IndexRecruiting ProcessLouisiana labor laws include the following:Employment CriteriaThis is intended to be a brief description of the steps that must be taken and the requirements that must be met to properly and legally begin recruiting for the new office which is set to open in our neighboring state of Louisiana. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay Recruitment Process A needs assessment would be conducted by a production manager and submitted for approval. Once your needs are determined, you can draft a job description and distribute it to recruiters. Recruiters will then send qualified candidates to management to begin the interview process and select final candidates pending any required skills assessment and medication tests. Job skills tests and evaluations will be conducted according to company standards. All employees will be drug screened by a local lab, regardless of location. Unselected applicants will be notified and their criteria will be archived for 6 months. It will be the Human Resources Manager's responsibility to ensure that all background checks are completed and that all legal guidelines for the hiring process are adhered to. Since the jobs being created are located in the neighboring state of Louisiana, this means that all local labor laws are followed along with all federal laws. Louisiana labor laws include the following: Minimum wage requirements (Louisiana has none) Meal breaks must be given to employees under the age of 18. There are no rules governing meal or break times for working adults, so the federal rule applies. (breaks less than 20 minutes are paid, but not required and breaks longer than 30 minutes do not need to be paid) Sick Leave - Not required (unless required by FMLA guidelines) Vacation Leave - Not required but must comply to any company policy and vacation pay rates are also not required unless they are considered overtime pay. Holidays are scheduled for state offices. Vacation Leave – Not required but must comply with any company policy. Jury Duty – Serious consequences for firing employees who serve on jury duty. Must pay at least 1 day's salary and cannot charge employee vacation, sick time or personal time for service. Voting: There are no laws requiring employees to leave paid or unpaid work to vote. Bereavement: Not required by state law, but if offered, company must adhere to its own policy. Job Criteria Once your needs assessment is complete, you can create an accurate job posting and list the requirements for each position. As this will be a new location, there are a number of roles that will need to be filled. The first role to be filled must be that of management, because it must be involved in the selection and recruitment process of its staff. Sometimes, when a completely new location opens, a manager who already works with the company will be transferred temporarily or permanently depending on the company's needs. This manager will be responsible for working with local recruiters and the corporate office to ensure proper background checks and requirements are met in order to extend job offers to the individuals they interview. Since this new location is an office, there will need to be a.