Table of ContentsHiring ProcessLouisiana labor laws include the following:Employment CriteriaThis is a brief overview of the steps to take and the requirements that must be met to get started adequately and legally to recruit for the new office that is expected to open in our neighboring state of Louisiana. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get the original essay Recruitment Process A needs assessment would be conducted by a production manager and submitted for approval. Once needs have been determined, a job description can be written and given to recruiters. Recruiters will then send qualified candidates to management for the interview process to begin and final candidates to be selected pending the required medication and skills assessment tests. Tests and assessments of professional skills will be conducted in accordance with company standards. All employees will be drug tested by a local laboratory, regardless of position. Unselected candidates will be notified and their criteria will be submitted for 6 months. It will be the responsibility of the Human Resources Manager to ensure that all background checks are completed and all legal guidelines relating to the hiring process are followed. Since the jobs created are in the neighboring state of Louisiana, this means that all local labor laws are followed, as well as all federal laws. Louisiana labor laws include the following: Minimum wage requirements (Louisiana has none on file) Meal breaks must be provided to employees under the age of 18. There are no rules governing meal or rest breaks for working adults, so the federal rule applies. (breaks of less than 20 minutes are paid, but are not required and breaks of more than 30 minutes do not need to be paid) Sick Leave – Not required (unless required by FMLA guidelines) Leave of absence Holidays – Not required but must adhere to company policy and holidays. pay rates are also not required unless it is overtime pay. There are mandatory holidays for state functions. Vacation Leave – Not required but must adhere to any company policy. Jury Duty – Serious Consequences for Terminating Employees for Serving Jury Duty. Must pay at least 1 day's pay and cannot charge employee vacation, sick, or personal time off for service. Voting – There is no law requiring employees to take paid or unpaid time off to vote. Bereavement – ​​Not required by state law, but if offered, the company must adhere to their own policy.Employment CriteriaOnce the needs assessment is complete, an accurate job posting can be created and requirements can be listed for each position. As this will be a new location, a number of roles will need to be filled. The first role to be fulfilled must be that of management, as they must be involved in the selection and recruitment process of their individual staff. Sometimes when opening a brand new location, a manager who already works with the company will be transferred temporarily or permanently depending on the needs of the company. This manager will be responsible for working with local recruiters and corporate headquarters to ensure that appropriate background checks and requirements are met in order to expand.