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volume IV issue XI November 2016 |
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The You, Me, and We of Career Development I have a tendency to stockpile magazines so I can read during flights. This time of year is conference season, which tends to be my busiest with a lot of travel from September through the end of the year. Well, this year I have even more travel than usual. During a recent flight, I was reading some old issues of Training Magazine on my way to Austin for the Great Place to Work’s Small and Medium Business Conference and it occurred to me that today’s career development efforts can be summarized into three areas of responsibility.Read on. Don't Pull A Disappearing Act On Rejected Candidates We’ve all been there: We put our heart and soul into a job application, refresh our inboxes repeatedly, send follow-up emails and–nothing. Not a single response. The application seems to have entered a black hole, far away from the hands of any recruiter or hiring manager. In other instances, we get lucky: we interview (be it via skype, phone, or face-to-face), send our thank you notes, and wait–but still never hear back. Unfortunately, this disappearing act is a trick nearly 65% of applicants will experience at some point in their careers–one that’s discouraging to job-seekers and dangerous to businesses. Read on.EEO-1 Report Changing Question: I just completed our EEO-1 report and now I hear it is changing? Is that true? Answer: Yes! For those of you that are happy to have accomplished hitting “submit” on your EEO-1 in the past month…SURPRISE! We will get a few extra months to complete the form next year, but only because they want additional data on the report. The Equal Employment Opportunity Commission (EEOC) just announced a new revised EEO-1 report that will need to be completed by March 1, 2018 for all employers with over 100 employees. The revised form will require these employers to accurately track and report:
Read on. The NLRB Continues To Go After Non-Union Employers in Industries it Has Historically Not Targeted The New York Times recently ran on the front page of its business section a lengthy article discussing the National Labor Relation's Board challenge to a number of provisions of an employment agreement that Bridgewater Associates, the world's biggest hedge fund firm, requires each full-time employee to sign. Under the headline Confronting Wall Street's Secretive Culture – N.L.R.B. Challenges Confidentiality Clauses, the article notes that the Board is challenging Bridgewater's confidentiality, non-disparagement, and arbitration clauses and went on to state "[t]he unusual action is calling into question longstanding practices and prompting some companies to re-examine their employment agreements." Read more. Accommodating if the Employee Does Not Ask Most employers are aware of their obligation to explore reasonable disability accommodations when an employee asks for such a measure. But, what if the employee never asks? A new decision out of the United States Court of Appeals for the Eighth Circuit raises the concerning possibility that an employer could indeed be held liable for failing to provide a disability accommodation even if the employee never requested one. |
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> FEATURE ARTICLE The You, Me, and We of Career Development > TIP OF THE MONTH Don't Pull A Disappearing Act On Rejected Candidates > Q & A EEO-1 Report Changing > LEGAL UPDATES NLRB Continues To Go After Non-Union Employers Accommodating if the Employee Does Not Ask Area Temps, Inc. 1228 Euclid Avenue Cleveland, OH 44115 Toll Free: 1.866.995.JOBS www.areatemps.com |
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