman, Cases and Materials on Employment Law (New York: Foundation Press, 1987), 710-738

esource Planning, Job Design and ecruitment
Job analysis

Job analysis is defined as the process of identifying and determining in complete detail the specific job requirements and duties and the proportional importance of the duties to the job (Sanchez & Levine, 2012). Job analysis is conducted on the job and not the person. The data collected from a job analysis describes or specifies the job, not the person to fill the position. Some of the approaches for conducting a job analysis are interviews, questionnaires, observations, and specialized analysis methods. Depending on the organization and situation, a combination of the methods can be used to conduct the job analysis.

Using the interview method to gather information would require the H manager to visit the job site and talk with some of the employees doing each job. The manager would use a standardized form to record the information collected. For the H manager to get…...

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References

Doverspike, D., & Arthur Jr., W. (2012). The role of job analysis in test selection and development. The Handbook of Work Analysis: Methods, Systems, Applications and Science of Work Measurement in Organizations, 381-399.

Grant, A. M., Fried, Y., & Juillerat, T. (2011). Work matters: Job design in classic and contemporary perspectives.

Holman, D., Totterdell, P., Axtell, C., Stride, C., Port, R., Svensson, R., & Zibarras, L. (2012). Job design and the employee innovation process: The mediating role of learning strategies. Journal of Business and Psychology, 27(2), 177-191.

Sanchez, J. I., & Levine, E. L. (2012). The rise and fall of job analysis and the future of work analysis. Annual review of psychology, 63, 397-425.

Yes, Christ was making a demand, not a suggestion, when he said to "…teach them to obey everything I have commanded you" but how could this apply to fairness in employment in 2012? "All authority in heaven and on earth has been given to me" (Fairchild, 2008); and hence, his words become commandments.
Indeed, the Great Commission has been the "foundation for evangelism and cross-cultural missions work in Christian theology" (Fairchild) but on the other hand, in the Beatitudes Christ preached fairness and grace. "Blessed are the peacemakers, for they will be called the sons of God" (Bible.org). Those who hire workers based not on their religious affiliation but on their competence and honesty, their experience and aptitude, it seems are the peacemakers. Those who don't hire someone because he is a Jew, or a Hindu, are not peacemakers.

If the two decided to open a school could they discriminate against…...

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Works Cited

Bible.org. The Beatitudes (Matthew 5: 1-12). Retrieved February 14, 2012, from  http://bible.org .

Brandenburg, Stacey M. (2000). Alternatives to Employment Discrimination at Private Religious

Schools. New York University Law School. Retrieved February 14, 2012, from  http://www.law.nyu.edu/ecm .

Chapter 13. Civil Rights and Employment Discrimination.

The advantages of external recruitment consist in bringing people with new ideas within the company and continuing to the diversity of the company. The disadvantages are represented by the high costs and resources this type of recruitment requires. Most companies use this type of recruitment for lower level positions.

When analyzing these types of recruitment, it is recommended to associate them with various situations. This is because they have been developed in order to be used in situation characterized by different conditions, instead of addressing similar situations. The inefficiency associated with these recruitment techniques must be attributed to their incorrect application.

Another important issue derived from the hiring process is considered to be the retention of the employees. In some specialists' opinion, retention problems begin during the hiring process. The recruiting factors that are considered to influence personnel retention are represented by: hiring people focused on money, recruitment sources, their average tenure…...

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Reference list:

1.

Owen, C. (2005). Human Resource Management. International Digest. Retrieved March 13, 2011.

2.

Perry, a. & Kleiner, B. (2002). Management Research News. Patrington. Retrieved March 13, 2011.

Employee Hiring Policies on Private Security
Employee hiring policies can have an impact on the private security of a given business or company. One way in which private security is protected within a company or firm is via a hiring probation period. A probation period can be useful in helping to determine the nature and the character of the person involved so that one can adequately determine the character of the person that one is dealing with and to see if this person can be considered to be adequately trustworthy: "Probation policies can help to increase the amount of time spent with the employee and teach an employer about different behaviors that the screening process may lack" (UofP, 2005). Hiring policies need to protect the private security of a given business so that all can run smoothly and so that reliable employees are located: the more detailed the hiring policies…...

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References

Desert Paalce Inc. Vs. Costa, 539 (U.S. 90, 2003).

Griggs v. Duke Power Co., 401 (U.S. 424-1971).

Naacpldf.org. (2003, June). Gonzalez v. Abercrombie & Fitch Stores. Retrieved from Naacpldf.org:  http://www.naacpldf.org/case-issue/abercrombie-fitch-employment-discrimination 

UofP. (2005). Employee Hiring Policies and Security. Retrieved from expertscolumn.com:  http://crazyjenn33.expertscolumn.com/article/employee-hiring-policies-and-security

How do you justify to your staff the fact that Muffy is making a higher salary than any of them and that they did not have the chance to interview for the position?

There are two answers that immediately come to mind - I can't or she was way qualified... From the perspective of I can't, I would focus on two specific points. Either she is getting too much or the staff is getting too little. The results of this hire already created morale issues that undermine relations. It will be critical to make sure that the staff understands that they are being treated in a fair and consistent manner and that the lower-paid employees are getting paid at the appropriate level that incorporates a full range of upper and lower limits for their particular jobs.

The second point would be to demonstrate her credentials including relevant experience, knowledge and potential to…...

Hiring an individual with a criminal history could put your business' financial success and safety at risk.
The professional reference verification is another common form of pre-employment screening. The professional reference verification gives one the means to not only discuss the employee with the listed reference, but to check to make sure the listed individual is qualified to act as a reference. Without a professional reference check, one has no way of knowing whether or not the listed reference is in fact who they are claimed to be.

Another important pre-employment verification that should occur before making a hiring decision is to verify the applicant's employment history. Like the professional reference section, without a verification of this information there is no way for one to know for sure whether or not the applicant has actually worked where they say they have. Further, an employment verification search will also provide one with…...

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Bibliography

Werther, W. And Chandler, D. (2006): Strategic Corporate Social Responsibility: Stakeholders in a Global Environment. Thousand Oaks: Sage Publications.

Williams, C. (2006): Effective Management: A Multimedia Approach. (2nd Ed.). Mason: Thomson.

growing imperative to be globally competitive as well as the increasing sophistication of customer needs, organizations must hire the highest quality employees. Unfortunately, however, many companies do not have an effective hiring system in place. Since the hiring process has been such a fundamental part of an organization's human resources ongoing responsibility for such a long time, it is often taken for granted and not reviewed and critiqued on a regular basis. Many organizations believe that since people are being hired to fill the openings, the hiring process is working effectively. Yet they do not understand why they have a high turnover rate or employees who cannot meet their responsibilities. The organization may be hiring candidates, but not those who fit in with the culture or want to stay with the organization. Filling the necessary number of positions is important, but choosing people who will appreciate, share, and promote…...

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Works Cited

Bohlander, George, and Scott Snell. Managing Human Resources. Mason, OH: Cenage, 2010.

Bowen, Brayton. Recognizing and Rewarding Employees. New York: McGraw Hill, 2000.

Bratton, John and Jeff Gold. Human Resource Management. Houndsmills, England: Macmillan, 2001.

Brewster, C., Sparrow, P.R. And Harris, H. (2005, in press) "Towards a new model of globalizing human resource management." International Journal of Human Resource Management 16,6 (2005), 434-445

internal environment seems to be an environment where the competitive forces that form between the employees within a company and that relate to the individual need to be promoted and rise above the others (with all the ugly details this implies) are subordinated to obtaining the best working environment possible. It is also an internal environment where the company's added value comes, in great part, from the connections and correlations that are formed between the employees and, indeed, through the value of the human resource.
As for the external environment, the demographic factor first comes to mind once we have had a look over the statistics. 52.2% of the Rochester population is female and this may mean that the "social" policy that the company is promoting is likely to pay off, as women are known for their more social inclinations.

On the other hand, the educational factor can also provide an…...

Abstract Human resources managers are increasingly called upon to contribute to ethical decision making in their hiring practices. Hiring policies and practices are a critical gateway to fulfilling organizational ethical commitments. Using standard screening methods like background checks or screening applicant social media accounts present ethical dilemmas, pitting the need for due diligence against the need to resist any form of discrimination in hiring. By engaging in hiring policies and practices that reflect legal ground rules and also ethical codes, human resources managers achieve critical security goals and also protect the legal and ethical rights of employees. Key issues to take into consideration in hiring decisions include the legal ground rules that govern organizational codes of conduct and codes of ethics. Many organizations also craft codes of ethics and codes of conduct specifically to craft organizational culture, promote security, while also insuring against legal breaches.
Codes of Ethics vs. Codes of Conduct
Both…...

The job may require x% travel, which might eliminate one of the candidates, etc. Essentially, hiring the female simply based on the demographics would discriminate against the other candidates and therefore, is illegal (Federal Laws, 2009).
Situation 5 - Our Company has a service contract with the U.S. Government (Department of Defense) to provide nurses for a military hospital. Contractual obligations require employees with patient contact to pass a physical exam and drug test; those handing fiscal matters must pass a drug and polygraph test. Because this contact is with the Federal Government, any employee is subject to laws under the Federal egister, Agencies affiliated with the Federal Government who require drug testing must follow standardized procedures established by the Substance Abuse and Mental Health Services Organization, use certified SAMHSA testing facilities, and comply with appropriate privacy laws (Section 7 -- Drug Testing, 2010). The Employee Polygraph Protection Act (EPPA)…...

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REFERENCES

Americans With Disabilities Act of 1990, as Amended. (1990). United States Department of Justice. Retrieved from: http://www.ada.gov/pubs/ada.htm

Federal Laws Prohibiting Job Discrimination Questions and Answers. (2009). The U.S. Equal Opportunity Employment Commission. Retrieved from:   / facts/qanda.htmlhttp://www.eeoc.gov 

Section 7 -- Drug Testing. (2010). United States Department of Labor. Retrieved from:  http://www.dol.gov/elaws/asp/drugfree/drugs/screen92.asp 

The Employee Polygraph Protection Act (EPPA). 2010. United States Department of Labor. Retrieved from:  http://www.dol.gov/compliance/laws/comp-eppa.htm

When planning a teacher interview, it is important to consider the following steps:

Step 1: Determine the purpose of the interview - Think about what specific qualities, skills, and experiences you are looking for in a teacher. This will help guide the questions you ask during the interview.

Step 2: Create a list of interview questions - Develop a list of questions that will help you assess the candidate's qualifications and fit for the position. Make sure to include questions about their teaching philosophy, classroom management skills, and subject expertise.

Step 3: Schedule the interview - Coordinate with the candidate to find a....

I think that the states that have passed laws for the salary history ban are taking a positive step towards achieving equal pay within the workforce. By banning employers from inquiring about a candidate's salary history, these laws help to break the cycle of pay discrimination that can often carry over from job to job.

This ban helps to level the playing field for all candidates, regardless of their previous salary. It ensures that individuals are paid based on their skills, experience, and qualifications, rather than what they were making in their previous position.

Overall, the salary history ban promotes transparency and....

Salary History Bans and Equal Pay in the Workforce

The gender pay gap, a persistent disparity between the average earnings of women and men, remains a multifaceted issue with significant consequences for economic equality and social well-being. In an effort to address this inequity, several states have implemented salary history bans, prohibiting employers from inquiring about or relying on a job candidate's salary history during the hiring process.

Rationale for Salary History Bans

Salary history bans are based on the premise that previous salary information perpetuates existing pay disparities. When employers use salary history to determine a candidate's compensation, they may perpetuate unequal....

Overview of Interview Discussion

The interview commenced with an exploration of the candidate's professional background and skillset. The candidate highlighted their extensive experience in project management, particularly in the healthcare industry. They elaborated on their expertise in coordinating complex projects, managing budgets, and overseeing teams.

Moving forward, the discussion delved into the candidate's understanding of the healthcare industry. They demonstrated a comprehensive grasp of industry dynamics, regulations, and best practices. They emphasized their familiarity with healthcare information systems and their ability to leverage technology to enhance patient care.

The interview progressed to a deeper examination of the candidate's leadership and interpersonal skills. The....