PAPER FORMAT: ARIAL 12PT, DOUBLE SPACED. DETAILED RESPONSES TO QUESTIONS

PART I

"HR Experiential Problem Solving" and answer the two questions:

The leadership in your company has changed as the result of a merger of your company with another company. The other company provides services similar to those provided by your company; however, the workforce demographic varies from that of your existing employees. For instance, the other company in the merger has a culture that recognizes and supports domestic partners. You have received a request to prepare a Diversity Initiative Plan. As HR manager, you are aware that your existing employees will have issues and concerns and that you will need to institute some new policies, practices, and procedures. A resource for information on developing a Diversity Initiative Plan and diversity training is www.diversitycentral.com

Questions

1. What should the plan include?

2. What diversity training programs should be offered to assist the employees of both companies in merging the two companies together?

PART II

"Full Disclosure on Sex Offenders"

Case #1: The first case involves an office equipment company where a 34-year old office equipment repair technician was paroled after serving a 7-year sentence for attacking women on jogging paths. His previous employer offered to rehire him as a field technician who would travel to other offices to repair business machines as he has been an excellent employee with outstanding repair skills. Students' views will differ. However, most students will probably think that the employee should be able to continue his job since he has paid his time for his illegal actions. If his job was more connected to jogging paths, such as a park employee, then the answer would be different.

Case #2: The second case involves an African American who had served 10 years for child pornographic possession. He is driving a school bus for a church and has thus far been a model employee although he did not list his conviction on the application form even though the question had been asked. In this case, most students will probably believe that the manager should not employ this person as a school bus driver since he is in contact with many children. Also, he lied on this employment application.

It is highly recommended that a manager should seek legal advice in these types of situations. There are many factors that might lead one to make different decisions in different cases. Some examples would be 1) How long had the employee been employed before you found out he/she was listed on the list? 2) Was the employee honest on his application? 3) How long ago did the illegal behavior take place? 4) What is the employee's performance work record? 5) Have other employees complained about this employee?

Questions

1. Discuss what a manager should do in each of the two Michigan cases.

2. What circumstances might lead you to make different decisions in different cases under Megan's Law?

PART III

DATA SECURITY

Questions

1. How would you communicate a data security policy that required software checking of employees' emails?

2. What elements should a data security policy for a bank include?

3. Employee data theft most frequently occurs with new employees or when an employee has given notice and is leaving. How would you deal with these two very different issues?