You are the Director of Human Resources for GGI, Glitz, and Glamour, Incorporated. The CEO has received an anonymous email from ... alleging that Sam Smith, Director of Accounting, is mismanaging the department, is practicing unfair treatment, and is noncompliant with company policies and laws. You investigated the allegations, which resulted in the following findings: Sam does not properly track the employees' time records, so the employees work a great deal of unnecessary overtime and fail to clock in and out as required by policy. When Sam is approving the employee's time cards, if they fail to clock in or out correctly for shift start, meal breaks, or end of shift, he will enter time without verifying. Sam is entering a lot of incorrect hours. For example, those arriving more than 30 minutes late each day and who fail to clock out for lunch are being paid even though they are taking a lunch. Additionally, Sam will credit the departmental start time of 7 am to employees who failed to clock in when the shift time is usually not accurate due to late arrivals. Sam is not following the disciplinary policy for attendance. Employees are aware that Sam does not take approving time cards seriously, so they have begun clocking each other in and out (although policy forbids it) and have been clocking each other in and out on days when they are actually out on vacation or sick. It is not fair that some employees have to utilize their accrued sick and vacation while others are racking up the hours and keeping their vacation and sick. Also, employees on Family and Medical Leave of Absence are failing to input their intermittent FMLA hours in the timekeeping system properly to track utilization. Therefore, some employees are getting 12 weeks of FMLA annually, while others take off as much as 15 weeks per year.

As head of human resources, the major functions of your job are to ensure fair and equitable salary and benefit administration, payroll management, and compliance management, to name a few.You must evaluate, create, and present a detailed plan for the CEO outlining the issues and your recommendations and consider the impact of major federal employment legislation and regulations on human resource compensation and benefits packages.

• Describe the compensation and benefits components that were mismanaged in the scenario.
• Explain the responsibilities of the Director of Accounting to manage compensation and benefits effectively.