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1. Auditing the use of recruiting firms
(Health / Safety / Risk Mgmt)
... to recoup the fees. After an appropriate party approves the invoice for payment and documents that approval in writing, supporting documentation should be properly cancelled. Because it is generally ...
Created on 16 June 2016
2. How Legal Hazards Occur in the Recruiting and staffing Placement Process
(Recruiting and Candidate Dev)
... out for us that indeed we third party agencies who assist in the providing and selection of candidates to our Employer clients are indeed acting as Agents to our clients and bear full responsibility for ...
Created on 08 June 2016
3. The Elusive Passive Candidate.. they do exist
(Sourcing and Research)
... should have the same respect as the passive candidate, especially by the internal/in-house recruiters.   As an independent recruiter, better known as a third party recruiter, (TPR) I have ...
Created on 08 June 2016
4. Facebook Post Leads to Police Complaint, Leads to Termination, Leads to Lawsuit
(Social Media)
... party-not the employer.  Interesting, right?  Here’s the case. The plaintiff alleged that she worked as a case manager in San Antonio public schools.  She claimed that she alerted ...
Created on 08 June 2016
5. I Love You HR! Said No Recruiter Ever.
(General HR)
I’ve sat on both sides of that table; I’ve worked as a Recruiting Manager for a multi-state company with the HR team one floor down and I’ve worked as a field HR Manager for a global 3rd party logistics ...
Created on 08 June 2016
6. The 600 lb. position opening in the room
(Recruiting and Candidate Dev)
... their predecessor generation and that requires an organization to recruit first-hire later. This is commonly a reversal of practices and opinions of how to attract and retain talented people. Third-party ...
Created on 08 June 2016
7. A Supervisor's Guide To Social Media, Part Two
(Social Media)
... yourself to legal liability if you pressure subordinates to give you their passwords, or access to their Facebook pages, so that you can then access the third party's account for yourself. The same holds ...
Created on 08 June 2016
8. The college degree is a useless overqualification
(Testing And Assessment)
... from this the individuals who went to school but never utilized the degree for professional purposes because they want to just be the typical trust fund baby, and party..   Subtract from ...
Created on 26 August 2014
9. An Employers Guide to Reducing Costs in the Health Care System: Learning From What Has Been
... this cost inefficiency. Cost sharing. Higher deductibles and copayments save money for insurers and third-party payers but lead to higher out-of-pocket consumer expenses. This burden falls ...
Created on 06 October 2013
10. Poll: More People Support Affordable Care Act than they do ObamaCare.
(News Articles)
... were the most opinionated on the law, which is set to roll out next week. Just 18% of Republicans and Tea Party-identified respondents said they were unsure about the law—a full 12 points lower than ...
Created on 29 September 2013
11. NY Cracking down on Fake Online Reviews With 19 Companies To Pay More Than $350,000 In Fines each
(News Articles)
... with penalties ranging from $2500 to just under $100,000.  The practice of preparing or disseminating a false or deceptive review that a reasonable consumer would believe to be a neutral, third-party ...
Created on 23 September 2013
12. Communicating for Results: Avoiding Miscommunications and Unnecessary Conflict
(Career / Personal Development)
... to dedicate to just them and their issue. Listen. Make sure you have captured the intent of the conversation. Did you fully understand the other party’s intention? Were your responses appropriate? Be ...
Created on 11 September 2013
13. Filing a Lawsuit Against an Employment Agency
(Compliance and Legal)
... employment agency can sometimes act as a third-party negotiator between a business and the potential employee.  As such, they usually have a duty to act in the interests of the client and to remain ...
Created on 20 May 2013
14. Can Recruiters Be Liable for Employment Discrimination?
(Compliance and Legal)
Which is true?  -   Third-party recruiters can't be liable for discrimination in recruiting because discrimination laws apply only to employers. ...
Created on 15 April 2013
15. The “T” Cover Letter – The Only Type Worth Sending
(Career / Personal Development)
... a 3rd-Party Recruiter and Account Executive in the staffing industry for over 14 years.  He is currently the President of Midas Recruiting, an Executive Search Firm specializing in the recruitment ...
Created on 12 February 2013
16. Holding Human Resources Accountable
(General HR)
... conduct the audit. There could also be audits by a third-party, if your organization uses an outside auditing firm. From a legal standpoint, human resources might be audited by government agencies ...
Created on 28 January 2013
17. Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964
(Surveys & White Papers)
... employees may attempt to search these governmental sources themselves or conduct a simple Internet search, but they often rely on third-party background screening businesses.41 Businesses that sell criminal ...
Created on 20 January 2013
(Surveys & White Papers)
... a class of individuals, they may also originate from a single charging party alleging that a policy is discriminatory, for example. In the current Strategic Plan, the Commission established a performance ...
Created on 26 December 2012
19. Tis the Season for Holiday Workplace Issues. Day 1 - Avoiding Holiday Party Liability When the Office Santa Tries to Teach His Employees a Few "Reindeer Games"
(Health / Safety / Risk Mgmt)
... put together our top five holiday headaches employers, which will be provided to you in a week-long series starting today. Numero uno on our list: Sexual harassment at the office holiday party. ...
Created on 10 December 2012
20. Employee Handbook :Sample Policies
(General HR)
... needs. At any time during the probationary period either party may terminate the employment relationship, with or without cause. Sample B:          The introductory ...
Created on 31 October 2012
21. Vision of Professional Office Buildings in a Virtual Organization World
(Surveys & White Papers)
... done at least once a year.   A Christmas party is obviously one such example. But why a UGF facility?   In this particular case, it is purely for practical reasons since it doesn't ...
Created on 10 September 2012
22. Employee Handbooks – You Can Be Your Own Worst Enemy
(General HR)
... meaning that either party to the employment relationship can terminate the relationship at any time for any reason. Many jurisdictions do the same. But the NLRB has taken the position that having an employee ...
Created on 04 September 2012
23. Do I really have to hire an Ex-Convict? A guide to hiring Felons.
(Health / Safety / Risk Mgmt)
... to reject an applicant based on criminal history. Convene the hiring manager, someone from HR or legal, and a neutral party (the HR assistant or someone similar that is accustomed to handling highly sensitive ...
Created on 20 July 2012
24. Please put the Human back in H.R
... How many people you can bring to the interviewing party and how much better you can do over your competitor. Metrics was about Quantity, numbers, and having a Human Capital Advantage over your competitor ...
Created on 05 July 2012
25. The Three Legged Stool of Career Management
(Career / Personal Development)
... brand. 4. Take control of third party web-based databases. These would include but are not limited to,,,, etc. Many of these sites allow ...
Created on 23 May 2012
26. When Talking About Unions You Cannot Avoid Talking About Politics
(Employee / Labor Relations)
... environment. It is no secret that unions are political. They overwhelmingly support Democrat party candidates over Republican. They gave overwhelming monetary support to get a Democrat elected President. ...
Created on 03 May 2012
27. Working with PEOs: Do you know the risks?
(Health / Safety / Risk Mgmt)
PEO’s (Professional Employer Organizations) comprise a nearly $10 billion industry in the United States. These companies provide valuable services to clients who want to leverage a 3rdparty employer ...
Created on 25 April 2012
... the services of a third-party experienced in I-9 audits to conduct the internal audit on its behalf. Discrimination Employers should be careful to avoid violating anti-discrimination laws. In ...
Created on 16 April 2012
29. Six Reasons Why Employers Should Use Recruiters
... to reach this group of approximately 70% of the qualified talent pool is through the confidential approach of a third party recruiter. With only 30% of the qualified talent pool in an active or semi-active ...
Created on 09 April 2012
30. Micro Units: Recent NLRB Opinions Prove They Aren’t Just for Health Care Anymore.
(Employee / Labor Relations)
... The Board majority reasoned that the employer failed to meet the newly-established standard in Specialty Healthcare that a party claiming a larger unit must demonstrate that the larger unit shares an “overwhelming ...
Created on 27 February 2012
(Recruiting and Candidate Dev)
... environments: Third-party Recruiting vendors (contingency, retained search firms) Human resource departments/internal Recruiting and Staffing teams Recruitment ...
Created on 08 February 2012
(Consulting and Outsourcing)
... and/or agreement You learn new ways of communicating in the process It is wise to engage a neutral, trained, experienced third-party to help you resolve ongoing or potentially-explosive ...
Created on 12 January 2012
33. 2012: Ready…Set… HOLD!
(Recruiting and Candidate Dev)
... continue to use third party executive search firms for critical roles, especially the boutique and specialty firms. The use of large global search firms may decrease as a backlash of fees, blocked companies, ...
Created on 06 January 2012
34. The Story of One Person’s Struggle with Mental Illness in the Work Place
... party. He always has a joke to tell or a story to share. On the outside, he looks healthy and normal, the last person you would expect to be mentally ill. But if you could look inside his head, you ...
Created on 26 December 2011
35. Ann E. Employee v. You: Personal Liability and the HR Professional
(Health / Safety / Risk Mgmt)
... at-will” doctrine followed in most states allows for either party to end the employment arrangement at any time for any reason or no reason at all. However, certain laws place limits on an employer’s ...
Created on 11 December 2011
36. The Company Holiday Party: HR’s Role as “Party Planner”
5 Tips for HR to Help Corporate Avoid Holiday Party-related Legal Liability “Angela drafted me into the party planning committee. Her memo said that we need to prepare for every possible ...
Created on 04 December 2011
37. Rrevisiting Contingency Contract Hypocrisy – Part 2
(Business / Client Dev / Marketing)
... not … disclose confidential information to any third party…” a.Once again, is it just me? Or is this the very definition of insanity? So far the company plans to issue jobs, to ...
Created on 18 October 2011
38. Could You Survive a Social Media Background Check?
(General HR)
... who turn to third-party screening companies such as Social Intelligence to monitor and report on a potential employee's social networking activity protects the employee's rights under the FCRA. If employers ...
Created on 29 September 2011
39. Benefits Alert: New disclosure requirements mandated by health care reform
(Health / Safety / Risk Mgmt)
... plans (typically the employer) is also responsible for providing SBC’s to plan participants. Insurers and employers can coordinate their efforts so that if one party provides the SBC to plan participants ...
Created on 19 September 2011
40. Duty To Provide Safe Place to Work is Delegable
(Health / Safety / Risk Mgmt)
... 219 (2010). The General Rule Generally, when employees of independent contractors are injured in the  workplace, they cannot sue the party that hired the contractor to do the work.   (Privette v. Superior ...
Created on 31 August 2011
41. When Do You Stop Beating A Dead Horse?
(Recruiting and Candidate Dev)
... Hiring Manager, The Candidate and The Recruiter. Each party needs a segment of time. So, take the three time segments, add them together and back them off from the drop dead date to determine if this JO ...
Created on 23 August 2011
42. Top Ten Mistakes Made by Departing Employees
(Health / Safety / Risk Mgmt)
... is a process filled with tension. Foolish mistakes can increase that tension and may lead to litigation or strengthen a party’s desire to litigate. Careful planning and early advice can minimize ...
Created on 19 August 2011
43. QandA
... possible, we will give you at least one month's advance notice of such change. 4) Purchasing of Third Party Services While browsing the Website you may order services or merchandise from websites or ...
Created on 01 August 2011
44. Recruiters - FREQUENTLY ASKED QUESTIONS PART II –one lawyer's effort to summarize additional issues that may trouble you
(Compliance and Legal)
... could make sure you are a party to any ensuing litigation. Here’s one that should give you a laugh. I had a staffing client that I was billing $5,000 a week. They stopped paying me, and I fired them. ...
Created on 29 April 2011
45. For Recruiters - FREQUENTLY ASKED QUESTIONS Part I – One Lawyer's effort to summarize the issues which Trouble you most
(Compliance and Legal)
... and confirm it in writing (or by email). If a third party is doing the check, as is usual with credit checks and criminal record checks, then you need to get written permission in advance. You must also ...
Created on 22 April 2011
46. "Notorious Nine" mistakes by employers in dealing with the EEOC
(Compliance and Legal)
... investigation is taking place. Yes, it is true that the Commission is the guilty party at least as often as the employer. But whether fair or unfair, the employers are the ones under investigation and ...
Created on 18 March 2011
47. Definition of a Non-Employee
(General HR)
... simplest examples of the non-employee are temporary workers (paid by a staffing firm), freelance workers (typically paid via a third-party payroll organization), consultants and independent contractors ...
Created on 01 February 2011
48. Foundations For Positive Change In the Workplace: Part 1
(Employee / Labor Relations)
... interpersonal but the invisible 3rd party is YOU the organization. 2.  The not my problem myth This is the myth that the organization isn’t responsible for dealing with interpersonal conflicts so ...
Created on 07 December 2010
49. Background Checks, Staffing Vendors, Co-employment, and Lawsuits
(Employee / Labor Relations)
... issues that should be clarified when an employer and staffing vendor work together: 1.Which party is going to perform the background check – the staffing vendor or the employer? 2.What is the ...
Created on 02 November 2010
50. Crossing the Line: The Ninth Circuit’s Guidelines for Flirting at Work
(Employee / Labor Relations)
... flash a nude picture of himself (or herself) to you one time at a holiday party might be offensive. The one-time, alcohol-driven transgression of a co-worker would not provide grounds for a Title VII ...
Created on 23 September 2010
51. Implementing a Trade Secrets Protection Program
(Health / Safety / Risk Mgmt)
...  trade secrets; (iii) telecommuting; (iv) employee privacy concerns; and (v) vendors and third party access to confidential information. iii.        Train Your Company’s Employees Third,  ...
Created on 09 September 2010
52. Facebook, Twitter, and Blogs-New Guidelines for Employee Endorsements in the Digital Age
(Employee / Labor Relations)
... guidelines, an "endorsement" is broadly defined as any advertising message that consumers are likely to believe represents the opinions, beliefs, findings, or experiences of a party other than the sponsoring ...
Created on 03 September 2010
53. User Agreement
... time. We reserve the right to change our fees at any time for any reason, but, whenever possible, we will give you at least one month's advance notice of such change. 4) Purchasing of Third Party ...
Created on 31 August 2010
54. But I Signed An Independent Contractor Agreement
(Compliance and Legal)
... in a wage and hour or discrimination lawsuit. Further, under California law, one who works for another is presumed to be an employee, unless the employing party proves otherwise. The burden of proving ...
Created on 25 August 2010
55. Cost of Employee Turnover
(Training, Development and Retention)
... to prepare for an unemployment hearing, or the cost paid to a third party to handle the unemployment claim process on your behalf. Calculate the cost of loosing customers that the employee is going to ...
Created on 18 July 2010
56. How And When to Use Non-Compete Agreements Appropriately
(Health / Safety / Risk Mgmt)
... In some states, a non-disclosure agreement, which establishes the confidentiality of shared knowledge or materials and restricts third party access, is an appropriate supplement or alternative to non-compete ...
Created on 09 July 2010
(Business / Client Dev / Marketing)
... is our business, when you think about it. There are 3 parties involved in everything we do at the 3 points of the triangle: There’s the Recruiter, the Candidate and the Company. Each party in the relationship ...
Created on 27 April 2010
58. The Simple Brilliance of ROBOCRUITER – The Pre-Qualifying Technique
(Recruiting and Candidate Dev)
... Four: All offers need to come through me. I serve the function as a buffer and as an impartial third party during the offer process. Being utilized in this way, I can almost guarantee that an appropriate ...
Created on 20 April 2010
59. Terms and Conditions
... third party permits viewers to access, read, retain and copy for personal use the content referred to in this license. Third party owner's retain all rights to their material other ...
Created on 09 April 2010
60. Big Brother (Your Boss) really IS watching You at work
(Employee / Labor Relations)
... computer in another room, on the intranet, and set it up where the third party  would NOT be aware that their boss is spying on them,  or to what extent. With all that in mind, it makes ...
Created on 02 April 2010
61. What You Do Not Know Can Hurt You:
(Compliance and Legal)
... for Federal Contract Compliance Programs (OFCCP) refocused their compliance efforts by placing emphasis on systemic employment discrimination. This means that in order to stay ahead of the game third-party ...
Created on 23 March 2010
62. To RPO or Not RPO ... That is the Question!
(Consulting and Outsourcing)
For large organizations, the lure of Business Process Outsourcing (BPO), is intoxicating.  The premise is logical and straightforward: through outsourcing non-critical functions to a third-party vendor, ...
Created on 06 February 2010
63. Please put the Human back in H.R
... the interviewing party and how much better you can do over your competitor. Metrics was about Quantity, numbers, and having a Human Capital Advantage over your competitor with the People/Candidates you ...
Created on 09 January 2009
64. Employers Using Facebook for Background Checking: Is It Legal?
(Compliance and Legal)
... violate or infringe upon the rights of any third party, including copyright, trademark, privacy, publicity or other personal or proprietary rights; or contain libelous, defamatory or otherwise unlawful ...
Created on 28 June 2008
65. Terms and Refunds
... Purchasing of Third Party Services While browsing the Website you may order services or merchandise from websites or businesses not affiliated with HireCentrix. When you make purchases directly ...
Created on 23 June 2008
66. Have we really come a long way baby?
(Compensation and Benefits )
... 12% in the last decade.   In 2004 alone, the EEOC resolved more than 10,000 sex discrimination complaints in favor of the charging party and recovered $100.8 million in monetary benefits for ...
Created on 21 December 2006
67. The Simple Brilliance of ROBOCRUITER – Part 1 - The Pre-Qualifying Technique
(Business / Client Dev / Marketing)
...  “Number Four: All offers need to come through me. I serve the function as a buffer and as an impartial third party during the offer process. Being utilized in this way, I can almost guarantee ...
Created on 26 August 2014
68. New California Law Limits Successful Employers’ Right to Recover Fees and Costs in Wage Cases
(News Articles)
... of wages. Previously, California case law left open the possibility that Labor Code Section 218.5 permits the prevailing party, either the employee or employer, to recover fees and costs. Effective ...
Created on 05 September 2013
69. What is Taxable and Nontaxable Income?
(Compensation and Benefits )
... Income received by an agent for you is income you constructively received in the year the agent received it.  If you agree by contract that a third party is to receive income for you, you must include ...
Created on 28 July 2013
70. Communicating for Results
(Career / Personal Development)
... party ASAP. The most direct medium would be a phone call. Even a text can be easily overlooked.  Use courtesy! Remember to say “please” and “thank you.” We’ve ...
Created on 10 July 2013
71. Everything That’s Wrong with Contingency Contracts and Some Ways To Fix It
(Recruiting and Candidate Dev)
... third party…” Translation: We plan to issue jobs to multiple recruiters (a.k.a. the world) and disclose everything they need to know for recruiting on those positions (to the world via ...
Created on 26 June 2013
72. An Economically Rational Approach to Resolving Wage and Hour Claims In California White Paper
(Surveys & White Papers)
...  [13] In the middle of the case, I received a call from a former client who told me he learned about the case at a party attended by current and former employees, including employees of ...
Created on 30 May 2013
73. An Economically Rational Approach to Resolving Wage and Hour Claims In California 2
(Compensation and Benefits )
... In the middle of the case, I received a call from a former client who told me he learned about the case at a party attended by current and former employees, including employees of the company’s main ...
Created on 23 May 2013
74. Respectful Workplace: How to create one
... be tempted to wall-off the offending party.  We ignore them, put them off and generally become uncooperative. Noticing ourselves behaving this way, requires the ability to be honest about how we feel ...
Created on 12 May 2013
75. CVS to employees: “Get on the scale or pay.”
...  Rant over.  Back to CVS. The Health Risk Assessments that are issued to employees are done by a third party -- not the employer, the insurance carrier or the insurance broker.  The ...
Created on 21 April 2013
76. Recruiting Changed, Have You?
(Recruiting and Candidate Dev)
... Many HR people have had limited, hands-on experience in direct recruiting, Once a contrasting difference with Third-party recruiters, this practical and efficient approach to recruiting by “Contact” is ...
Created on 27 March 2013
77. Is It Possible to Accurately Test Candidates for Accuracy?
(Testing And Assessment)
... But resumes are often not the product of the candidate but a document created courtesy of a third party. A typo-free resume offers little reliable data regarding a candidate’s ability to add and subtract, ...
Created on 26 March 2013
78. International Women's Day, Labor, And The Right to Strive
(News Articles)
... by women garment workers in New York against poor working conditions. In 1908, the Socialist Party of American established a day to support the garment workers and a year later, behind the slogan “Bread ...
Created on 08 March 2013
79. The Real Truth About Working with Recruiters
... Recruiters who work directly for the companies who have the open jobs. And then there are 3rd Party Agency Recruiters. For the purposes of this article, I’m focusing only on 3rd-Party Agency Recruiters ...
Created on 03 March 2013
80. HR is already a Hot Mess. And then the Police Arrive.
... neighbors (“I really like Sally and she makes killer mojitos for the summer block party, but, well, she doesn’t rake the leaves in her front yard and it really brings down the overall aesthetics ...
Created on 24 February 2013
81. No Grammy for Lady Gaga's deposition performance in overtime lawsuit
(Compensation and Benefits )
... it did not. As Ms. Gaga put it, Ms. O'Neill "slept in Egyptian cotton sheets every night, in five-star hotels, on private planes, eating caviar, partying with Terry Richardson all night, wearing my clothes, ...
Created on 20 February 2013
82. New Employment Initiatives for Veterans
(News Articles)
... third party service providers; and Monthly follow-up by an assigned case manager for up to six months. Eligible veterans can print a Gold Card here. On My Next Move for ...
Created on 19 February 2013
83. Boss Gets Fired After She Busts Employees on Facebook
(Social Media)
... at a July 4th holiday party. Those same co-workers had called in sick to work that day. Apparently, Plaintiff was less than thrilled when she learned that her coworkers were out having fun while she was ...
Created on 24 January 2013
84. Revenge of the Nerds: The Evolution of the Sourcing Pro
... to more (for lack of a better word) “bookish” individuals.  Granted, most sourcers are highly social and definitely able to mingle at a dinner party. But they are also inclined ...
Created on 30 December 2012
85. Q & A : EEOC On the Genetic Information Nondiscrimination Act (GINA)
(Compliance and Legal)
... such as conducting an Internet search on an individual in a way that is likely to result in a covered entity obtaining genetic information; actively listening to third-party conversations or searching ...
Created on 26 December 2012
86. How to Achieve Guilt Free Interviewing.
(Career / Personal Development)
... does not care and has no interest. He or she just wants to understand who you are, what you bring to the party, how good a match are you and whether you can do the job. Be You. Yes be you. Be who you ...
Created on 28 November 2012
87. If you hire only people you have the hots for, is that sex discrimination?
... a motion to compel. (A motion to compel is essentially a request that the court order a party to provide information or documents that are relevant to the lawsuit.) "Her? She's ...
Created on 05 November 2012
88. What steps and procedures should employees take if they feel they are victims of sexual harassment?
(Compliance and Legal)
... of command is the person they are uncomfortable with. Once reported, all complaints should be given utmost sensitivity and concern and a determination made as to who is the most appropriate party ...
Created on 22 October 2012
89. Independent Contractor Misclassification: How Companies Can Minimize the Risks
(Compensation and Benefits )
... most tests are based in whole or large part on whether the hiring party has the “right to control the manner and means” by which the worker accomplishes the end product of his or her work.24 In determining ...
Created on 19 September 2012
90. q&a : EEOC’s Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII
(Health / Safety / Risk Mgmt)
... seq. (FCRA), does establish several procedures for employers to follow when they obtain criminal history information from third-party consumer reporting agencies. In addition, some state laws provide protections ...
Created on 16 September 2012
91. What Is The Engine That Drives Prosperity…And Why?
(Career / Personal Development)
... please. Next time you hear a politician — any politician from either party — announce on television that they have a 50-Point, or 30-Point, or 27-point, or 78-Point Plan for creating jobs, remember this ...
Created on 09 August 2012
92. When the EEOC Goes Too Far
(Compliance and Legal)
... employees in its hiring decisions. The EEOC filed a charge and initiated its own investigation (there was no Charging Party as is the norm). The investigation went on for more than four years, during ...
Created on 03 August 2012
93. BBB: Watch Out for Job Seeker Scams Stealing Business Names
(News Articles)
... to a third party via Western Union. Of course, the checks never cleared, and victims were out the money. In another variation, scammers stole the name of BBB Accredited, Ohio-based business FBN Construction ...
Created on 16 July 2012
94. The Worker Adjustment and Retraining Notification Act
(Compliance and Legal)
... may bring individual or class action suits. In any suit, the court, in its discretion, may allow the prevailing party a reasonable attorney's fee as part of the costs. Information Specific ...
Created on 02 July 2012
95. Taking the Mystery Out of Bad Hiring Practices
(Compliance and Legal)
... Skirt Seeing that he couldn't ask her about anything relevant to the duties of the job, I guess it's natural that Manager turned to other topics. In this case, Manager chose "partying," ...
Created on 29 June 2012
96. Developing Exclusives – The Presentation
(Business / Client Dev / Marketing)
... negative variables in the hiring process. Expectations can be kept in line with reality. An objective third party perspective adds tremendous value to the process. Candidate acceptance criteria ...
Created on 28 June 2012
97. Indiana Passes New Legislation Restricting Criminal History Information Reported in Background Checks
(News Articles)
... in whether routine pre-employment criminal record screening has a "disparate impact" on protected class members for purposes of Title VII of the Civil Rights Act of 1964. In addition, when using a third-party ...
Created on 27 June 2012
98. Bill Would Make It Easier to Bring Employment Discrimination Class Action Suits
(News Articles)
... practices.” The bill provides that a representative may sue on behalf of all members of the group if the representative party shows, by a reasonable inference, that (1) the members of the group are so ...
Created on 22 June 2012
99. FLSA Bills Would Increase Minimum Wage, Strengthen Non-Retaliation Provisions, Preserve Companionship Exemption, and Create New Exemption
(News Articles)
... for live-in domestic workers, and specify that the exemption is limited to caregivers employed by the individual, family or household using the services only. Third-party employers, including in-home staffing ...
Created on 19 June 2012
100. US Department of Labor recovers $4.83 million in back wages, damages for more than 4,500 Misclassified Wal-Mart workers
(News Articles)
... since that time. A third-party administrator will disburse the payments to the affected employees. "Our department has been working with Wal-Mart for a long time to reach this agreement," said Nancy ...
Created on 18 June 2012

HCX Facts

Growth in women's share of science, technology, engineering and mathematics (STEM) occupations declined to 27% in 2011from a high of 34% in 1990. While women make up nearly half of the workforce, they were 26% of the STEM workforce in 2011.

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