Great work

1. Yours is a 1997-founded personal assistant firm. It started out as a modest family
business and has grown to 15 locations with over 250 employees. Sarah Winters
founded this business to solve some of the issues that working people experience in
their hectic life. 'Personally Yours' offers a variety of services. In this scenario, I'll play
Gary Garcia, the HR supervisor, and Alyssa Williams, the vice president of HR, will
be my direct supervisor. Following training at the local SHRM chapter, I understood
how the concepts are given may help our firm develop quickly and successfully.
Because the firm is expanding at an exponential rate, some duties should be
delegated to branches, but the systems must be standard and consistent. In this
case study, I'll take on the role of Alyssa, who is the Human Resource Manager at a
company in Tampa. She's been there for almost 7 years. Despite the fact that she is
an HR manager, she behaves as if she were the HR Vice President. (Hall, 2009)
The first issue that has to be discussed among me, the HR supervisor, Alyssa
Williams, the HR manager, and Jennings, the branch manager for Tamp-East, who
have always been briefed on business policy choices, is the impact of hiring people
that the firm is unfamiliar with. The second challenge concerns Violet Jennings' claim
that Jackson Tibbits, a handyman and one of her former employees, is on the Florida
Sex Offenders list (Hall, 2009) Fortunately, the sensitive information was located
without any incidents being reported, but it does highlight the fact that as a firm, we
must be vigilant.
There will be two difficulties in this scenario. The first problem is one that was
brought about by the background check procedure. As an HR manager, I and the
department manager should determine whether such checks are essential for our

2. present and future workers and if so, a new system for developing such inspections
should be developed. After much deliberation, my staff and I have decided that all
workers should be subjected to background checks. While certain HR services, such
as payroll, are outsourced, senior management still has other HR tasks that are
managed internally, such as the recruiting process, which is now systematic to the
point that workers go through a consistent procedure such as submitting resumes.
As the firm grows, a background check for all workers is required, however, it may
appear to former employees that they are being mistreated or that they are being
forced out of the company. If the organization obtained the information unlawfully or
faces resistance from former workers who may base their case on their experience
in the company, some old employees may counsel their legal experts on the best
course of action.
The first step is to inform everyone about the necessity of a background check,
which I, Gary, Williams, and Jennings have agreed to do in order to ensure that no
one gets expelled. The check will be required, and it will be a process that everyone
should follow. The second measure is to keep Tibbits away from vulnerable
individuals such as schools, but this should also be done in other places. All workers
who work with children, the elderly, or persons with special needs in the state of
Florida should undergo a level 2 background check (Labor Law Center, 2016). The
firm should disclose this information to its employees so that they are aware of the
implications. We should let Mr. Jackson leave to safeguard the organization since
our job involves collecting information about people's homes. As a result, we cannot
work with Mr. Jackson because we will be held liable for any of his activities.

3. Conclusions:
Finally, if the hired individual is negligent, the company may be held liable for
punitive damages if it intentionally violates the rights of consumers and workers.
Furthermore, the company's reputation and financial stability will be jeopardized
(Hyman, 2019). As a result, identifying and correcting problems may be beneficial to
the organization. Continuing with the background checks will allow us to prevent any
problems for the firm. In addition, the firm should examine the hiring process to verify
that it follows all of the laws and regulations.

4. References:
Hall, A.T. (2009). Personally Yours: A Case Study Trilogy. Society for Human
Resources Management.
https://my.uopeople.edu/pluginfile.php/1276245/mod_workshop/instructauthors/Pers
onally%20Yours%20SHRM.pdf
Carver, C. (2020). Employee Recruitment and Retention: FAQ & Best Practices.
Retrieved from https://astronsolutions.net/employee-recruitment-and-retention/ Hall,
A.T. & SPHR, J.D. (2009).
Personally Yours: A Case Study Trilogy. Retrieved from
https://my.uopeople.edu/pluginfile.php/1017159/mod_book/chapter/254521/Personall
y%20Yours%20SHRM.pdf
Manchester Specialty. (2021). State Requirements for Conducting Background
Checks on Home Health Employees.
https://www.manchesterspecialty.com/background-check-on-home-care/Urban, J.
(2019).
What to do when an employee is listed as a sex offender on a Megan’s Law Registry.
https://www.amanet.org/articles/what-to-do-when-an-employee-is-listed-as-a-sex-off
ender-on-a-megan-s-law-registry/