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Have you Heard?
New Rules Add to Decline of Job-applicant Background Checks
Due to updates in technology, it is easier than ever before for employers to complete criminal and financial background checks on potential new hires. However, a recent review of this practice has shown that these checks are declining, at least in part due to new federal and state laws. The Equal Employment Opportunity Commission has issued new rules and regulations in how these checks can be completed, due to their potential bias towards certain groups, including racial minorities.
Click HERE to read the full article... |
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Interview Question of the Week
Q: What questions can I answer for you?
Commentary: Consider asking this question early on in the interview, perhaps even altering this slightly to say "What information do you want to secure before you leave here today?" Now listen carefully. Pay close attention to what comes first, early on, vs. those questions that come somewhere later in the conversation. A candidate that asks you about your work style, the co's success to date, what makes a successful employee in your eyes, etc., all within the first few questions is probably more desirable as a candidate than the one that starts by asking about vacation time and flexible hours. Many times allowing the candidate to guide the discussion from the get go will tell you a great deal about the person sitting across from you.
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HR Best Practices Tip
Smoking Policies
There are few places where an employee can smoke these days. That being said this is an important policy as it needs to cover several issues. Firstly be sure to reference that the policy is in concert with state / city guidelines, as well as those set forth by the building. To this end be sure to learn exactly what these guidelines are. Next focus on where smoking can occur, again referencing building policy. Lastly, and in general terms, reference what frequency you see as acceptable. |
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Reader Question
Q: We have an employee who recently resigned. He "borrowed" vacation time before he earned it. What are our options for collecting what is owed? Can we simply dock his last paycheck?
A The Department of Labor (DOL) is pretty specific about the fact that wages earned are...well...wages earned. What that means is that you must pay the employee in full for hours worked and then, and only then, can you collect back from them the monies essentially they owe the company for the time they took that was not earned. The exception - at the time an employee "borrows" time off, have them complete a release form that states the company can dock their paycheck at anytime for any time unearned. The DOL will generally accept this method. |
Legal Disclaimer
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.
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Quick Links... 
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Did You Know...
OperationsInc and our team of HR Consultants offer assistance with recruiting and retaining the top talent you desire. Our Recruitment & Retention Services will provide you with by-the-hour, outsourced Human Resources support, and provide the perfect solution for HR Professionals and Small Businesses alike. Our extensive service offerings include the following:
- Background checks
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