Family Justice Center

Archive for the ‘Labor Law’ Category

2008, the new “Labour Law” enacted, human resources management has risen to keep pace with the business location. Especially in the current Financial Market turmoil, the world’s economic malaise in the background, human resources management and business has even been carried to an unprecedented level.

Traditional Recruitment Model “disease” into Gaohuangshu

Has always been regarded as vulnerable groups, labor rights have been protected at last, Balance Other end under pressure from companies naturally have something to say. An “enterprise culture out why,” the plaintiff? ” “Communication, highly concentrated on the current confusion of new enterprises, the paper said, despite appeals Education For reforms come and go, the short term, schools and businesses Talent Standard differentiation is still not effectively solve the problem, recruit talent and then “re-made recycled” into the mainstream approach, but often take months but school personnel training efforts as “defection.” Cultivation of high cost and long cycle businesses directly undermine the main attack force, high personnel turnover rate, total destruction of the company ordered production, interrupted a complete industrial chain, leading to the relevant departments to a standstill. New people enter the work state of slow, lagging behind the progress of the enterprise and undermine the overall business plan … … not entirely problematic, especially in the increasingly harsh economic environment, big time. Obviously, first exhaust cultured as mainstream enterprise recruiting model, had drawbacks rhetorics, full of holes. Talent “attracted the use of” so that the full development of their collective voice of business is business.

Confused for Career Education Expert Said: “Businesses and schools should have the division of labor, energy companies should be spent in this business, the business schools in training qualified personnel without professional means and methods, the final time-consuming and costly mistake people have been wrong. For business delivery qualified personnel, should be the social responsibility of the education sector. ”

Talent Custom vista

Sure to be the first train and then hire people for the ideological content customized model gradually took the front.

Empty, so what is development? A large number of issues such as the current brain drain can be seen, low level of professionalism personnel, lack of loyalty for the company’s common problem is the current job market.

Traditional recruitment is solely from the perspective of the service business model, this model can not take into account the human resources business ideas and needs, both adequate knowledge necessary to bring in recruits after a series of problems, such as to enable enterprises to headache The loss rate of and the talents customized business and talent from two-way stress considerations, found to satisfy both sides Solutions . Custom model talent, enterprise and talent are clear communication, business understanding talent Technology Level, psychological characteristics, objectives and requirements, personnel familiar with the company’s business ideas, corporate culture, their prospects and career planning can also be an idea, no worries. Professionals can help businesses to select the custom long-term service in the company, and the companies jointly develop and progress of the excellent staff, talent is the cornerstone, the cornerstone of stability, and enterprises can be stabilized.

Personnel trained on the thin end with his courtroom, the two air talent behind the company that reflect what? Any businesses want to make bigger and stronger, large-scale enterprises will inevitably need to become a mature sound human resources planning. In the early development of enterprises, human resources, core business is doing a good job recruiting, staffing, training, etc., for the rapid development of enterprises with the right people. With the business growing, we need to enhance efforts to optimize the level of human resource management to provide enterprises with comprehensive human resource management platform, and with the performance appraisal, compensation design services to promote long-term strategic business planning floor. However, due to the lack of professional training of teachers and technology, enterprise training myself a long time-consuming, costly, difficult to ensure that the final result, become unbearable burden, leading to repeated cultivation, eventually into a vicious circle, so that the most important strategic planning All have become empty talk. Customized by the professional bodies and the talents to complete, time is short, high efficiency, enterprises need not pay to personnel training, subsidies for such trial “risk investment”, the enterprise into a real small, low risk and high efficiency. Since the human resources management and business operations have been interdependent, neck and neck. The skin, the hair stand?

Whether you are an employer or an employee, you need to have a basic concept of how the employment laws (both federal and state) affect you. An employer has to abide by certain rules and regulations, as does the employee.

An employee discriminated against on grounds of disability may take an employer to court. You may end up paying a huge compensation if the labor attorney proves the claim. In addition, there is the risk of negative publicity.

The Americans with Disabilities Act provides a guideline about what is legal while conducting a job interview. If you are an employer, you need to be careful about what you could ask without running the risk of doing something illegal. Moreover, if you were the prospective employee, you would know when the interviewer crossed the line.

•    Will you be able to perform a specific task? (Right)
•    Do you suffer from any disability? (Wrong)

The first question is about the capability of the individual while the second implies that the employer is attempting to evaluate the potential of the individual on his/her physical or mental disability. This is illegal as per the directives of the law.

•    Test of how he/she performs a task (Right)
•    Medical exam (Wrong)

The employer can ask the individual to perform a small part of what his/her job would be as a test. However, it would be illegal if you ask him/her to undergo a medical checkup before you make any job offer.

•    Are you at ease with the attendance requirements? (Right)
•    How many days were you on leave in your last job? (Wrong)

The former question is about whether the individual is capable of leave management. The latter is a direct hint at the disability and its consequences, and thus not considered legal.

•    Are you using illegal drugs now? Have you ever used them in the past? Is there a drunk driving charge against your name? (Right)
•    Have you ever had a drinking problem? Or a drug addiction? Did you ever go to rehab? (Wrong)

Past addictions are within the domain of ADA coverage. That is why the employer needs to frame the question properly. The aim is to find out whether the prospective employee has a clean record or not.

•    How was your previous job experience? (Right)
•    Have you ever been a victim of a workplace injury? (Wrong)

Discussing about the previous job experience is all right but you cannot ask questions that indicate any disability that may have been a result of the workplace injury.

A competent labor attorney of New Jersey would be capable of providing you the right way to ask what you want to know about your future employee. Consult a legal professional before you start interviewing people.

If you have faced unsavory questions at an interview, talk to a labor attorney New Jersey to understand about the laws applicable. He/she is the right guide to let you know how much legal the questions were and whether you need to take any steps to check it.