Human Resource Requirement
Name
Institution
Course
Professor
Date.
Both federal and state laws have implemented regulations and rules that affect education. The following are some of the human resource requirements in schools:
- Human resource management in schools must verify the certification of employees. This is important to ensure that employees in the teaching and administrative departments meet the required state standards and qualify for their positions.
- Health and physical requirements. Human resource management must ensure that all school employees meet their contractual obligations, including protecting students’ welfare and the welfare of other employees (Webb & Norton, 2003). Thus, the court supports the dismissal of any employee who poses a threat to the students’ well-being or the well-being of other employees.
- Citizenship and residency issues. Education is a sector that is so bound up with state operations. Therefore, as a governmental entity, the court upholds that all employees in schools meet the citizenship and residency conditions for employment. This ensures that students develop appropriate attitudes towards the government and understand their societal role as citizens.
- Competence testing and equal employment. Like other institutions, education institutions’ human resource management systems must test their employees for competency. This is done to ensure that the teaching staff’s quality meets the standard required for quality education (U.S. EEOC, 2019). All applicants for an employment position must also be treated fairly and given equal opportunity.
- Human resource management in schools must also comply with the general employment contract. Therefore all employees should have a valid contract with the school that clearly states the offer and acceptance, legal subject matter, consideration, and legally competent parties.
- Human resource management must also comply with the state law of employment termination (Norton, 2008). Formal procedural elements must be granted to all employees under termination, including notice of charges, a chance of hearing, adequate time to prepare for a hearing, provision of names and witnesses, and a right of representation by a legal counsel. Employees have the right to an opportunity to appeal an adverse decision.
References
Norton, M. S. (2008). Human Resources Administration for Educational Leaders: SAGE Publications. Sage Publications.
U.S. EEOC. (2019). EEOC Home Page. Retrieved from Eeoc.gov website: https://www.eeoc.gov/
Webb, L. D., & Norton, M. S. (2003). Human resources administration: Personnel issues and needs in education. Prentice Hall.