Many employers hire part-time workers during the summer months. Often, these are high school and college students. Should you do background checks on them similar to those for older adults seeking full-time employment? The answer is YES!
E-Verify is a fast, free, and easy-to-use internet-based service run by the Department of Homeland Security (DHS) and partnership with the Social Security Administration that allows employers to verify the eligibility of their newly hired employees to legally work in the United States. It is important that employers understand E-Verify and employee rights during the federal employment eligibility verification processes.
The key triggers in employee engagement rely on building a corporate culture of transparency. Here are four best practices that company leaders can start using today:
With all the media coverage of federal and state minimum wage laws, do you know if the above statement is true or false? It is true: for most employees working in Michigan, the 2016 minimum wage is $8.50 per hour.
However, it is false for some employees:
Tipped Employees: The employer is not required to pay minimum wage to tipped employees if all of these apply:
In January 2016, the EEOC issued its proposed enforcement guidance on retaliation charges filed by employees. The public comment period for the proposed guidance is now closed. If you haven’t gone through it yet, settle in, make yourself comfortable and read the 73-page proposed guidance.
Docking the pay of exempt employees is only permissible in certain circumstances. The Fair Labor Standards Act (FLSA) governs wage and hour laws of nonexempt employees. The law requires employers to pay nonexempt employees at least the federal minimum wage and requires the payment of overtime for an employee who works more than 40 hours in a week. Employees who are exempt from the law are not entitled to overtime or the federal minimum wage, but employers may not make improper pay deductions from their salary.
Here are ten best practices for employers during the hiring process with regard to employment applications:
You hear and read stories about companies that require job applicants to reveal their social media accounts, including passwords. These companies believe that by viewing an applicant’s social media activity they can get a better handle on his or her ability to be a productive employee.
Honestly, your background screening company shouldn’t have any reason to provide social media checks. The reasons why are very basic, and should make you think about this potentially risky practice.
Wages have grown over the past few years at rates similar to historical trends. The frequently repeated claim that wages are “stagnant” is at odds with six measures of wages and compensation, which indicate that hourly and weekly real wages (wages adjusted for price inflation) have grown between 1 percent and 2 percent per year since the beginning of 2013. Rather than engaging in fruitless attempts to raise wages directly, policymakers can benefit workers by removing laws and regulations that have artificially increased the prices of consumer goods.
Non-compete agreements come in all shapes and sizes, and the reasons why an employer may want to consider non-competes is equally diverse.
The bottom line is that a carefully crafted non-compete agreement can provide employers with a useful tool to protect its competitive position in the market place, especially in an increasingly mobile age where employees are more willing to test the barriers of non-compete agreements.
Michigan courts recognize and enforce non-competes, provided they are: