Résumés with common names are more likely to receive callbacks than those with Russian and African American names, according to a study published in the Journal of Managerial Psychology. And a Canadian study using 6,000 dummy résumés yielded similar results for “English-sounding” names versus Pakistani and Chinese names. Although no specific federal law makes it unlawful to discriminate based on a person’s name, name-based evaluation methods could trigger claims of race bias or national origin discrimination.
You’re doing a good job. That’s a great idea. Thanks for your extra effort. For some employees, hearing those words is better than a cash bonus. Yet, many managers can muster up such phrases only during annual reviews … if at all.
HR professionals and managers are at the front lines when dealing with angry employees. You typically have to deal with their raw rage. So, how can you handle angry employees’ complaints without adding more stress to your day or opening the organization to legal liability?
Inspiring leader … Quiet problem solver … Compassionate mentor. Different employees crave different things from their managers. Unless you’re a mind reader, it’s impossible to know exactly what your staff wants from you.
Q. When hiring employees who we know are claiming excessive/nonexistent dependents on their W-4 to avoid paying federal income taxes and hoping not to be held accountable, do we have the right to have them produce some form of proof of the dependents? – Debbie, Tennessee
Business Management Daily, part of Capitol Information Group, has acquired the publishing assets of the Alexander Hamilton Institute, a New Jersey-based publisher founded in 1909.
What’s an employer to do when the documents an employee presents to prove work eligibility don’t match up? Employment law attorney Nancy Delogu guides you through the process of determining where employer responsibilities stop and employee responsibilities start. Subscribers to the HR Specialist Premium Plus service can tap Delogu’s expertise weekly, through the web site’s members-only “Ask the Attorney” service.
Q. Am I invading applicants’ privacy by reviewing their Facebook, MySpace, blogs and Twitter feeds?