to identify and implement required programs and policies in the organization providing equal employment opportunity, filling the current openings through interviews, training, resolving safety problems and providing benefits in wages and other increments. As a strategic human resource consultant for 1995 Auto Corporation based in Central Colorado, a company manufacturing emerging lighting systems for first responder vehicles, a HR policy needs to be put in place to resolve the issues of human resource and employee grievances need to be addressed with regard to extensive time off by employees and to develop a leave policy in consideration to employer and to extend harmonious relationship between employer and employees.
R. Shaffer has been operating as the sole proprietor of 1995 Auto Corporation for 18 months and used the services of her family members to help her operate in the business, because of which she didn’t felt it important to apply for unemployment insurance, purchase a general liability insurance policy or workers compensation policy. However with increase in the business operations, the company opted for aggressive hiring strategy due to which the company now has 88 unionized and 22 non unionized employees. Despite the growth in business operations and employee strength, the company does not has dedicated human resource cell and the activities pertaining to HR are managed by Production Operations Manager who has limited knowledge with regard to HR policies, practice and regulation which over the time resulted in employee grievances. The present issue is concerned with extended time off from work by most of the employees and the owner expresses inability to sanction the same due to effects on productivity. However, it is not known whether the employees who requested for the extensive time off, are unionized or non-unionized. Every employer within US has to abide by the rules and regulations set in the Family and Medical Leave Act of 1993. The FMLA ...
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