Download The Employer's Legal Handbook (Employer's Legal Handbook, by Fred S. Steingold PDF
By Fred S. Steingold
New legislation have an effect on each element of being an employer—from interviewing and hiring, to dealing with worker merits to firing. the main entire consultant on your criminal rights and tasks, The Employer’s felony guide indicates you the way to conform with the latest office legislation and laws, run a secure and reasonable place of work and keep away from complaints. research every thing you want to find out about: * Hiring—understand the laws for hiring staff, writing activity descriptions, accomplishing interviews, investigating candidates. * clever group of workers practices—what to incorporate in worker body of workers records, worker handbooks, functionality reports and references for former staff. * worker benefits—learn the bits and bobs of salary and hour legislation, retirement plans and medical health insurance. * place of work healthiness and safety—how to conform with OSHA requisites, enforce guidelines on smoking, drug and alcohol abuse. * Discrimination—how to conform with legislation prohibiting sexual harassment and discrimination according to age, race, being pregnant, sexual orientation and nationwide foundation. * Termination—how to prevent wrongful termination instances, behavior a last assembly and shield what you are promoting info while staff depart. * legislation affecting small enterprise practices—what you want to learn about american citizens With Disabilities Act, the family members and clinical depart Act, health and wellbeing and issues of safety, worker trying out. even if you rent one worker or 100, The Employer’s felony guide supplies the sensible and criminal advice you want to run a good and effective office, and remain out of criminal difficulty.
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Extra resources for The Employer's Legal Handbook (Employer's Legal Handbook, 4th ed)
Hire that person and your business may well become the next object of the applicant’s invective. And employees with a ton of gripes also tend to have an appetite for litigation. Give applicants plenty of time to answer questions. Make sure they understand your questions; ask them to let you know if something is unclear. And ask them if they have any questions about your company or the job for which they’re applying. Finally, let them know your timeframe for getting back to them with a hiring decision so they won’t bug you with premature phone calls.
Before using a test, ask to see scientific backup establishing the test’s accuracy. And to protect yourself against charges of illegal discrimination, test all applicants for a particular job. 4. Medical Tests To avoid violating the Americans With Disabilities Act (ADA), don’t ask the applicant about his or her medical history or conduct any medical exam before you make a job offer. You can, however, offer a job conditioned on the applicant passing a medical exam. If you do require such a post-offer exam, be sure you require such exams for all entering employees who are doing the same job.
Be aware, too, that the ADA sets special requirements when you test people who have impaired sensory, speaking or manual skills. Sensory skills include the abilities to hear and to see and to process information. If the applicant wouldn’t have to use the impaired skill on the job, you must design your tests so that he or she doesn’t have to use the impaired skill to take the test. Example: Joe is applying for a position as a food handler which requires hardly any reading. Because of dyslexia, Joe has a very difficult time reading.