Tammy Larson and Mike Brennan

The case study involves a wrick to turn talk between Tammy Larson and Mike Brennan on a effeminate who had applied for a job as a housekeeper. The two were discussing the employees profile. flesh out on her distressing conviction and drug possession raised a point of contention as the two were debating on whether to employ her. Currently, pitiful conviction and drug possession is a subject that is put into construeations plot of land selecting and promoting employees (Hayes Ninemeier, 2016, p.130).Ideally, employees ought to consider the nature or draw that led to these criminal offenses. about of the people be pushed towards these offenses because of societal and psychological factors which they guard little take care over. Characters (functions or behaviors)As for this case, Tammy Larson and Mike Brennan should first identify the nature and circumstances which prompted these behaviors. From the analysis, they should be sufficient to decide on the way forward.Besides, they should be able to identify the connection between a criminal conviction and the sour they are supposed to do (Mattke, Van, Martsolf, 2014). For instance, substance use after earn may have little effect on housekeeping roles. If the convictions entangled issues like dishonesty and mistreatment, it would be hellish to employ the candidate. In post for the human resource to be fair and just, there exists the need to confer with legal advice.This will suffice determine the best course of process (Hemming, 2015). Besides, Larson and Brennan ought to identify third parties and their statements on the employees conduct. If I was the director, I would employ Stephanie. oversight and leadership stylesThe federal law does non prohibit employers from seeking to whop the criminal history of an employee. However, the same law prohibits employers from discriminating candidates on the reason of their criminal phonograph records (Mattke, Van, & Martsolf, 2014).Therefore, employers ought to consider laws and legal decision during the selection process. Some of the more or less important laws revolve around civil rights acts which determine employment decisions. For instance, we have Title VII of the Civil Rights Act of 1964 which dictates how employees should be treated pursuit criminal allegations (Hemming, 2015). reprehensible history and record are important because they help employers accurately decide on a responsible, reliable and safe employee. Therefore, I recommend employers to request their employees to list recent criminal activity.Recommendation Employers should identify a fair response to criminal records and allegations of those they want to the employee. Ideally, we are all humans, and then we are subjected errs.Criminal records and substance use are social issues which are propelled by other factors some of the factors are beyond our control (Hemming, 2015). However, employers ought to consider the legal advice and third-party consultancy be fore employing or dismissing an employee. For those individuals who have transformed, their criminal record should not pose the challenge of selecting them.Conclusively, Tammy Larson and Mike Brennan should consider many factors darn deciding on the response.Most importantly, the selection should consider matching the organizational goals with the skills and qualifications of the employee. In this case study, the applicant has the traits required for the job opportunity hence, her record should not be an obstacle towards being selected. However, the female applicant should be advised on the best approaches that will keep her away from criminal activities and substance use. Naturally, it is unfair to judge a person based on their records or past engagements.ReferencesHayes,D.K., & Ninemeier,J.D. (2016).Human resources management in the hospitality industry.Hemming,A. (2015).Criminal Law Guidebook Queensland and Western Australia. Melbourne OUPANZ.Mattke,S., Van,B.K., & Martsolf,G. ( 2014).Final report Evaluation of tools and poetic rhythm to support employer selection of health plans.