This site uses cookies to improve your experience. To help us insure we adhere to various privacy regulations, please select your country/region of residence. If you do not select a country, we will assume you are from the United States. Select your Cookie Settings or view our Privacy Policy and Terms of Use.
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Used for the proper function of the website
Used for monitoring website traffic and interactions
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Strictly Necessary: Used for the proper function of the website
Performance/Analytics: Used for monitoring website traffic and interactions
The seven-year rule is standard in human resources as part of most backgroundcheckscreening processes. It’s also been a rule that most HR leaders are familiar with in that it has been part of the hiring and screening process for most HR leaders and employers for nearly 20 years. A little background: The 9th U.S.
How does it impact your business, and what do HR professionals need to know to remain compliant with the law? What Is the Ban the Box Law? The ban the box law is a series of criminal backgroundchecklaws designed to prevent bias in hiring.
Space is filling up fast for the one-day, topic-packed seminars focused on the employment life cycle, from hiring through termination, presented by the California Chamber of Commerce. CalChamber’s employmentlaw experts (your personal HR trainers) explain and provide compliance information for these core fundamentals: Register Now!
” Phillip acknowledged receipt of the board’s policies in 1995 and 2004. .” ” Phillip acknowledged receipt of the board’s policies in 1995 and 2004. He applied to renew his license four times: in 1996, 2000, 2004, and 2008. He answered “no.”
In our February 2018 issue, we informed you that the National Labor Relations Board (NLRB) was “loosening the reins on employer handbook rules” (see the lead article in that issue). Background. Under the previous standard, almost any workplace policy could be interpreted as applicable to Section 7 activity.
Determining what is a reasonable accommodation under the Americans with Disabilities Act (ADA) is meant to be an interactive process between the employer and the employee. However, after exerting significant amounts of energy in the process, one Illinois employer got a reaction it had hoped to avoid—a lawsuit. Norway, We Aren’t.
Background. The Fair Labor Standards Act (FLSA) requires that employers pay overtime to employees earning less than $455 per week (which amounts to $23,660 per year), regardless of whether they meet one of the law’s duties tests for exemption. The current, lower threshold was adopted in 2004 under President George W.
We organize all of the trending information in your field so you don't have to. Join 318,000+ users and stay up to date on the latest articles your peers are reading.
You know about us, now we want to get to know you!
Let's personalize your content
Let's get even more personalized
We recognize your account from another site in our network, please click 'Send Email' below to continue with verifying your account and setting a password.
Let's personalize your content