The process of staffing for any organization is one of the most important parts of human resources function and it is very vulnerable to law suit. That’s why it is very important to have legal aspects before you start the process of staffing for any organization.
Employment at will
Under the law of employment at will employees can be terminated at any time without any particular reason. Employees also can quit without reason whenever they want. Employers don’t have to provide any kind of notice when terminating an at-will employee.
But employees have rights when their job is terminated, including the contract rights, company’s policy, and statutory rights provided by the federal and state law. There are some other points which will affect the stuffing policy. Employees can be laid off for financial reasons under the present campus and System Administration reduction-in-force policies. Every campus and also the System Administration would still have a reduction-in-force policy under an "at-will" employment system.
A government plan of the social security works for the betterment of the citizens. They targets the people and families and material needs, offer protection to disabled persons, keep their families together, and provide the opportunities for youngsters to grow in a very secure and healthy atmosphere. The staffing techniques under the social security premiums need the varied plans for the staff at initial point, when they are hired. These plans includes the retirement insurance, disability insurance, survivors insurance, medicament profit, Supplemental Security income, Special Veterans advantages, unemployment insurance etc.

Bias in Performance Appraisal
Manager should rate their employees in an unbiased and impartial manner to insure the integrity of the job performance appraisal. However it is easy to say but default to do because when appraising