By Charles Fleischer
"One of the few [references] geared to the majority of yankee business." - Booklist HR For Small company explains in basic, transparent language what enterprise proprietors and bosses want to know approximately their courting with their staff to be able to conform to the legislations and shield themselves and their company from being sued. the recent variation of this publication comprises every thing from recruiting and hiring to self-discipline and termination and every thing in among. up-to-date criminal info has been extra at the new minimal salary legislation that employers needs to be conscious of, the correct to privateness for workers, specially by way of their e-mail, net utilization, and get in touch with calls, and what employers have to do to conform with incapacity legislation and FMLA. The appendices during this e-book contain required postings within the place of work, criminal vacations, on-line assets for employers and human source execs, a pattern worker instruction manual define, an company tax calendar, and a whole thesaurus of phrases. "Absolutely critical for someone in business." - Edie Fraser, President, Public Affairs staff, Inc., an iVillage corporation that includes: Interview questions Reference exams advantages and taxes go away guidelines Unemployment assurance privateness and confidentiality Employment discrimination Sexual harassment employees' repayment Telecomuting and job-sharing staff are your maximum asset. besides the fact that, the times while worker concerns have been basic are long past. to maintain what you are promoting operating effectively, you would like a consultant throughout the many concerns dealing with employers this day. Charles Fleischer, winning legal professional, lecturer, and writer, makes this complicated quarter of the legislations effortless to appreciate. His useful suggestion solutions the questions you've, comparable to: What steps do I soak up the hiring strategy? How am i able to use functionality reviews as a effective instrument? How am i able to minimize additional time bills? How am i able to keep an eye on charges and nonetheless provide appealing retirement and medical insurance merits? How do I make a fresh termination? How do I defend myself opposed to discrimination claims? What kinds of assurance needs to I hold? How lengthy needs to I carry a place for somebody on maternity, army, or different depart? commence construction a much better group this day.
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Extra resources for HR for Small Business, 2E: An Essential Guide for Managers, Human Resources Professionals, and Small Business Owners (Quick Start Your Business)
Employee Résumé Fraud Prospective employees sometimes lie on their job applications. When the position being applied for involves risk to the public, the employer should take reasonable steps to verify the information. Even when no obvious risk is involved, the employer may wish to verify education or past experience that bears on the applicant’s qualifications for the job. ); • Obtain official transcripts directly from schools the candidate attended; • Obtain driving records from state motor vehicle authorities; • Search the Internet for publicly-available information (but see the discussion earlier in this chapter about Internet searches); • Contract with companies to obtain background investigations, criminal convictions checks, and credit checks (but be sure to comply with the Fair Credit Reporting Act requirements, discussed in Chapter 18); and, • Hire candidates provided by employment agencies that prescreen their referrals.
However, the CEO lacked authority to make those changes on his own. He also lacked authority to hire without approval by certain other officials. Nevertheless, the CEO made a firm offer to the therapist. The therapist accepted the offer and turned down another opportunity. Only then did he learn that the offer had not been authorized and that, in fact, the offered position was not available. In the therapist’s suit against the hospital for negligent misrepresentation, the hospital argued that since the offer was only for at-will employment, the hospital could have gone through with the hiring, then fired the therapist the next day.
If you decide to go casual, keep the following points in mind. • Your dress policy should be in writing (the employee handbook is a good place) and well publicized. • The policy should contain a clear definition of business casual. For example: Dress and grooming should be neat and consistent with a professional office atmosphere. Clothing should be clean and without rips or excessive wear. Women may wear dresses, blouses, sweaters, slacks, skirts, blazers, and dress sandals; men may wear shirts with collars, polo shirts, sweaters, chino slacks, jackets, and dress sandals.