Do Employers Respect A Background Check?
Employees are an employers most worthwhile-and usually most pricey organizational asset. Businesses want employees that match their workplace cultures. Whether that is a beneficial match for the job applicant is a critical consideration. Hiring the “wrong” employee may add up to twice the cost of a year’s salary, according to some estimates.
This is one reason employers conduct background checks. Most pre-employment background check screenings are done to substantiate the info the job seeker has provided. A background search is ordinarily the best and speediest way to figure out whether or not an applicant has the required experience, education, and track record to join an organization.
Pre-employment examinations and other background checks are under the control of the (FCRA) Fair Credit Reporting Act. The FCRA is a federal law that details how consumer credit data can be accumulated, given out, and utilized. According to the FCRA, consumers have a right to see info in their credit file and contest mistaken information and facts.
Beware Pre-Employment Medical Exams!
You interview for a job and get hired if you pass the pre-hire physical exam. the employer sends you to a third-party pre employment testing company. The job applicant named Shelly Garlitz was offered employment with a hospital in Michigan. Once she completed the before hire physical examination at Healthwise Medical Clinic her employment would be secured.
When she got to Healthwise she was handed a list of questions about goals concerning having kids. She was particularly quizzed about what kinds of birth control she utilized and the number of miscarriages, births or abortions. These questions were only asked of female job seekers. Ms. Garlitz decided these questions were inappropriate and refused to answer.
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Workplace Retaliation Basics
Workplace retaliation might be defined as any detrimental move or measure taken by an employer towards an employee.
Also by using the organization to prevent the employee from participating in an exercise that is legally guarded.
Diverse regulations have been formulated by the federal government to shield employees from any kind of discrimination or harassment in the office.
Exactly the same guidelines also safeguard employees against retaliation inside the workplace. According to the legislation, an employer doesn’t have the right to to punish workers for filing harassment or discrimination complaints on the job.
Also, an employer can’t terminate you for engaging in workplace investigations. Here are some guidelines that shield employees from workplace retaliation and steps that can to taken by workers as well as employers pertaining to job retaliation.
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Tug of War With A Twitter Account As The Rope!
According to an article by Jeff Roberts on PaidContent.org a San Francisco Court ruled on a case involving who owns a Twitter account with over 17,000 followers.
The employer called PhoneDog claims a former employee named Noah Kravitz didn’t give the company the Twitter password for an account named @phonedog_noah
before leaving the company. PhoneDog a news website says the password and the identity of followers was a trade secret. According to PhoneDog Kravitz changed the Twitter account name to @noahkravitz and still sends messages to the thousands of followers acquired while he was employed by the site.
Kravitz tried to get the case dismissed citing it was worth less than the minimum amount for federal Court which is $75,000. PhoneDog claims its worth $340,000 because of an “industry standard” of $2.50 per month each Twitter follower is worth. However, the Judge Maria-Elena James decided more evidence was required to determine if the password is a secret under state law. Noah Kravitz is reported to now be tweeting to over 21,000 followers on the account. For the full article;
Twitter Account A Trade Secret
“Cain”Brings Chaos To Every Workplace Eden!
No matter whether it’s business, local, state or federal workplaces, sexual harassment continues to be a major problem. Recent political events only underscore the reasons why everyone in every workplace must be aware of the problems caused by workplace harassment.
How should management respond to a sexual harassment complaint?
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