ANALYSIS OF THE NEGLIGENT HIRING/RETENTION CASE AT PERSONALLY

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Business Administration Dept., University of the People

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BUS 5511 – Human Resource Management

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Instructor: Dr Eiesha Williamson

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Written Assignment Unit 5

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6th March, 2024

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INTRODUCTION

The following analysis addresses Case Study 2, "The Negligent Hiring/Retention Case," from
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Angela T. Hall's "Personally Yours: A Case Study Trilogy." This case study explores the
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challenges faced by Personally Yours, Inc., a personal assistant firm, regarding its hiring and
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retention practices, particularly in light of potential legal liabilities associated with negligent
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hiring and retention. The analysis focuses on evaluating the necessity of background checks
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for all employees and determining the appropriate action concerning a longtime employee
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with a criminal history. To provide informed recommendations, this analysis considers

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relevant legal issues, company policies, and the ethical imperative to ensure the safety of
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clients and maintain legal compliance (Hall, 2017).

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Part 1: Determining the Necessity of Background Checks and Developing a Protocol

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Situation Analysis: Currently, Personally Yours, Inc. operates with standardized hiring
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processes, including pre-employment testing and screening, which involves contacting

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references and conducting criminal background checks. However, there are concerns raised by
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HR Supervisor Gary Garcia regarding the need for background checks on all employees,
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including existing ones, due to the nature of their work involving contact with vulnerable
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individuals in clients' homes (Hall, 2017).

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Analysis of Legal Issues: Negligent hiring/retention liability arises when an employer fails to
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exercise reasonable care in hiring or retaining an employee, leading to harm to others. Given
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that Personally Yours employees work in clients' homes and have contact with vulnerable
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individuals, the company has a duty to ensure the safety of its clients. Failure to conduct
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thorough background checks on all employees, including existing ones, could expose the
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company to legal liabilities if an employee with a history of criminal behaviour causes harm to
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a client (Hall, 2017).

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Recommended Action i

Necessity of Background Checks: It is advisable for Personally Yours to conduct background

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checks on all employees, both new hires and existing ones. This proactive measure will help
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mitigate the risk of negligent hiring/retention liability and ensure the safety of clients.
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Protocol Development i

i. All employees should undergo comprehensive criminal background checks, including

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i fingerprint-based checks, to identify any past criminal offenses. i i i i i i i

ii. Background checks should be conducted periodically for existing employees to ensure
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i ongoing compliance with safety standards. i i i i

iii. The protocol should outline the criteria for disqualifying candidates based on certain
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i criminal convictions relevant to their job roles. i i i i i i

iv. HR should ensure compliance with federal and state laws governing background
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i checks, such as the Fair Credit Reporting Act (FCRA) and state-specific regulations
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i (Hall, 2017). i

Part 2: Decision Regarding Jackson Tibbits

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Situation Analysis: Branch Manager Violet Jennings discovered that Jackson Tibbits, a
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longtime employee and handyman, is listed on the Florida Sexual Offender list due to a
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conviction 17 years ago for unlawful sexual contact with a minor. Tibbits' criminal history
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raises concerns about his suitability for employment, especially given the nature of his job
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involving access to clients' homes (Hall, 2017).

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Analysis of Legal Issues: Employers have a duty to provide a safe work environment for
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employees and clients. Hiring or retaining an employee with a history of sexual offences could
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pose significant legal risks, including claims of negligent retention if the employee reoffends.
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Additionally, terminating Tibbits based on his criminal history may raise issues related to
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discrimination and may attract sanctions (U.S. Equal Employment Opportunity Commission.
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n.d.), particularly if there is evidence of disparate treatment or disparate impact on protected
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groups (Hall, 2017).

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Recommended Action i

Termination Consideration: Given the severity of Tibbits' offense and the potential risk to
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clients, termination may be warranted to ensure the safety of clients and maintain the
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company's reputation. However, termination decisions must be made carefully, considering

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legal implications and potential discrimination claims.

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Legal Review: Before making a decision, HR Manager Alyssa Williams should consult with
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legal counsel to assess the legal risks and implications of terminating Tibbits based on his
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criminal history. Legal counsel can provide guidance on compliance with relevant
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employment laws and mitigating potential liabilities.

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Due Process: Tibbits should be allowed to respond to the allegations and provide any
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mitigating factors or evidence of rehabilitation. HR should conduct a thorough review of

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Tibbits' employment history, performance, and conduct to make an informed decision.

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Client Notification: If Tibbits' termination is deemed necessary, HR should communicate the

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decision to affected clients in a sensitive manner, emphasizing the company's commitment to

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their safety and well-being (Hall, 2017).

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Conclusion ii

Alyssa Williams, as the HR Manager, should prioritize the safety of clients and the company's
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legal compliance when determining the necessity of background checks and making decisions
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regarding the employment of individuals with criminal histories like Jackson Tibbits.
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Consulting with legal counsel and following due process are essential steps in mitigating legal
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risks and ensuring fair and appropriate employment practices.

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Reference i

Hall, A. T. (2017). Personally Yours: A Case Study Trilogy. Journal of Human Resource
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Education, 11(2), 53-56.

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U.S. Equal Employment Opportunity Commission. (n.d.). Discrimination by type. Retrieved

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from https://www.eeoc.gov/laws/types/.
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