Download HR for Small Business, 2E: An Essential Guide for Managers, by Charles Fleischer PDF
By Charles Fleischer
"One of the few [references] geared to the majority of yankee business." - Booklist HR For Small company explains in basic, transparent language what enterprise proprietors and executives want to know approximately their dating with their staff so as to conform to the legislation and safeguard themselves and their company from being sued. the recent variation of this publication contains every thing from recruiting and hiring to self-discipline and termination and every thing in among. up-to-date criminal info has been further at the new minimal salary legislations that employers has to be conscious of, the correct to privateness for staff, specifically when it comes to their electronic mail, web utilization, and call calls, and what employers have to do to conform with incapacity legislation and FMLA. The appendices during this e-book contain required postings within the place of work, criminal vacations, on-line assets for employers and human source pros, a pattern worker instruction manual define, an agency tax calendar, and an entire thesaurus of phrases. "Absolutely crucial for an individual in business." - Edie Fraser, President, Public Affairs staff, Inc., an iVillage corporation that includes: Interview questions Reference tests advantages and taxes go away rules Unemployment assurance privateness and confidentiality Employment discrimination Sexual harassment staff' repayment Telecomuting and job-sharing staff are your maximum asset. in spite of the fact that, the times while worker concerns have been basic are long gone. to maintain your small business working effectively, you wish a consultant throughout the many matters dealing with employers this present day. Charles Fleischer, winning legal professional, lecturer, and writer, makes this advanced region of the legislations effortless to appreciate. His sensible suggestion solutions the questions you've gotten, corresponding to: What steps do I absorb the hiring approach? How am i able to use functionality reviews as a effective device? How am i able to reduce additional time charges? How am i able to regulate expenses and nonetheless supply appealing retirement and medical health insurance merits? How do I make a fresh termination? How do I shield myself opposed to discrimination claims? What sorts of coverage needs to I hold? How lengthy needs to I carry a place for somebody on maternity, army, or different go away? begin construction a better staff this day.
Read or Download HR for Small Business, 2E: An Essential Guide for Managers, Human Resources Professionals, and Small Business Owners (Quick Start Your Business) PDF
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Extra resources for HR for Small Business, 2E: An Essential Guide for Managers, Human Resources Professionals, and Small Business Owners (Quick Start Your Business)
S. Department of Health and Human Services as a multistate employer. S. 21/ocse. Employee Résumé Fraud Prospective employees sometimes lie on their job applications. When the position being applied for involves risk to the public, the employer should take reasonable steps to verify the information. Even when no obvious risk is involved, the employer may wish to verify education or past experience that bears on the applicant’s qualifications for the job. ); • Obtain official transcripts directly from schools the candidate attended; • Obtain driving records from state motor vehicle authorities; • Search the Internet for publicly-available information (but see the discussion earlier in this chapter about Internet searches); • Contract with companies to obtain background investigations, criminal convictions checks, and credit checks (but be sure to comply with the Fair Credit Reporting Act requirements, discussed in Chapter 18); and, • Hire candidates provided by employment agencies that prescreen their referrals.
It may even include a drug test. Background checking will not include a lie detector test, and until you have actually made a conditional offer to the candidate, it will not include a medical exam. 25 26 HR for Small Business QUICK TIP Special notice and disclosure requirements apply to credit reports and background checks. ) Internet Searches Faced with concerns about the accuracy of résumés, the reliability of reference information, and the risk of negligent employment claims, employers are more and more turning to the Internet to investigate prospective employees.
A written offer is recommended to avoid any misunderstandings and reduce the possibility of disputes down the road. For at-will employees, the offer will usually be in the form of a simple letter. 1 is an example of a written offer. S. , and obtain a signed receipt; • Deliver a copy of the employee’s job description and obtain a signed receipt; • Have the employee sign an arbitration agreement if appropriate (see Chapter 1); • Have the employee sign confidentiality, noncompete, and nonsolicitation agreements if appropriate (discussed in Chapter 19); • Obtain a HIPAA certificate of creditable coverage from the employee or his or her previous employer if you offer group health insurance; • Have the employee enroll in any benefit plans for which he or she is then eligible; and, • Within twenty days after the employee begins employment, notify the appropriate state agency of the new hire.