Affirmitive Action

Assignment Affirmative Action

Darrell Scott Puehler

HRM/240

Sep-4, 2011

Deanna Lamb

Assignment Affirmative Action

Dear Jim, Jay, Dale and the rest of the Board of Directors, it has come to my attention that in order for Puehler Technologies to move forward in today’s economy, we need to make some changes. One of these changes is to our company policies. I as the head of our Human Resource department, see a downfall in our hiring process because we do not have a policy on Affirmative Action. By implementing an Affirmative Action policy, we will show our employees and potential applicants that we are an EEO or equal employment opportunity company. In addition to being an equal employment Opportunity Company, I believe that we should exercise the AA or affirmative action policy along too. If Puehler Technologies posts this on our company website, includes it in our applications, and within each of Puehler Technologies offices, we will show our employees that any one of them have a fair and unbiased opportunity in all aspects of employment—hiring, promotion, training, etc (Bohlander/Snell, 2007). You never know if there is a “diamond in the ruff” of the employment pool unless our company allows anyone to apply for at Puehler Technologies.

I believe that by implementing the Affirmative Action policy, Puehler Technologies can also help to avoid many legal issues that come with unfair employment practices. Since I am the head of Human Resources, I am obligated to make sure that Puehler Technologies stays within the law when it comes to our hiring, advancing and firing of our employees. By suggesting we implement an Affirmative Action policy, I am not only protecting myself from a career ending situation, I am also saving the company the negative publicity that it would receive if we were brought to court over a employment diversity case. In fact I have found a couple of examples of what can happen if an Affirmative Action policy is not added to our already...