By Charles Fleischer
"One of the few [references] geared to the majority of yank business." - Booklist HR For Small company explains in basic, transparent language what enterprise vendors and executives want to know approximately their courting with their staff with a purpose to agree to the legislations and guard themselves and their enterprise from being sued. the recent variation of this e-book comprises every thing from recruiting and hiring to self-discipline and termination and every thing in among. up-to-date felony info has been additional at the new minimal salary legislation that employers has to be conscious of, the suitable to privateness for workers, in particular when it comes to their e mail, net utilization, and contact calls, and what employers have to do to conform with incapacity legislation and FMLA. The appendices during this publication contain required postings within the place of work, criminal vacations, on-line assets for employers and human source pros, a pattern worker guide define, an enterprise tax calendar, and an entire thesaurus of phrases. "Absolutely integral for somebody in business." - Edie Fraser, President, Public Affairs staff, Inc., an iVillage corporation that includes: Interview questions Reference tests merits and taxes depart regulations Unemployment coverage privateness and confidentiality Employment discrimination Sexual harassment employees' repayment Telecomuting and job-sharing staff are your maximum asset. despite the fact that, the times whilst worker concerns have been uncomplicated are long past. to maintain your online business operating effectively, you wish a advisor throughout the many concerns dealing with employers this present day. Charles Fleischer, winning legal professional, lecturer, and writer, makes this complicated zone of the legislations effortless to appreciate. His functional recommendation solutions the questions you might have, resembling: What steps do I absorb the hiring strategy? How am i able to use functionality reviews as a efficient software? How am i able to reduce additional time costs? How am i able to regulate expenses and nonetheless supply beautiful retirement and medical health insurance advantages? How do I make a fresh termination? How do I shield myself opposed to discrimination claims? What different types of assurance needs to I hold? How lengthy needs to I carry a place for somebody on maternity, army, or different depart? begin construction a much better group at the present time.
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Extra resources for HR for Small Business: An Essential Guide for Managers, Human Resources Professionals, and Small Business Owners, Second Edition
Example text
And if the employer obtained the information by circumventing a security device, such as by guessing a password or by misrepresenting the employer’s identity, the employer may have violated federal law, such as the Electronic Communications Privacy Act. Employers who decide to include Internet searches as part of the application process might consider using a non-decision-maker to screen purely personal or otherwise irrelevant information, so that the ultimate decision-maker has only job-related data on which to base his or her decision.
Points of Discussion The following matters, as applicable, should be accomplished during the exit interview: • collect keys, security passcards, ID badges, and other property belonging to the employer; • confirm the employee’s current address and phone number; • instruct the employee to remove all personal belongings; • inform the employee as to when a final paycheck will be available and determine the employee’s wishes as to whether the check should be mailed or held for pickup; • inform the employee of COBRA or other continuation benefits under any medical expense insurance plan maintained by the employer; • inform the employee of any conversion privileges available under any health, life, disability, or other insurance plans maintained by the employer; • inform the employee of any rights or obligations regarding retirement plan participation and benefits; 49 50 HR for Small Business • remind the employee of any continuing confidentiality, noncompete, and nonsolicitation obligations; • remind the employee of the employer’s policy on references; • depending on the circumstances of the termination, inform the employee that he or she is prohibited from returning to the employer’s premises and will be considered a trespasser if he or she returns; and, • depending on the circumstances of the termination, obtain a signed release of liability from the employee in exchange for a severance package or other consideration.
Perhaps most important, under an open access policy managers and supervisors are likely to be more disciplined in how they keep personnel files and what they put in them. Chapter 3 Evaluating Performance Ł Reasons for Evaluating Ł Legal Considerations Ł Disciplinary Actions 42 HR for Small Business Evaluating an employee is a whole lot easier if there is a history of open communication and regular feedback. In short, the process should not be full of surprises. Some employers have their employees fill out a self-evaluation form that the evaluator then reviews and comments on.