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volume I issue I January 2013 |
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4 Small Yet Impactful Improvements Your Workplace Needs in 2013 As we make our way into the new year, companies everywhere are looking for new ways to better their workplaces. (Or if they aren't, they should be!) But for many companies, big improvements might not hold precedence on a busy 2013 agenda. Never fear, big changes aren't always necessary when it comes to turning your workplace into a more employee-friendly environment Read on. Discovering and Using Customized Incentives Reward people when they deliver results - no sooner, no later. Speed matters more than ever nowadays so give people an incentive to perform quickly. That doesn't mean relaxing standards, but rather encouraging contributors to meet high performance standards as fast as they can. When contributors meet their goals within stated guidelines and parameters, managers should cash them out immediately and prepare to renegotiate. Read on. Are Background Checks Important? The Pros and Cons When a person's past contains something that's embarrassing or morally questionable, he usually tries to keep it a secret. That's why background checks were invented. If someone has a skeleton in his closet that deals with crime, finances or a lawsuit, performing a background check will drag it out into the light, kicking and screaming. For hiring and staffing managers, vetting is a great way to see if a recruiting target is as perfect as she appears on paper. But should background checks have the final say when it comes to hiring decisions? Read on. Understanding the new EEOC guidance on criminal background checks The Equal Employment Opportunity Commission (EEOC) issued a new enforcement guidance in April, 2012 regarding the use of arrest and conviction records in making employment decisions. It states that, under Title VII of the Civil Rights Act of 1964, relying on criminal records to decide whether to hire or retain an employee may result in illegal discrimination based on race and national origin. In essence, it limits an employer's ability to screen for criminal convictions. This new guidance affects every company's internal hiring practices, not just referrals from temporary services. Read more What You Say Can and Will be Held Against You: ADA Confidentiality Requirements Extend Beyond Termination of Employment The Americans with Disabilities Act (ADA) requires any information regarding employees obtained through a medical inquiry to be kept confidential. Such information must be recorded on separate forms and kept in a confidential manner in a different location than general employee personnel documents. But a locked medical information cabinet isn't enough, as Thrivent Financial for Lutherans ("Thrivent") nearly found out in November 2012. Read more |
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In This Issue | ||||||||||
> FEATURE ARTICLE 4 small yet impactful improvements your workplace needs in 2013 > TIP OF THE MONTH Discovering and using customized incentives > QUESTIONS FROM READERS Are background checks important? The pros and cons. > LEGAL UPDATES Understanding the new EEOC guidance on criminal background checks What you say can and will be held against you: ADA confidentiality requirements Area Temps, Inc. 1228 Euclid Avenue Cleveland, OH 44115 Toll Free: 1.866.995.JOBS www.areatemps.com |
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