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In this area you will find articles unique the legal and compliance challenges companies face today. Learn methods of prevention, risk management and safety for your business.
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If you’re a hiring manager or human resources professional, chances are you review applications and resumes from people who want to work for your organization or who want to be promoted. Some applicants may list credentials — like a bachelor’s, master’s, or doctoral degree, or a professional certification — that sound credible, but in fact, were not earned through a legitimate course of study at an accredited institution.
Read more: Avoid Fake-Degree Burns By Researching Academic Credentials
The Genetic Information Nondiscrimination Act (GINA) became law on May 21, 2008. Title I of GINA addresses the use of genetic information in health insurance. Title II prohibits the use of genetic information in employment, restricts employers from requesting, requiring, or purchasing genetic information, and strictly limits the disclosure of genetic information.
Read more: Q & A : EEOC On the Genetic Information Nondiscrimination Act (GINA)
Drafting and continuously updating employee policies can be a tiresome and thankless chore. Securing a budget to retain legal counsel to review the policies and to present personal training sessions can be a challenge for Human Resource professionals. How do employers and HR professionals calculate the long‐term savings associated with ensuring legally compliant, customized policies and professional, interactive training?
Read more: COURT REJECTS RELIANCE ON VIDEOTAPED TRAINING AND NON‐CUSTOMIZED PERSONNEL POLICIES
Every employer has or should have an invested interest in ensuring that the people they hire will be the type of employees that will not subject their organization to avoidable criminal activity, violence from follow employees and the public from endangering conduct.
On October 20, 2010, the Equal Employment Opportunity Commission held a hearing on employer use of credit history as tool to screen candidates for employment. The purpose of the hearing, according to an EEOC press release, was to gather information on the practice of using credit histories as employment screening devices, a practice that “could unfairly exclude” some people from job opportunities.
Read more: Will EEOC Target Employer use of Credit Reports for Screening Applicants?
I read the stories every day: some small business, often a local restaurant or a similar "mom and pop" operation, gets sued or tagged by the Department of Labor for failing to pay minimum wages and overtime to employees. Here's just one example.
Read more: Ten Things Small Business Needs To Know About Minimum Wage and Overtime
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