The Integrity News
"objective risk management news"
Vol. XVI No. 3
ISSN 1081-2717
March 12, 2007
on CNNMoney.com
March 9, 2007
In a brief article, under the above title, the following key points
are summarized for one's easy reading and retention.
Know The Laws
"The latest Federal employment regulations can be
found at the websites of the Department of Labor,
EEOC, and OSHA. ( Ed. Note: In this very article,
they tell you to check applicants out very well;
however, they neglected to specifically mention the
website of the Federal Trade Commission which
enforces the
FCRA. ) Local regulations are trickier
to track, as each State has different regulatory
agencies." See the
Summary of many Federal laws
on The Integrity Center, Inc. website.
Have A Handbook
"It's probably last on your priority list, but an
Employee Handbook establishes that you treat all
employees consistently and don't single anyone out."
Don't Use Contracts
"Employment contracts can hamper your ability to
fire an employee. If a contract states that you will
employ someone for two years, you (possibly) can't let him (or
her) go after six months."
Keep Written Records
"Think 'evidence'. Have managers document
conversations and evaluations immediately, even if its
just jotting a (professionally worded) note for the files."
Don't Move The Aggrieved
"Don't assume that your problems will be solved by
transferring an employee to another position. He (or
she) may not consider the new job to be equivalent,
and could charge (your company with) retaliation."
Hire Well
"Even the lowest-level prospect -- the kind who is
typically hired quickly -- should be thoroughly vetted
by at least two interviewers. Check references (and
of course,
Background Check)."
Be Proactive
"Even the smallest personnel issue should be addressed
immediately. Any delay will give the potential employee
from hell the time to stockpile ammunition for a lawsuit."
As we have said many times in the past, we are not
attorneys nor do we give legal advice. So, if you have
specific legal questions please discuss them with your counsel.
Yet, if you ever want to ask us what we know about the
various laws, their amendments, or their application, we would be happy to
give you our most current information. Feel free to call
The Integrity Center, Inc.
anytime at (972) 484-6140.
Helping you with your Risk Management and HR Automation is what we do.
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