Whenever you go to work, whether in an office, a retail shop, or a construction site, you are in a contract of employment. An employment contract is a binding agreement that specifies the agreed-upon terms between the employee and the employer such as: Pay rate Time of work Duties and responsibilities Job benefits Job processes […]
The COVID-19 pandemic has wreaked havoc on the economy, forcing a lot of companies to take drastic measures in frantic bids to stay afloat. The health crisis has not spared prominent companies like AutoNation — which is the largest auto dealership chain in the United States — as it furloughed 7,000 employees. While your employer […]
Nearly 100,000 employment discrimination claims are filed with the Equal Employment Opportunity Commission (EEOC) each year. Much more are filed under the Americans With Disabilities Act or with the various agencies involved in employer oversight at the state and local level. Many volumes could be (and have been) written on the area of workplace discrimination, but the following are five facts every employer should know about workplace discrimination claims, along with some tips to remain on the right side of the law and out of court.
1. Impact Matters More Than Good Intentions
While the intent to discriminate will sink an employer in court, the opposite is not true. Employers often try to use proof of good intentions as a defense against claims of discrimination, but what matters is whether the employer’s actions result in a discriminatory impact. Such cases are known as “disparate impact” cases and employers can be held liable when a policy is equally enforced against every employee but more severely impacts someone because of their gender, race or religious beliefs. For example, certain dress codes or grooming standards could impact persons who practice certain faiths more than others. In such cases, the employer must have a valid, non-discriminatory reason for the policy at issue.
2. Reasonable Accommodations Suffice
While employers are strongly encouraged to accommodate disabled employees and customers, the Americans with Disabilities Act does not require absolute accommodation under any circumstances. Employers are only required to make reasonable accommodations for disabled employees (and customers) that do not require undue hardship for the small business. This is, of course, subject to interpretation with no hard and fast rule, so consulting an employment lawyer, like Roth Fioretti (rothfioretti.com), specializing in defending ADA claims might be a prudent call in these situations.
3. Not Just Employees
Employers can be liable for discriminatory and harassing actions of customers and clients. Every employer is required to maintain a harassment-free workplace and to take reasonable actions to protect employees and customers from harassment. If for example, a tavern allows drunken customers to harass its staff sexually, the employer can be held liable even if nobody in the company committed the offense. This applies to every category of a discrimination claim.
4. Age Discrimination Works Both Ways
Most employers realize that discriminating against older workers is taboo, but so is mistreating younger workers. While it may be appropriate to require a certain level of experience for a position, it is not appropriate to set a minimum age for adult workers. The Age Discrimination in Employment Act (ADEA) protects workers explicitly over 40 from age-based discrimination, but a 25-year-old New Jersey man hired as a bank supervisor successfully brought a claim for discrimination after being reassigned after a boss learned his age.
5. Same Race Discrimination Occurs
Having a supervisor of the same race as an employee does not eliminate the risk of race-based discrimination and is not a valid defense. If the result of an act or policy is discrimination, the race of the perpetrator is legally irrelevant.
Regardless of the type of business you run, there is no doubt that your employees are the most important asset you have. Professional and competent staff will not only help to project a positive image of your company but will also deliver on the quality services that the business promises its customers. Great employees can help you to increase your market share, boost sales revenue, and stay ahead of the competition. For these reasons, it is essential to attract and recruit the best talent in the industry. Here are some tips to guide you when hiring staff for your moving company.
1. Know what to look for
Hiring the right employee in a service-based industry can be challenging. To weed out bad candidates, you should know the qualities to look for when interviewing a potential employee. When hiring in moving, you should focus on personality and character. A good employee will respond to emails and calls with enthusiasm and within a short time. They should also be competent and demonstrate a commitment to the job.
2. Ask your reliable employees for references
There is a good chance that your best employees will surround themselves with people with whom they share the same values. For this reason, consider asking them for references when looking to hire new staff. By finding out if they know someone who is looking for a job in a moving company, you will show that you trust your employees and value their opinions. One mover in New York City, Imperial Moving NYC has used this strategy to hire reliable help for years. They say using references helps you find exceptional hires.
3. Offer good benefits
Most employers in service-based industries do not offer benefits that would boost the morale of their staff. When hiring for your moving company, you should consider providing benefits such as retirement savings, health care, and paid time off. These benefits will not only help you attract the most qualified candidates but also let you enjoy a good working relationship with your employees.
4. Define your culture
It is essential to establish whether the person you intend to hire can get along with colleagues as well as your clients. To do this, you may need to define and explain the workplace culture to prospective employees. This process may include discussing issues such as employee attitudes, communication channels, professional values and ethics as well how the business operates. A good employee should reflect the company’s values and culture.
5. Give promising candidates a trial run
Once you have identified a candidate who can fill a gap in your moving company, you should give them a chance to show what they can do. A trial period is an excellent idea if you are working with a candidate who doesn’t have experience in the moving industry. Allowing them to work a shift will give you another chance to find out if they are competent, have the right personality and whether they understand the company’s culture.
Once you have hired the best employees to help you meet your business objectives, you should make them feel respected and valued. Making them feel like a valuable team member may mean involving them in decision making and appreciating their input.
Corporate relocation can prove to be challenging on an individual or corporate level. Whether you are intending to move across the nation, aiming to begin a new business or a career, or you are the CEO of a company relocating your headquarters, the process of relocation is stressful. When moving to a new state, it’s especially stressful to maintain your timeline and your budget.
When relocating, you have your special needs which should be met. Thus the following guidelines can aid you or your organization with making a smooth transition. These tips will guide you to understand why using executive moving services is the best option to serve your needs efficiently.
1. Makes the Relocating Exercise Easier
Once you decide to move to another place, the process can be easy when you follow the procedure pertaining the whole process. You will be required to obtain a quote by calling moving companies or fill relocation forms online to get a free quote. When you have received this information, you can go ahead to schedule a convenient time for pick-up and delivery. Set your mind at ease as you are guaranteed timely and safe delivery of the moving truck
2. It Saves you from Unnecessary Drive Time and Additional Expenses
You can conquer with the fact that driving thousands of miles to your destination can prove to be something that you have no time for during the busy relocating schedule, as it will end up with body strains such as a headache. Battling with busy traffic and paying for unnecessary expenses that include lodging, vehicle gas, and even food during the journey. According to most, hiring a professional moving company is probably more affordable than you might think.
3. Saves you a Great Deal of Energy
Less physical effort is exerted when hiring a shipping company. It may take time and energy to get the best transport company, but not anymore, as the corporate relocation process may be arranged via a call to a reputable company near you.
4. Every Detail is Attended
A detailed corporate relocation procedure ensures every detail is captured and managed. According to these local movers in Las Vegas, most moving companies will assign a moving coordinator to your office move to oversee the whole process. Every service and essential aspects of relocating are arranged to make sure the whole exercise of moving the employee or the entire organization is successful, as most companies are flexible and willing to adjust to meet your needs.
5. There’s No Cookie Cutter Package
The corporate relocation package relies on the shipping company, which will take the task of planning on the requirements of the process. Whereby, it will devise a customized corporate program for relocation which suits your needs. The program allows you to choose important moving and storage services for you. Regardless of your needs, there is always a solution that is cost friendly and time effective.
Choosing the best corporate relocation company will offer you a smooth relocation experience. The companies offer you services ranging from basic moving operations to destination services, and it can handle all aspects of your transition expectations across the state, across the country or internationally.
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