A foreign national's application for employment-based cases, is classified into one of five categories including:
Employment & Labor Law
Many employers hire extra workers to prepare for a busy holiday season. Often these workers are hired on some level shortly after Labor Day to ensure they are trained properly, as they help the employer get ready for increased activity.
Remember that even your temporary help should be screened just like they were permanent, full-time employees. After all, a person working just a few hours a week can be responsible for many problems, such as theft, drug sales, and harassment.
This is part three of a three-part blog series on performance development.
MYTH – Holding managers accountable for conducting annual, bi-annual or quarterly review meetings with all their employees will DRIVE high performance into our organization.
Although this may make sense from a traditional performance review perspective, the thinking behind it contributes significantly to the failings of the performance management systems used by most organizations.
Let’s first talk about holding managers accountable.
There are many ways to measure the success of an entrepreneur, including the number of new ideas launched, the revenue and profits earned, and the ways in which he or she serves an industry or a community. But perhaps the chief among these is the impact the entrepreneur is able to have on the lives of employees. Beyond tangible rewards such as pay, and intangibles such as mentoring, a business owner can profoundly shape a worker's life by providing a generous package of employee benefits.
Employers considering whether to allow the downloading of work email to employee smartphones and other mobile devices, need to be aware of a few key issues. An employment practice such as this could lead to potential violations of wage and hour law and/or HIPAA compliance issues.
When asked about measuring human resources, many HR professionals will say the work is intangible, has too many variables, and cannot be accurately measured, so it is not worth the time. That is a myth!
The truth is:
Only a minor percentage of your job applicants will have a serious criminal record or a problem with a driver’s license. More issues are found when employment and education are confirmed.
For instance, an applicant can indicate his/her work responsibilities and time period of employment are X, but it is learned they are really Y. Also, applicants often misrepresent their educational experience and accomplishments. Unfortunately, it is all too common.
This is part two of a three-part blog series on performance development.
MYTH – A cascading process with cascading goals will ensure that what everyone is working on will support our business objectives.
Not true when coined decades ago and not true today. So beware when an NLRB agent comes to investigate an unfair labor practice charge against your company and know with certainty that they are not there to help you.
Even though every employer with at least two employees is a potential target of an unfair labor practice charge, most employers still do not know their rights in an NLRB investigation.
This is part one of a three-part blog series on performance development.
MYTH: A fully automated/on-line performance management system from a reputable vendor will make sure that our performance management system is efficient and effective.