cmrj302

150 word agree or disagree

Redlich Chief Legal Counsel.
Title VII of the Civil Rights Act of 1964 – 42 USC 2000e, Americans with Disabilities Act (ADA) – 42 USC 12101, Rehabilitation Act of 1973 – 29 USC 701, Age Discrimination in Employment Act (ADEA) – 29 USC 621, Fair Credit Reporting Act (FCRA) – 15 USC 1681 Employee Polygraph Protection Act – 29 USC 2001,
Family Medical Leave Act (FMLA) – 29 USC 2611, Fair Labor Standards Act (FLSA) – 29 USC 201, and Equal Pay Act – 26 USC 206(d)
All of these play a key role in the hiring progress, you can find the description for each of these laws at this link.  http://www.aele.org/hiring-01.html
Other items that impact hiring and recruitment are how many minorities a department needs , how many women need to be hired and a very important factor how much you can pay an officer, there are many departments out there that the officers are way under paid. First off a department needs to sell it self, I have worked as a reserve officer , and I have heard questions for people who are thinking about applying. They ask what the pay is, do they get a vehicle to take home, what shift will they work. A department needs to be honest and up front with an applicant, you can’t say one thing and do another this will lead to losing officers. Agencies should also have current officers use job fairs to recruit. Have officers do like the military and go to the local high schools to recruit, have the officers sell the department, explain what it’s like to be a police officer, once again bein honest, we all know there are ups and downs in police work. I had more ups in my career than downs.
Refrence: 
http://www.aele.org/hiring-01.html

Recruiting, Selecting, and Retaining Law Enforcement Officers

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