Personnel: Human Resources

Recruiting Process

1. recruiting a new employee
2. job notices: advertising, universities, head hunters, talent agents
3. Equal employment opportunities (EEO) with FCC, Court ruling

• took effect: March 10, 2003
• Stations must widely dismeninate to its community info on job availabilty WSAB job bank
• stations must publicize that community organizations may be asked to be notified when opening
• produce a promotion that can run all day parts
• must keep records of job vacancy

1. widely diseminated informations. Muse use list.
2. must provide notice- e-mail, fax, mail, etc.
3. job fairs, etc.

• what is listed-what isn't listed
• ways to get ahold of you- fb is #1 source
• e-mail address
• risk

• no help for 1st job interview (phone or if you can get home)
• partial help 50% now, 50% if hire and paid in 6 mos.
• full ride

• Did you prepare? How?
• Questions asked- 2 way street
• Employers have right to set standard for dress/appearance

• larger firms have housing coordinators
• will make contacts on behalf of new employees
• or you're on your own

• medical/physical
• written exams, current events, writing samples, mock vosots/packages, readers

The New Employee

Employee Manual

Key Points

• performance reviews
• purpose. frequently. written/oral.
• discipline for poor employee. clearly stated. Record of discipline?
• work through the PRICE example

1. Pinpoint: areas of concern about employee. Must be observable & measurable.
2. Record: Gather info on performance. (How often late, mistakes)
3. Involve: Talk to employee. Set goals. Determine coaching strategy. Establish how you will evaluate employee's performance.
4. Coach: Must observe, monitor performance. Don't leave employee alone after goal setting. Coach them. Praise, reprimands.
5. Evaluation: After an agreed to period, look at the results. Summarize. Don't leave to chance. Write it down.

Termination/Fired/Canned

Contract Not Renewed..

"On the beach"

"On the breach"

1. Incompetence
2. Inability to get along with others
3. Dishonesty
4. Negative attitude
5. Lack of Motivation

• Can station afford adverse publicity if the termination is challenged?
• Did station fail the employee?
• What impact will firing have on the morale of the station?
• Watch out for sexual harassment
• Non-work related problems that have created this problem.

• 2 station reps should be present (witness!)
• Don't delay word. 1st minutes.
• Explain decision. Document. Don't engage in arguments/counseling.
• Explain benefits
• Let employee speak: Note.
• Remind them of documentation
• Be courteou

• have you conducted a thorough investigation?
• has rules been applied reasonable?

Unions for Broadcasting

(know 2 for test)

1. DGA: Directors Guild of America
2. SAG: Screen Actors Guild

• Y? Managers don't listen
• Y Not? Everyone is paid the same

• violation up to $25,000 a day
• applies to legally qualified candidate- local, state, federal
• Minimum: announced intentions & is legally qualified to hold office
• federal state & local
• Use "Any positive appearance by voice or...

• includes not only campaign commercials but also otehr forms of positive appearance
• Bill Clinton played saxopohone on TV show in 1992. Bush could have requested equal time
• Fred Thompson in "Law and Order" = use
• NOT a use if employed in a negative way
• critical of candidate
• sound bites of candidate

If allowed legally qualified candidate to use your station, MUST afford equal opportunities for ALL opposing candidates

*If negative, doesn't count, if positive it does.

Local, state, federal

Candidates may obtain equal opp. ONLY by requestion time within 7 days of 1st use of station by opposing candidate

-Not made on time, equal opportunity forfeited

• Reasonable access: legally qualified candidates...to reasonable amounts of bdcst time
• You may NOT limit or dictate the format or length of time of political advertisement
• Includes last minute buys
• 3rd party ads- not candidate

• Newscast
• Interviews
• Documentaries
• On the spot news events
• Weather/news personalities want to run for an office

• lowest unit rate- federal, state, local
• 45 days before a primary
• 60 days before a general election
• lowest unit rate for time period
• no power of censorship over material (sec 32) if candidate, 3rd party yes
• It's people NOT issues (Initiatives)

• Is it really fair?
• Balance
• Conservative talk show hosts campaign
• Is that bad?
• Affects documentaries

• Acceptance of cash/travel, meals, benefits, etc. for playing records/plugging products
• Consequences: fines, imprisonment, station could lose broadcasting license

• Promoting a license's or on-air personality's non-broadcasting activities on the air
• OK if management knows and it's disclosed
• ("Promotional consideration supplied by...")

• If state run lottery, than it's OK
• If it's in a commercial or promotional campaign, it's OK if it has 1 or 2 of these elements
• CANNOT have all 3 or its a lottery

1. Prize: something awarded
2. Consideration: had to make payment in order to be entered (No purchase necessary)
3. Chance: Prize determined by chance