By Fred S. Steingold
New legislation impact each element of being an employer—from interviewing and hiring, to dealing with worker merits to firing. the main entire consultant in your criminal rights and tasks, The Employer’s criminal guide exhibits you the way to conform with the latest place of work legislation and rules, run a secure and reasonable place of work and stay away from complaints. study every little thing you must find out about: * Hiring—understand the laws for hiring staff, writing activity descriptions, carrying out interviews, investigating candidates. * clever group of workers practices—what to incorporate in worker team of workers records, worker handbooks, functionality stories and references for former staff. * worker benefits—learn the bits and bobs of salary and hour legislation, retirement plans and medical insurance. * office future health and safety—how to conform with OSHA specifications, 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 beginning. * Termination—how to prevent wrongful termination circumstances, behavior a last assembly and guard your enterprise info whilst staff go away. * legislation affecting small company practices—what you want to learn about americans With Disabilities Act, the kin and clinical go away Act, health and wellbeing and issues of safety, worker trying out. even if you rent one worker or 100, The Employer’s felony instruction manual supplies the sensible and criminal tips you want to run a good and effective office, and remain out of criminal difficulty.
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Additional info for The Employer's Legal Handbook (Employer's Legal Handbook, 4th ed)
You could easily run afoul of state laws that specifically prohibit an employer from discriminating against employees or applicants because they’ve filed workers’ comp claims. • Kendra’s medical exam reveals an impairment that will require her to frequently be away from work for lengthy medical treatment. The job requires daily availability for the next three months. The company doesn’t hire Kendra. This is permissible under the ADA because Kendra isn’t available to perform the essential functions of the job, and no accommodation is possible.
If you’re interviewing an applicant for a mailroom job, you can say: “The person in this job is responsible for receiving incoming mail and packages, sorting the mail, and taking it in a cart to many offices in two buildings, one block apart. The mail clerk must also receive boxes of supplies weighing up to 50 pounds and place them on storage shelves six 1 / 32 THE EMPLOYER’S LEGAL HANDBOOK feet high. Can you perform these tasks? ” You can ask an applicant to describe or show how he or she will perform specific job functions—if you require this of everyone applying for a job in this category.
1 / 26 THE EMPLOYER’S LEGAL HANDBOOK The Equal Employment Opportunity Commission (EEOC) sets out the following examples of questions employers may not ask on application forms or in job interviews as prohibited by the ADA: • Have you ever had or been treated for any of the following conditions or diseases? ) • List any conditions or diseases for which you have been treated in the past three years. • Have you ever been hospitalized? If so, for what condition? • Have you ever been treated by a psychiatrist or psychologist?
The Employer's Legal Handbook (Employer's Legal Handbook, 4th ed) by Fred S. Steingold