Employment & Labor Law

Applicants Lie on Applications All the Time

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.

I’m from the government and I’m here to help you

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.

Your Applicant has a Criminal Record - Now What?

Of all levels of background screening services, a majority of businesses will request criminal records most often. And all types of criminal histories are revealed as a result. Some reflect minor issues, while others are extremely serious. The business must then determine how the criminal record will impact their hiring decision.

Great Employees Don't Work Just for Pay. They Need Much More.

People work for two reasons. One is the paycheck, of course. But there’s another reason that is equally -- if not more -- important than a paycheck.

The thing is, we expect to be paid for that work. Pay is a given. And higher pay, while certainly nice, doesn’t automatically lead to higher levels of happiness, or fulfillment, or self-worth.

To truly care about their jobs – and your business – your employees need other things (assuming you pay at least close to the industry average for the job performed, to take low or high pay out of the equation).

Compensation Back On the Front Burner?

During the so called “Great Recession” most employers naturally and prudently acted cautiously regarding compensation decisions. One of the first areas to suffer was total compensation. Employers reduced or suspended salary increases and bonuses, and tried to hold the line on benefit costs. Continued low consumer goods inflation added to the incentive to freeze salaries as much as possible.