You will create a presentation that provides an analysis of the legal, ethical, and social
considerations that are part of the life cycle of a healthcare employee.
Create a thorough analysis of the employee life cycle that includes the following sections:
1. A section discussing the recruitment, interviewing and hiring of an employee. Your
analysis in this section will specifically address the legalities surrounding these HR
2. A life cycle section, focusing on the performance management process for
employees. You will examine the performance evaluation process in place for health
care employees and examine the legal and ethical values of this process.
3. A last section, concentrating on what policies are in place to address a potential
discharge of an employee based on violation of HR or organizational policies,
including substance abuse.
1. 18–20 slides excluding your Title and Reference slides
2. A minimum of five references
3. Speaker Notes are required and should be included as if you were presenting your
findings to a live audience.
○ You may wish to take time to meet and interview representatives with the HR
Department to gain insight into what activities are done and what strategies are
in place to ensure no legal, social or ethical inconsistencies are occurring
It is a powerpoint presentation requiring 18- 20 slides with speaker notes and five references.
Expert Solution Preview
As a medical professor, it is essential to educate students on legal, ethical, and social considerations that are part of the life cycle of a healthcare employee. This presentation will analyze the various aspects of the employee life cycle, including recruitment, performance evaluation, and potential discharge based on policy violations.
1. Recruitment, Interviewing and Hiring:
When it comes to recruitment, interviewing, and hiring, healthcare organizations must ensure that their HR processes comply with legal regulations. Employers must comply with federal and state employment laws like the Civil Rights Act, Americans with Disabilities Act (ADA), Equal Employment Opportunity (EEO), and Occupational Safety and Health (OSH) Act. Healthcare organizations cannot discriminate against applicants based on race, national origin, religion, age, gender, disability, or medical condition. It is also essential to perform background checks on applicants to ensure verified information about their qualifications, criminal history, and references.
2. Performance Management:
The performance management process is critical for healthcare employees as it determines their growth and future opportunities. It is essential to have an efficient performance evaluation process that aligns with legal and ethical values. This process must be objective, transparent, and fair, ensuring that employees receive equal opportunity to excel in their careers. It is also essential to provide training, development, and feedback that enables employees to meet performance expectations.
3. Discharge Based on Policy Violations:
Organizations must have policies in place to address the potential discharge of employees who violate HR or organizational policies, including substance abuse. Terminating the employment of an employee is a severe step, and organizations must follow legal, ethical, and social guidelines while doing so. Employees have a right to due process, including an opportunity to respond to allegations and defend themselves. It is essential to document all incidents of policy violation, follow all applicable laws and regulations, and provide adequate notice to the employees about the termination of employment.
In conclusion, healthcare organizations must understand the various legal, ethical, and social considerations involved in the life cycle of a healthcare employee. By analyzing the employee life cycle, we can develop policies and processes that comply with legal regulations and ensure a safe and positive work environment for employees. A balanced approach will help to retain valuable employees and enable them to succeed in their careers.