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volume I issue IX September 2013 |
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Can Temps Drive Profit? As a business manager, you are ultimately responsible for your organization's financial and human resources. By deploying the right staffing strategy, you can greatly enhance your ability to control costs, improve productivity, and manage risk. Need proof? Read on to discover how two businesses used strategic temporary staffing to enhance their profits. Use Mobile Technology to Revive Your Employee Referral Program Mobile recruiting is a hot topic in HR circles. And while the primary focus has been geared towards job-seekers, it's time to expand it to include another crucial aspect of the recruitment process - employee referral programs. Referral programs are a strong sourcing method steeped in social activity that's been proven to reel in top talent, and mobile technology is available at practically everybody's fingertips (literally!), ensuring that they stay connected. Put them together, and you get an advanced referral program that allows employees to reach out to a high number of potential candidates with your job opportunities - and easily make referrals from their personal devices. While referrals are managed from the workplace, they are not created there. Read on. What is the best way to coach my managers to prepare for performance reviews? Start by telling managers not to over-prepare. The tendency is for them to have everything scripted out, with reams of notes, so nothing is forgotten and their points are all made. This sets the stage for a one-sided conversation with the manager talking and the employee becoming disengaged. Instead, ask your managers to develop some meaningful and open-ended questions for the employee to answer. Yes, that's right, have them ask the employee questions. A performance review isn't a time to lecture an employee on what they did wrong, or right, over the past six, nine, or 12-months. In fact, the employee should already know. Read on. Employers' Dress Code Restrictions Violated Employees' NLRA Rights In two recent National Labor Relations Board (NLRB) decisions, employers that maintained restrictive dress code policies and/or disciplined employees for violating those policies committed an unfair labor practice under the National Labor Relations Act (NLRA). These decisions illustrate that although employers may impose appropriate dress, grooming and appearance polices for legitimate safety and business reasons, such policies should be clearly and narrowly drafted so as not to interfere with the Section 7 right of union and non-union employees to engage in protected concerted activity. They also suggest that an employer's policy should specifically notify employees that the employer is not interfering with the right to engage in protected communications. Read more EEOC Loses (Again) On Criminal-Background Checks Last year, we wrote about the EEOC's then-new guidance on the use of criminal-background checks in hiring decisions. ["Using Conviction Records As A Screening Tool," Retail Industry Update, June 2012]. In December 2012, the Commission issued a strategic enforcement plan that included targeting background checks as a barrier to employment of minorities. In June of this year, the Commission trumpeted the filing of lawsuits against Dollar General and BMW North America claiming their use of criminal convictions in hiring violates Title VII. But these latest lawsuits were not the EEOC's first attempt to challenge an employer's alleged blanket use of criminal-background checks in hiring. Read more |
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In This Issue | ||||||||||
> FEATURE ARTICLE Can Temps Drive Profit? > TIP OF THE MONTH Use Mobile Tech to Revive Your Referral Program > Q & A What's the best way to coach managers for perf. reviews? > LEGAL UPDATES Dress Code Violated Employees' NLRA Rights EEOC Loses (Again) On Criminal-Background Checks Area Temps, Inc. 1228 Euclid Avenue Cleveland, OH 44115 Toll Free: 1.866.995.JOBS www.areatemps.com |
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