Hiring — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 205
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Hiring

When hiring employees, negligent hiring practices can doom the process. Learn from your colleagues’ successes – and avoid their pitfalls.

Smart interview questions, well-written job descriptions, and sharp interviewing result in hiring employees that work out well, AND make you look good in the process.

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It seems safe to conclude that Georgia employers won't have to worry anytime soon about a state ban on sexual-orientation discrimination in the workplace ...

Before you classify supervisors as exempt executive employees, make sure you've given them enough authority to make that classification stick. That means delegating true hiring/firing power with the clear understanding that your organization will typically follow the supervisors' recommendations ...

Image is everything, as the saying goes. But be extra careful that your pursuit of a certain work-force image doesn’t result in the weeding out of legally protected employees (females, minorities, older workers, etc.) ...

Q. We're a nine-physician medical clinic, and we employ a salaried business manager. She makes less than $100,000 but more than $23,660 per year. Her duties include personnel, hiring and firing, and office work. We don't give her comp time or overtime pay. If she takes a partial day off, she must use vacation time (paid time off). In light of the new (FLSA, overtime) rules, are we handling this correctly? —B.B., Missouri

Q. What should we keep in personnel files? —G.T., Missouri

Looking for a good recruiting tool? Take a cue from two Georgia companies chosen by Working Mother magazine as family-friendly places to work ...

When you need to terminate an employee, it makes sense for the same manager who hired the employee to also pull the trigger on the firing. That bit of legal strategy—the so-called "same actor defense"—could help you defend a discrimination lawsuit down the road ...

To be eligible for FMLA leave, employees must work for your organization for at least 12 months. But take note: Those months don’t need to be consecutive ...

Q. We don't ask applicants for their age or birth date on our application. But we plan to start conducting background checks on applicants whom we're seriously considering. The company that will conduct the checks for us said the birth date is on all the applications they see and that it's instrumental to conducting the checks. What should we do? —V.T., Wyoming

Q. We plan on hiring a college intern this year. Do we have to pay that person? —L.M., New York

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