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What does a HR Supervisor do in an organization?

Role of Gary Garcia, HR Supervisor
Gary Garcia has been the HR supervisor at Personally Yours for the past 9 years. His immediate supervisor is HR Manager Alyssa Williams. After attending a meeting at the local SHRM chapter, Garcia came away with some great ideas about how their organization could improve HR operations. Overall, things are running pretty efficiently; but Personally Yours is a quickly growing, medium-sized organization, and in many ways it still operates like the small, family-owned and -operated business it was just a few years ago. For example, hiring processes are now standardized at headquarters and at the branch offices. Each job applicant completes a standardized application, submits a résumé (if appropriate for the position), does pre-employment testing, and undergoes a screening that includes contacting references and former employers and a criminal background check. However, this was not the case when the company first started, and many longtime employees have never gone through a background check. This is extremely troubling to Garcia, in light of the fact that their employees work in clients’ homes and have contact with vulnerable individuals (e.g., children, elderly, infirm).

               For this case, I will be taking the role of Gary Garcia, an HR Supervisor for the Personally Yours company, under the immediate supervision by HR Manager Alyssa Williams. Attending a meeting at the local SHRM chapter, some great ideas were given about how the organization could improve the HR operations. Things run efficiently, but Personally Yours is expanding quickly and in several ways, it still maneuvers like the small, family-owned and -operated business. The hiring processes are now consistent at headquarters and at the branch offices, that they stepped up their hiring criteria. Each job applicant completes a standardized application, submits a résumé, does pre-employment examination, and undergoes a screening that includes contacting references as well as a criminal background check. However, when the company first started there were many employees that were hired before the company’s new hiring process was established—that didn’t have this extensive search and examination. This is extremely troubling because many of the employees work in clients’ homes and have contact with vulnerable individuals (e.g., children, elderly, infirm).
 The HR manager Alyssa and I, along with suggestions from the branch manager, must determine if background checks on all employees are necessary. If so, how and who would have to evaluated in order to see if they need a background check. To be completely honest I believe that only the field workers should get this evaluation and background check-up. Only the employees that are working with clients in their homes, not so much as the ones that work in the office. If this is hard because everyone does on-field and office work, then perhaps everyone should go through this procedure. It should be a mandatory not optional process. But also if the employees refuse to do should they have the right. According to the writer Lisa Vaas, she states “The first thing to know about background checks is that they can’t be done without your permission. Employers are required to inform job seekers that they intend to perform a background check and receive written permission from the job seeker, according to the Privacy Rights Clearinghouse, a nonprofit consumer information and advocacy organization” (Vaas, 2011). Everyone should be informed about the procedure especially the old workers, the long-term employees—through a memo and/or meeting. It should be a sectional evaluation in order to get everyone as soon as possible in a neatly fashion.
A message has come to the Branch Manager, Violet Jennings’s attention, that one of her longtime employees, Jackson Tibbits, is on the Florida Sexual Offender list. After doing more investigation, the business learned that 17 years ago, when Mr. Tibbits was 24, he was convicted of having unlawful sexual contact with a 15-year-old female. As a registered sexual offender, he cannot live within 1,000 yards of a school and must register with the state any time he moves. In addition, he is prohibited by law from holding positions such as schoolteacher and health care professional. With this new founding report it is up to my team to decide if the company should terminate Tibbits based on this information. I feel like a meeting should be set and discussed with Mr. Tibbits in order to clear up this information. Then once determined truth or fiction, if he is a good employee, I believe that maybe he should be given a second chance at an in-office position instead of on the field. I don’t believe he should be terminated because to be honest it feels like discrimination and I mean he’s been working for the company and doing an outstanding job so far, why fire him. According to an article titled “Can You Fire Someone for Being a Sex Offender?”, the author explains “Given California’s relatively new “ban the box” law, employers are limited in how they can use criminal history in employment decisions.  For current employees, once a conviction is uncovered, you can’t automatically fire someone for it.  Rather, employers must make an individualized assessment to determine if the conviction has a direct and adverse relationship with the actual job.  To do so, employers must consider: The nature and gravity of the offense or conduct; The time that has passed since the offense or conduct and the completion of the sentence; and The nature of the job held or sought. This also means the employer must talk to the employee and get his/her side of the story” (Yaffe, 2018). I believe the company shouldn’t fire him considering that a background check wasn’t a mandatory procedure when he got hired and he doesn’t need to address the fact that he’s on the sex offenders list, because the job doesn’t require association with children nor is near a school. Referring to the article “Running Background Checks on Current Employees”, the author explains,
“Once a job seeker has landed a job, they get on with their life. If they've been working for the same company for years or decades, they may assume that anything they do in their personal life will not affect their professional lives. Here are some valid reasons for conducting regular employee background checks:
Security - if the employer feels that their employee is putting others at risk, a current and updated background check may be necessary to determine if there is criminal activity outside the workplace.
Job performance - if the employee's job performance is suffering, an employer may wish to gather more information about current personal activities.
Damage to the business - if the business could suffer due to suspected ongoing criminal activity, an employer may wish to inquire about crimes committed by the employee.
Insurance underwriting - In order for employers to maintain their policy, many carriers will require annual Driver License (MVR) checks on employees operating company vehicles (or driving on company time)” (Howard, 2018).
With this in mind, the company should think if they should take the risk in asking him to do a background check, or just plainly be given a second chance, another position, or transferred to another area where they might have availability; if the current site doesn’t have for an in-office position.

Works Cited

Howard, R. (2018, December 22). Running Background Checks on Current Employees.
Retrieved from https://blog.verifirst.com/running-background-checks-on-current-
employees

Vaas, L. (2011, November 14). Employment background checks: Know your rights. Retrieved
from https://www.theladders.com/career-advice/employment-background-checks-your-
rights

Yaffe, N. (2018, April 27). Can You Fire Someone for Being a Sex Offender? Retrieved from
https://californiaemploymentlaw.foxrothschild.com/2018/04/articles/advice-
counseling/can-you-fire-someone-for-being-a-sex-offender/


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