Greetings!
The Navigator is published every other week and is
filled with the latest HR related news, practical tips,
answers to our reader's questions and a whole lot
more! We welcome your participation in the makeup
of this periodical. Send your feedback, ideas and
input to:
[email protected]
Year End Calendar Proving to be Challenging for Local Businesses |
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A recent study revealed that 55% of firms in the
Fairfield County / NY Metro Area are treating
December 26th (Friday after Christmas) as a paid
Holiday. In addition, 35% of firms surveyed are treating
January 2nd (Friday after New Year's Day) as a paid
Holiday.
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Most Employers Favor Degrees From Traditional Schools vs. Online Degrees |
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A recent study indicated that 63% of hiring managers
favor job candidates with degrees from traditional
schools vs. online
degrees. While 49% of those who make hiring
decisions have encountered applicants with online
degrees, only 19% have actually hired a candidate
who only possessed an online degree.
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What's on Your Mind? |
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Because we want to best serve our readers, we
feature a segment of our Newsletter where you
can submit questions directly to our
OperationsInc professionals. Do you have a
question related to the management of the Human
Resources function? Email it along to
[email protected]. The best ones
will make it into a future newsletter, along with the
answer... and those that don't get published will still
receive a response.
This week's question:
"Does harassment training provoke lawsuits?"
--- HR Manager, Public Services
Answer:
As a trainer in this space my gut always told me that
the more awareness you create the fewer instances of
harassment will evolve into lawsuits. The theory from
my view was that managers who know what to look for
and what to do when they see it will report issues
more rapidly, which then will be investigated and
vetted properly by HR. My senses were confirmed by a
2007 study done by American University and
published by Psychology of Women Quarterly. Their
study of 234 professionals showed those with training
were no more likely to sue than those who did not
receive training.
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Searching for Inspiration? A Few Words of Wisdom... |
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"Remember that time is money."
- Benjamin Franklin
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Ask Yourself... |
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How Strong Is Your HR Backbone?
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Legal Disclaimer |
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Information provided in The OperationsInc Navigator
is researched and reviewed by the HR experts at
OperationsInc. The information in every issue of The
OperationsInc Navigator is in part gathered via
information available in the public domain, as well as
in part the original, copyrighted work of
OperationsInc and is protected under U.S. copyright
laws. As such, you may not reprint or publish in any
format any article or portion of article The
OperationsInc Navigator without the express
permission of OperationsInc.
OperationsInc provides the information in this e-
newsletter for general guidance only. The information
provided herein should not be used as a substitute
for consultation with professional human resources,
legal, or other competent advisers. Before making
any decision or taking any action, you should consult
a professional adviser who has been provided with all
pertinent facts relevant to your particular situation.
We encourage you to pass along any issue of The
OperationsInc Navigator by forwarding it to friends
and colleagues.
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Directing you to HR Solutions |
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INTERVIEW QUESTION OF THE
WEEK
Each Newsletter we will publish an interview
question which hiring managers can utilize to better
qualify candidates for hire, along with our analysis of
the answers you may receive and their meaning.
This Week's Question
--What did you like least about your last job?
GAUGING THEIR RESPONSE ---
This is a no-brainer in that when you learn the answer
you should assess whether or not these tasks are
part of the job for which they are applying. While some
candidates may quickly and honestly say that there
are always parts of a job we dislike, they are part of
the job and the candidate may accept their presence
and the fact they have to perform these tasks. That all
being said it's important to probe the candidate to
determine exactly how much they hate these job
components and whether or not they are part of the
reason this candidate is looking for a new job.
HR Best Practices Tips
--Disability accommodation during the
interview/selection process
There always is a lot of confusion pertaining to what
an employer's obligation may be when it comes to
someone who is disabled and seemingly unable to
perform the job available. The Americans with
Disabilities Act (ADA) has several areas that are
vague and non-specific, leaving the employer to make
judgment calls. As a result it is imperative to not
dismiss a candidate's viability for a slot due to
disability, instead consulting an expert on your legal
obligations and options. Generally speaking the ADA
calls for employers to make a "reasonable
accommodation" for an employee so that they may
perform their role. To that end a business may need to
provide a lifting device to someone wheelchair bound
for a warehouse job that requires the lifting and
placement of boxes. What's not 100% clear is how
small a business needs to be before the burden to
make such a purchase is too great and therefore
considered an unreasonable accommodation. Bottom
line - seek out expert advice.
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