Legal Issues in Hiring Emergency Management The hiring of new personnel is one

Legal issues in hiring emergency management the

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Legal Issues in Hiring Emergency Management The hiring of new personnel is one of the most critical functions of the HR department. A mistake can mean the difference in having the appropriate staff for the job or having someone that is not intended for the job and can put the department in a position of either keeping the person or relieving the person from their duties, which is never an easy process to do. Two legal issues that affect FES is the recruitment and retention of members and emergency operations. One way to screen for fire personnel is to test for reading, writing, math, and cognitive skills; however, there was much controversy surrounding this test, and it was stopped. Fire and EMS personnel also need to undergo a psychological evaluation; this is to help keep public respect, in that it can help ensure a person is an upstanding role model. There are many local, state, and national laws that have to be considered as well. Laws such as Americans with Disabilities Act and civil rights. A person cannot be asked to take a medical exam or specific questions about medical or physical disabilities but can be asked to take a mental or physical ability test, as the fire, and EMS jobs require particular abilities to perform their duties such as being certified to
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SUMMARY OF INCIDENT ACTION PLAN PHASE 2 6 drive an ambulance (Smeby, 2014). Retention within voluntary departments is challenging as these people are working for free and commit many hours of their time to volunteer. Economic pressures and changing social values have reduced the number of volunteers, and as volunteers get older, it is hard for them to keep up with new demands. In a department with a combination of paid personnel and volunteer personnel, conflict stems from group loyalty and job security. Many volunteers fear being replaced by paid staff (Smeby, 2014). Motivation Within Emergency Management Motivating people during the best of times is difficult when it comes to motivating personnel within emergency services giving the nature of their work is even more challenging. Given that everyone handles stress differently, a manager should take a one-on-one approach talking informally with employees. Managers should keep their door open. Managers should not take their stress out on employees. Employees should be consistently praised and recognized for their hard work, help them advance their career goals. Set long term goals with employees to show them they have a place within the department. Rumors should be stopped as soon as possible to prevent concerns and upheaval within the department. If there is a person that cannot be motivated despite best efforts ask if there is any way you can improve their work experience or if needed move them to another work area or different department if all else false. Arrange for off work get-togethers to give employees a chance to do something that makes them feel better ("Motivate," n.d.) Customer Service within Emergency Management Customer service equates directly to survival and increased profits for agencies. Fire and EMS agencies provide services to communities every day. It stands to reason that the quality of service given equates to excellent customer service and thereby can able to secure adequate
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SUMMARY OF INCIDENT ACTION PLAN PHASE 2 7 funding for their departments.
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  • Fall '19
  • Management, Severe acute respiratory syndrome, Emergency service

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