Does this sound like something that would never happen in your business?
You might be right, but there is only one way to make sure. This is what happened to a small business I know…
Like many small businesses today, they were having a hard time finding good candidates. They posted their open sales job on Monster, Careerbuilder, Indeed.com, and Craigslist.
Piles of resumes came in but none of them seemed right. Most had no sales experience and this small business did not have the resources to train a new employee on their industry and in sales. The perfect candidate would be someone with a few years of sales experience from within their industry. Read more…
If you are a small business and you have an employee handbook in place, congratulations. You are already a step ahead of many business owners who feel they are “too small” to need an employee handbook.
Employee handbooks are a critical part of managing your employees and keeping your business compliant with the ever growing list of employment rules and regulations.
Simply having an employee handbook is not enough, though. Having an out-of-date employee handbook, or one missing key elements, could be worse than having none at all.
We recommend having an HR professional review the policies in your employee handbook at least once and year and make sure to pay close attention to any new regulations that come out. Read more…
By Carmon M. Harvey
These days, dogs are everywhere. They are carried, pushed, toted, and even sometimes walked into almost every building imaginable – office buildings, shopping malls, classrooms, residential buildings, you name it.
That’s fine if business owners and employers want to welcome Lassie with open arms, but what if the rule is “NO DOGS ALLOWED?” Do employers ever have to make an exception to that rule?
Of course. (Apparently the law only allows my mother to say “no” all of the time.) Read more…
By Suzanne M. Potter-Padilla
The U.S. Department of Homeland Security (DHS) announced Thursday (Oct. 17) that E-Verify is once again available for use by employers following the end of the government shutdown.
During the government shutdown, E-Verify users were unable to access their accounts, verify the employment authorization of new hires, or reconcile any pending tentative non-confirmations in E-Verify. Now that E-Verify is again available, DHS has released guidance and instructions to employers who were impacted by E-Verify’s temporary unavailability. Read more…
After months of searching, you finally found the perfect candidate for your (insert job here) role.
This guy or gal has everything you’re looking for: great experience, sterling references, and a personality that fits well within your organization. Let’s face it — they are the bee’s knees.
Now, the only thing that has stopped you from making an offer is waiting for you on your desk — the background check results.
You furiously scan the document to make sure there are no red flags: verified education and employment … check, stellar driving record … check, substance abuse test came back clean … check. But wait. No, this can’t be happening. Your best candidate is a registered sex offender? Read more…
By John E. Thompson
Employers sometimes pay workers more than the federal Fair Labor Standards Act requires.
Of course, some do so as a matter of choice.
However, in other situations, this happens because management misunderstands what its legal obligations are. Among the potentially expensive misconceptions about the FLSA’s principles are: Read more…
By Eric B. Meyer
Recently, I talked about reasonable accommodations under the Americans with Disabilities Act, and the importance of having an open-minded, respectful conversation with a disabled employee who requests an accommodation to perform the essential functions of the job.
Ultimately, as I’ve discussed before, the employer (and not the employee) may insist upon a particular accommodation as will enable the employee to perform the essential functions of his job.
But is that always the best move? Read more…
You invested a lot of time, energy, and money bringing on that new employee.
They show up on that first day ready for your orientation doing their best to disguise their nervous anxiety.
Feeling a bit anxious yourself, you want to get them up and running as quickly as possible so as to maximize your ROI. After all, you need to prove to yourself and your team that you made a great hire.
As the day draws to an end, you begin to reflect on how things went on Day No. 1. But it’s important to realize that they, too, are reflecting. Read more…
By Suzanne M. Potter-Padilla
The U.S. Department of Homeland Security (DHS) announced Tuesday (Oct. 1) that E-Verify will be unavailable during the federal government shutdown.
Employers will be unable to access their E-Verify accounts, and E-Verify customer support and related services will be closed. This means that employers will be unable to run new hires or take any other action in E-Verify so long as the government shutdown continues.
During the shutdown, DHS is suspending the requirement that employers must verify all new hires within three days of hire. However, E-Verify’s unavailability does not affect employers’ obligation to complete Form I-9 for all new hires within three (3) days of hire. Read more…
We’ve had a lot of questions over the past few days about whether employers that conduct background checks or background screening companies would be affected by the federal government shutdown.
While we knew that the vast majority of the services we provide would be unaffected, we wondered if we would still be able to complete Federal District Criminal Background Checks. These searches are performed through the federal government’s Public Access to Court Electronic Records (PACER) system and we were concerned that the service could be impacted.
For a quick refresher, Federal Criminal Court Searches identify criminal activity prosecuted through the federal court system. Criminal activity tried in Federal District Courts typically involves violations of the Constitution or other federal law. Such crimes include tax evasion, embezzlement, bank robbery, kidnapping, mail fraud and other federal statute violations. Read more…