Post by
Jacko3 »
https://forums.nicoclub.com/jacko3-u85814.html
Sat Feb 07, 2009 7:10 pm
No, not really. Much of what i do is internal. For example, if a dept head wants a position to do something, he discusses it with my unit. we then start the process of figuring out why the position is needed, what type of job will fit that requirement---new or existing job or job title, the organizational chart of the unit, the responsibilities of that position, its full time equivalency, its exempt or non-exempt status, its pay grade, its job code, its minimum hiring standard, its pay, etc.
There is a lot that goes into this. We have to do this so that we can avoid unnecessary legal challenges, that are almost always out there. Only after we are done with this, do we then decide if the position should be posted or if an internal candidate is a better fit or not. So, I generally have to stay abreast with the legal challenges out there.
For example, recently the President, two weeks ago, signed a bill approving litigation of pay after the fact---called the Ledbetter amendement to the Equal Pay Act. We are about to ratchet up our due diligence on our analysis as we expect litigation to start flying at us pretty soon.