If you’re a business that hires employees, at some point you’ll be faced with the knowledge that a candidate has a criminal background. Many times, the candidate will self-disclose their offenses, explain their bad choices, and how they’ve been on a good path for a period of time. So what can you do when faced with this information?
Is it possible to classify an administrative assistant as an independent contractor so you can hire them for a 90-day try-out period? This might sound like a good idea, but the short answer is no, you cannot.
Because your employee handbook outlines your company's guidelines and policies, it's important that your employees sign off on having received their handbook. It demonstrates that not only did they receive it, but they are also responsible for knowing its contents. What happens when one of your employees refuses to sign the handbook though?
Many people will try to come into work even if they're sick, so long as they can still walk and talk. But this can put other employees at risk for catching that bug. For employees who may already be vulnerable to illnesses (such as being immunocompromised) this can even be dangerous. How do you handle situations like this?
Work environments can be as diverse as the people working in them. Often times, employees wish to decorate their workstations with personal items to make their spaces feel comfortable while they perform their tasks. What sort of policies can your company put in effect to regulate appropriate workplace displays?
While wage and hour law requires that employees are paid for all time that they are 'suffered or permitted' to work, the question here is whether his attempt to go to a cancelled meeting would count.
Even if an employee has exhausted their FMLA leave for the year, their condition may fall under the Americans with Disabilities Act (ADA). The ADA defines a disabled employee as one who has a physical or mental impairment that substantially limits one or more major life activities including working.
Completely banning cell phones is not something you can legally do. It is, however, possible to create policies that encompass the appropriate time and place for cellphone use.
With medical and recreational marijuana use becoming legal in more states nationwide, it can be tricky to figure out what kind of drug-testing policy your business should have. There are many variables involved and in this article, we'll give you a general overview of the necessary considerations so you can determine what policy is right for your organization.
I’m introducing them to you to highlight a key theme that we see here repeatedly at Vantage Point: amazing people, with specific professional backgrounds, looking for a change. The challenge is that for most Recruiting firms, these folks are defined by those career paths, and they can’t see the “amazing” standing in front of them. We don’t see the world that way, and think that any small business looking for quality people, would rest easy knowing these three are on the job.