Reference no: EM133211662

Case: You are the HRM consultant at the local Small Business Centre. Your duties are to advise and help small business owners in relation to HRM activities such as recruitment and selection, training and development, health and safety and discipline. Large businesses can afford to hire HR generalists to keep current with changes in employment law and the HRM field. Small businesses can't afford to hire a HR generalist and struggle with the demands of their business never mind keeping up-to-date with the changes in employment law. The role of the HRM consultant at the small business Centre is to provide assistance to the small business owner. You have just been hired in the role and the first small business owner you are assisting is a bookkeeper called Eric Idel. Eric opened a bookkeeping business 5 years ago with help from the Small Business Centre. He has grown the business steadily over the last 5 years. He is now at a point were he is looking to bring in a full time book keeper to assist him in dealing with his customers. He is looking for assistance in recruitment and selection process and in writing a contract of employment.

Prepare handout for him that explains what he should or shouldn't do in order to be legally compliant in the following areas

Question 1. Explain 5 or more key legal obligations when creating a job advertisement

Question 2. Give him a list of at least 10 questions he should not ask in an interview in order to avoid being discriminatory

Question 3. Give him a list of least 10 questions that are legally acceptable to ask in an interview

Question 4. Create one contract of employment that covers all of the major terms outline in the course (except golden parachute as this is not for executive position & inducement) . Ensure that you include all 3 restrictive covenants in the contract.