Search Results - Legislation

Blog Post: 2010 Trend on Increased focus on whether credit reports and criminal records are discriminatory: 2010 Trends in Screening–Trend One:

Employment Screening Resources (ESR), is releasing it “Third Annual Top Ten Trends in the…; Added by Les Rosen at 6:57pm on January 4, 2010

Blog Post: How paperless offices can benefit your business: A digital future: How paperless offices can benefit your business

Businesses are relying increasingly on technology in 2018, and with technological advancements being developed all the…; Added by Caitlin Purvis at 5:26am on October 26, 2018

Blog Post: March 2008 New Positions: Business Intelligence Analyst Lansing, IL

$65,000.00 -$80,000.00 RA14707NB

The Business Intelligence Analyst must understand business reporting requirements, create extraction,…; Added by Anna Karoutsos at 12:05pm on March 18, 2008

Blog Post: 3 Critical Skills the Architects of the Future Will Need: The architecture and built environment sector is one of the fastest evolving industries in the UK. Not only are technical innovations being implemented rapidly, but there are more regulations than…; Added by Alicia Walker at 5:36am on October 28, 2021

Blog Post: What Does a Ban on Asking Candidates Historic Salary Information Mean for Your Recruiting Strategy?: Times are certainly changing, and nowhere are they changing faster than in…; Added by Kore1Staffing at 5:03pm on October 11, 2017

Blog Post: The Affordable Care Act & Staffing: What Agencies Need To Know: Perhaps no issue is more pertinent - or more pressing - to the staffing…; Added by Matt Charney at 10:00am on February 11, 2014

Comment on: Topic 'Are there still gender issues on the job?': er”- An Oxymoron? Is sexism a bigger problem in our society than racism? Are men better negotiators than women? Are Women Leaders – set up to fail? See this post. Categories: The Ball Buster Does a woman need to act harshly to keep up with "the boys" and to get ahead in the workplace? Do women need to work harder than men in the workplace? Or do men? Is success a two edged sword for females? Do women (or men) pay a higher price for success? The Support System Are women “expected” these days to have a career – are they exhorted to “have it all”? Who benefits? Who suffers? The Weeping Willow Does the “Pauline in Peril” routine work in the workplace? Do women use their kids/doctor appointments, personal business, etc. as excuses to cut work? Do men? The Spinster Is she seen as Difficult? Lonely? Crazy? Gay? Those interested in spinster issues should join this network - it's FABULOUS. The Bombshell Do women use sex to get ahead in the workplace? Do men use sex as a weapon in the workplace? Do women? The Bitch Boss Male Dilemma The Bitch Boss Female Dilemma Do women respond differently to male bosses than they do to female bosses? Do female bosses prefer male reports over females? Do male bosses go easier on female reports than male reports? Do male bosses like having female reports? Do female bosses like having female reports? The Culture Do females sabotage other females? In the workplace? In daily life? Why? Are women submissive to men in the workplace? Does a man get promoted over a woman if he is considered to be a family’s breadwinner even though both have the same qualifications? The Lilly Ledbetter Legislation Are women still being paid less than men? How long will it take to stop? Is it cheaper to keep her (on)? Child Rearing Is it important someone be home with the kids? Who? Does it matter? Does a woman’s career get side-railed by childbearing? Do men feel the same sense of responsibility as women for child rearing? Are there differences in opinions about this between generations? Pick one -pick two - pick five but pick some of them! Anyone else have thorny questions they'd like to add to the list?…; Added by Maureen Sharib at 10:24am on February 10, 2009

Comment on: Group 'UK Recruiting': ng .. Amongst a series of other proposals to delay new laws, the government has announced that it intends to delay implementation of the Agency Workers Directive in the UK until late 2011. However it is understood that the legislation will be laid before Parliament as soon as possible after conclusion of a 2nd consultation which is expected to end early in 2010. Whilst many of you have no doubt heard of the proposed Agency Workers Directive (AWD), do you really understand the possible effect this proposal could have on your business and the recruitment sector? The general aim of the AWD is to help the EU “become the competitive and most dynamic knowledge-based economy in the world, capable of sustained economic growth with more and better jobs and greater social cohesion” and specifically: To improve the quality of temporary agency work by applying the principle of non-discrimination to establish a suitable framework for the use of temps in the EU Although recruitment agencies are well established in the UK, this is not the case throughout the EU (for example in Italy until recently the operation of an employment agency was deemed illegal). Indeed, some estimates suggest that as many of 1/3 of all agency workers in the EU are based in the UK. The UK Government is conducting a consultation into the impact of the proposed directive on temporary agency work in the UK. The main requirements of the proposed AWD are: An agency worker assigned to work under the control of a client company should not be given less favourable basic employment conditions that a similar permanent worker in that client company, unless this is objectively justified. The significant employment conditions set out in the directive are: pay, working time, rest periods, holidays and holiday pay, work done by pregnant women and nursing mothers, children and young people, and action taken to combat discrimination. Member states can chose not to apply this equal treatment requirement where temporary agency workers meet one of four conditions: 1. the temp is paid between assignments (this is invariably not the case in the UK); 2. the temp is covered by collective agreements (this is also very rare in most industries in the UK) ; 3. the assignment is for less than 6 weeks (this limit is one of the key points being debated with the Government pushing for a limit of 12 months whilst some MEPs believe that the limit should be removed altogether); or 4. there is no comparable worker Client companies should give agency workers access to ‘social services’ provided to permanent workers. Agency workers should be informed of permanent vacancies in the client company Clauses ban temp-to-perm fees which will be null and void…; Added by tom to UK Recruiting at 11:04am on March 10, 2010

Comment on: Topic 'Headhunting from a Corporate recruiter's office': big a problem here except. Be sure and check the entire list of hires the company has made in the past year to be sure that none of the new hires have any kind of non solicitation clause with their prior company. Even if you don't know it many may have a non solicitation agreement even if they didn't have a non compete. It won't be the end of the world but if your company receives a cease and desist letter it won't come directly to you. It will go to the head of your legal dept or your CEO and work it's way down hill. Doubled edged sword, execs may think it's fine and say "go for it" or you could get your nose slapped. Also check to be sure that your CEO and the CEO of the competitor are not on the executive board of some trade organization together or play golf together. Believe it or not your top execs may have "friendly competitor" relationships with others in your industry. If so the conversation may go something like this: Your CEO: Hi John, good to see you again have you had a chance to review the minutes of the last meeting? I liked your thoughts about the association of widget manufacturers fighting the new export tax for our industry. Competitor CEO: Thanks Jim, it is a critical piece of legislation for our entire industry. By the way, six of my key people have reported that one of your internal recruiters has been calling them trying to solicit them to go to work for you. Are you staging some sort of raid on my company. Your CEO: I am very sorry that is going on John. I had no idea that little idiot was stupid enough to do something like that. I will see that it stops immediately. As we have discussed there will always be people who want to leave us to go to work for you and vice versa but as we agreed we would not directly solicit each other's employees, all i can say is i am sorry . I regret that we even had to have this conversation. You can write the script of the CEO's conversation with you when he gets back in the office. If he ever speaks to you again instead of telling your boss to knock your silly butt out of the air for embarassing him. The unknown politics of direct recruiting into business partners and competitors can fast lead you into shark filled waters with no dorsal fins visible on the top of what looks like smooth sailing. You can do it but be sure you know where the bodies are buried before you start digging holes.…; Added by Sandra McCartt at 12:45pm on June 3, 2010

Blog Post: What if your candidates were suddenly priceless?: For those of you unfamiliar with California's obsession with creating the most…; Added by Kelly Blokdijk at 1:18am on October 9, 2015