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Summary Assignment 1 Staffing Plan for a Growning Business.docx Bus 335 Assignment 1: Staffing Plan for a Growing Business Business 335 Staffing Organizations Strayer University Identify two (2) types of staffing models that could apply to your chose$7.49
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Summary Assignment 1 Staffing Plan for a Growning Business.docx Bus 335 Assignment 1: Staffing Plan for a Growing Business Business 335 Staffing Organizations Strayer University Identify two (2) types of staffing models that could apply to your chose
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RAS
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Rasmussen College
Assignment 1 Staffing Plan for a Growning B Bus 335 Assignment 1: Staffing Plan for a Growing Business Business 335 Staffing Organizations Strayer University Identify two (2) types of staffing models that could apply to your chosen scenario and determine which model would be best suit...
assignment 1 staffing plan for a growning businessdocx bus 335 assignment 1 staffing plan for a growing business business 335 staffing organizations strayer university identify two 2
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Bus 335
Assignment 1: Staffing Plan for a Growing Business
Business 335
Staffing Organizations
Strayer University
Identify two (2) types of staffing models that could apply to your chosen scenario and
determine which model would be best suited for efficiency, productivity, and possible
future growth.
Due to the expansion of business coming to my area and the increased need for daycare
services, I have decided to expand my daycare business. Two staffing models that would apply
to the growing demand for my daycare services would-be: Long-term contract employees and
temporary employees. (1)
Long-term contract employees, such as a Registered school nurse, Certified day care
professionals and an Office support paraprofessional, would be the experienced professionals
needed for the success of my daycare. They are typically employed by a contract company and
are appointed work under particular employment contracts. Long-term contract employees have
more balance and allow for more appealing pay rates, which are usually more competitive than
permanent employees. (2)
Temporary employees are an attractive workforce because they allow for flexibility
within the organization. These employees would be excellent for After-school assistants, since
after-school assistants need to change to accommodate shifts in the number of children on a daily
basis. The cost of employing temporary employees may be more than that of long-term contract
employees in order to counteract the concern of about work availability. Also, being a temporary
, employee does not require much skill, so that would make them a more suited staffing model. (3)
Predict the major potential legal issues that you may encounter when establishing equal
employment opportunities and diversity within the workplace while still aiming to acquire
employees with the needed certifications and credentials. Next, explain the method of
achieving transparency within your staffing model.
To make sure that my daycare is transparent within this staffing model, I must make sure
I properly comply with federal, state, and local laws. By not complying with federal laws, such
as the Employment Eligibility Verification System and the Fair Credit Reporting Act (1970), an
employee runs the risk of serious legal issues. The Employment Eligibility Verification System
ensures that employees are legally eligible for employment in the US. By not adhering to this
federal law, I run the risk of fines up to $10,000 for every employee who is not legally eligible to
work in the US and up to 6 months in prison. The Fair Credit Reporting Act (1970) regulates
how I obtain and use an applicant’s consumer report. By not adhering to this federal law, I run
the risk of fines up to $10,000 per violation. (4)
State and local laws, the EEO/AA Laws, are based off federal laws but differ from state
to state. It is my responsibility as the employer to know the laws and regulations in my state.
Some of these laws are the Civil Rights Act (1964, 978, 1991) which prohibits discrimination
race, color, sex, religion, and origin. The Age Discrimination in Employment Act (1967),
prohibits discrimination of an employee over the age of 40 and the American with Disabilities
Act (1990, 2008), prohibits discrimination against an applicant who is qualified to do a job but
may have a disability. (5)
requirements and task statements that you will include in formalized job descriptions.
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