Archive for the ‘Employment’ Category

02.21
15

Mitigating Seasonal And Temporary Recruitment Risks

by como ·

In today’s economy, seasonal and temporary staff can be found in audit offices as well as the shop floor and in the ski resort. As companies strive to have the exact amount of people on board to fulfil fluctuating business demand, finding optimal temporary staff has become a priority for many employers. So what are the risks and rewards associated with temporary staff and what steps can organisations take to build a reliable and flexible workforce to meet seasonal as well as ongoing business demands?

According to the latest figures from the International Confederation of Private Employment Agencies (CIETT), the UK has the highest number of temporary workers in Europe, with over 1.3 million temps working in the UK; thats around 5% of the UK workforce.

Since the 1970s, temporary staffing has expanded rapidly to become a significant feature of many national labour markets. Temporary employment, be it seasonal, ad hoc or interim work, is now a permanent feature of the business landscape and for many organisations, it is a form of working that has become integral to business strategy. Indeed, recent research from the University of Manchester has found that the recession has led many firms to have in place a buffer zone of temporary agency workers. During tough economic times, firms may increase the proportion of their workforces which are externally sourced from temporary recruitment agencies as a means of managing the risks of any future recessions. While for most firms, this strategy is a short term one, there is also evidence that it has developed into a longer-term approach to workforce management.

Temporary staff can be quickly deployed to cope with unforeseen demand, cover sickness, holiday absence and maternity leave and provide extra support due to seasonal demand like the Christmas rush or financial year end. During times of recession, using temporary staff also allows organisations, at least in the short term, to avoid the costly need to sack permanent, core members of the workforce.

The use of temporary staff can also help to reduce the fixed costs associated with labour hiring and recruitment. Temporary workers, for example, represent a relatively low cost method of screening for potential permanent employees, monitoring their on their job performance and culture fit. Recruiting permanent staff from a pool of temporary workers enables businesses to try them out for size over a longer period of time than would be possible under most probation schemes. Conversely, for other employers, using temporary staff can be a way of securing additional time to use for searching for permanent employees.
In more recent years, there has also been a rise in the use of independent contractors by organisations. Contract workers provided added flexibility when a company requires it. They can do one off jobs or provide a service which no other member of staff can provide. In many cases, they can often begin work at short notice which helps employers to meet a sudden demand. The added benefit for the employer is that they are not responsible for their PAYE or national insurance contributions.

Clearly, hiring temporary staff offers a number of specific advantages to employers. However, they do come in all shapes and sizes. The good ones can help a company thrive in the difficult times or offer valuable help and support at short notice. The very best temporary workers are often highly motivated, some seizing on the opportunity to gain valuable experience and may see the role as a stepping stone to a permanent position. Others may resent the fact the role is not permanent, they might lack motivation and commitment and could be detrimental to a companys business. At their very worst, a temporary worker may gain employment under false pretences, which potentially could have very serious repercussions.

The organisations which tend to have seasonal peaks and a greater demand for temporary workers, also tend to be organisations where these seasonal or temporary employees are most likely to have close access to customers, either directly (in the case of retail and the hospitality industry) or indirectly (in the case of call centres or financial institutions). In both cases, the implications of placing the wrong person in a temporary job could be severe and have potentially high financial, legal and reputational consequences.
Experian has found that organisations use temporary staff and contractors while largely ignoring or being unaware of the risks. While the timescales associated with recruiting temporary staff are short, this should not be an excuse for not carrying out appropriate background screening on temporary staff. By doing so, these employers are taking massive risks affecting their own organisations and the public at large.
So what are the specific risks and what implications do these have for employers?

Many organisations, which have fluctuating seasonal and temporary demands, employ a significant number of migrant workers. The immigration, Asylum and Nationality Act 2006, makes it a criminal offence to employ someone who is subject to immigration control and who has no permission to work in the UK. In 2009, the UK Border Agency imposed 2,210 civil penalties on employers of illegal workers totalling 22.1m, almost double the number of civil penalties issued in 2008.
With forged identity documents often very hard to spot without specialist equipment or Scotland Yard level expertise, the importance of electronic identity validation and appropriate background screening should not be underestimated when it comes to temporary employees and complying with immigration legislation.

The Corporate Manslaughter Act places a legal obligation on employers to ensure that the staff they employ do not pose a threat to themselves or others. For sectors like retail and hospitality, ensuring that customers have a safe and pleasant experience is critical to their success but dependent on having honest, reliable and trustworthy staff. In order to protect themselves from legal and financial repercussions further down the line, organisations must satisfy themselves that the temporary staff they employ have the appropriate qualifications, a full and valid employment record and no previous convictions.

The possibility of hiring someone who may pose a direct criminal threat may seem rare, but the fact that the value of reported fraud in the UK has increased by 153% since 2003 reminds us how serious a threat this is to UK businesses. The latest figures from CIFAS, the UKs fraud prevention service, show a substantial rise in the number of cases of employee fraud identified in 2009 compared to 2008. CIFAS also reports an increase in the number of cases of employees selling personal data. The implication of this finding is that more staff are being approached by organised criminals and bribed to reveal personal customer data. Indeed, it has been claimed by the police that one in ten of Glasgows financial call centres has been infiltrated by criminal gangs.
Clearly, organisations which hold large data repositories or deal with sensitive financial information are at greater risk from insider fraud. In these days of identity theft, criminals will pay a healthy price for personal information and the temptation for someone in financial difficulties is clear. For these organisations, temporary or contract employees are often the biggest threats when it comes to employee fraud. Generally, they have less to lose, have less loyalty to the company and can also have wide access to sensitive customer information. Fraudsters are also more likely to obtain entry to an organisation through temporary or contracting roles where background screening may be lax or often non-existent.
When it comes to combating employee fraud, these organisations should consider developing an employee screening policy which includes carrying out identity checks, credit checking and criminal record checks specifically on temporary and contract staff and not just those in permanent positions.

Top tips for meeting seasonal recruitment demands and minimising exposure to risk are:
Dont rely on the recruitment agencys screening process – organisations should also undertake internal background screening of temporary applicants
Build a temporary talent bank consider pre-screening a group of recurring seasonal employees who come back during the busy periods
Use background screening to deter timewasters and potential fraudsters – Experians own experience has found that its not uncommon for as many as 15 per cent of applicants to drop out when made aware that a thorough background check is used in the recruitment process
Effective workforce planning – plan well in advance for busy periods and line up a pre-screened workforce that can be called upon at short notice
Outsource the background screening process not only will this save time and money but will also ensure legal obligations are met

01.23
15

Pre-employment Background Checks And Facebook Have Companies Gone Too Far

by como ·

One of the most important laws about background checks is the Fair Credit Reporting act, or FCRA. According to this legislation, employers must tell applicants if they will be carrying out pre-employment background screening. A company could face expensive litigation and fines if they fail to follow the letter of the law regarding drug testing, credit reporting, and professionalism when doing background checks. Increasingly, however, social media is becoming a contentious area in pre-employment background screening. The vast majority – 91%, according to Reppler’s 2011 survey of 300 hiring professionals – of companies have researched social media profiles while conducting background checks.

A range of viewpoints exists on this issue. Many applicants purposely tailor their social media profiles for potential employers. These pro-social media types would argue that a modern job search is incomplete without social media networking. Yet on the other hand, many say that companies have gone too far with social media pre-employment background screening, for instance by asking each interviewee for his or her Facebook password. (A password would be required to view profiles for those whose pages are only visible to friends.)

Until recently, those in the public sector were most commonly asked for Facebook passwords in pre-employment background screening. Cops, teachers, and doctors are used to this sort of thing during in-depth background checks. NPR tells of one instance when a Maryland corrections officer was asked to provide his Facebook access during a pre-employment background check. Apparently, the state hiring agency wanted to make sure that this individual had no gang connections. Nowadays, however increasing number of private companies are also requesting social media login data.

At the moment, this form of pre-employment background check is legal across the country, but the Maryland, Michigan, Illinois, and California state legislatures are working on legislation that could ban it, under the argument that social media profile discrimination should be illegal, just like it’s illegal to discriminate against a female applicant because she implies she would like to have children in the next couple of years.

Watch legislative news and court proceedings over the next few years to see where legal boundaries are drawn regarding social media background checks, discrimination, and privacy rights. Until then, protect your company’s reputation and bottom line by following these pre-employment background screening tips:

1. Remember that courts can mandate that you explain the reasoning behind your hiring practices. The threat here is that you could be sued by a rejected applicant. If so, you’ll have to testify in court as to why you chose not to hire this person. Don’t select or reject employees based on parental status, race, age, or sexual orientation – that way your decision will stand up in court. It seems obvious, but it’s still good to remember: Hire people based on their abilities and the position’s requisite skills.

2. Follow FCRA guidelines. Those who carry out pre-employment background screening in-house should have their background check procedure reviewed by an attorney, to make sure it is kosher.

3. Ask third-party pre-employment background check companies to only tell you information related to the job itself. Likewise, in-house specialists in background checks should only tell you data that is relevant to the position at hand.

4. Beware of “Quick Fixes” for background checks. Smartphone apps and other “immediate” pre-employment background screening programs are rarely in complete compliance with employment laws.

01.19
15

About Singapore Employment Pass Application

by como ·

The Republic of Singapore welcomes foreign entrepreneurs, professionals, managing directors, shareholders of Singapore companies who plans to relocate to Singapore to manage their own company operations to process a Singapore Employment Pass Application. The Singapore Employment Pass Application is processed in the Ministry of Manpower. The Ministry of Manpower (MOM) allows the foreigner to apply for an Employment Pass after they have incorporated their Singapore Company to enable them to live and work in Singapore. The EP does not fall under any quota system nor is there a monthly levy charge for EP.

Ministry of Manpower provides an Employment Pass with a validity of 1 or 2 years and it is renewable as long as the pass holder remains employed in the company. With an EP, you can travel in and out of Singapore with minimum hassle at the immigration checkpoint. It also gives you the benefit of applying for Permanent Residence status.
Basic eligibility requirements of a Singapore Employment Pass:
Generally, a recognized Diploma/Degree qualification from a reputable university is expected.
Professional qualifications
Specialist skills
Work related experience

Evaluation criteria of the Ministry of Manpower:

Salary of applicant
Age of applicant
Roles & responsibility
Repute of the company
Company paid up capital
Applicant current citizenship

It is vital to have a satisfactory educational qualification but it does not guarantee a successful EP application as the applicant also need to satisfy other criteria such as relevant work experience and/or professional skills. Moreover, an applicant who does not possess a recognized educational qualification may not necessarily be rejected for EP if he possesses other compensating factors.

Application Procedure:
1.Application to obtain authorization code to submit application online for newly incorporated company. Upon submission, it takes about 7-14 days for Ministry of Manpower to send the authorization code.
2.Submission of application online. It takes Ministry of Manpower between 1-15 working days to process the application.
3.Upon receiving the In-principle Approval notification, we will make arrangement for the collection of your EP.

Basic documents to furnish:

Resume or CV stating your educational and employment history
Copies of educational certificates and past employment testimonials
A copy of the personal particulars page of your passport

Once the application is approved, you will be required to submit the following documents. the Ministry of Manpower will issue an In-Principle Approval (IPA) letter via email. The IPA
letter must be produced upon collection of the EP at the Work Pass Division at Ministry of Manpower. An IPA letter is valid for Six months from the date of notification of approval.
A copy of the IPA letter
Recently taken passport size photograph
Original passport with the entry embarkation cards
Medical exam report (if the In-Principle Approval states that you require one)
Any other documents that are requested in the approval letter

12.4
14

Employment Advantage At Arribatel Philippine Call Center

by como ·

Recently, the Philippine employment rate was sharpened by the Philippine call center and BPO industries. Outsourcing call centers is currently the highest growing industry in the world that brings employment advantages. Philippine Call Center ArribaTel is becoming one of the leading job makers for Filipinos.

Philippine call center jobs in ArribaTel are mainly attractive for several reasons. From the high compensation packages to other benefits that come within the field of work, it is no doubt why many of the working class Filipinos would want to go into and succeed in the call center industry.

Anyone who is proficient in English or has enough English communication skills can be an ArribaTel call center agent. Just like any other call center, at ArribaTel Philippine call center, undergraduate applicants are welcome to apply as long as they are trainable for the work requirements.

A call center agent is the type of job that does not need a college diploma. If you have an acceptable personality, good personal skills, and if you are confident in making remote conversations through telephones, you are qualified to work in the outsourcing call centers industry.

At ArribaTel however, it is not surprising that the majority of call center agents are still graduates from the universities in Cagayan de Oro since these are the potentials with more English skills.

Being an ArribaTel Philippine Call Center agent can be very financially satisfying since you can get additional monetary rewards on top of the salary if can exceed sales quotas. It is indeed a well-paid job if you consider the financial benefits that you will get.

ArribaTel call center has training programs like English communication skills enrichment to personality enhancement to improve the skills of agents.

Philippine call center industry will continue to be an important source of income for many Filipino citizens going into the future.

Start now and see how a Philippine call center can give you a massive advantage in employment and higher business returns.

For those who has what it takes to be a Philippine call center agent and for those businesses that needs 24/7 calling and answering services in any part of the world, call (305) 508-5328 or
+6388 8562351 or visit http://www.arribatel.com/

11.22
14

Understanding The Definition Of Employment At Will

by como ·

Like with most legal jargon, “employment at will” has both a formal definition and a practical one. In this case, the theory is easy. The basic definition of “employment at will” says the employer or the employee may end the working relationship at any time and for any reason without fearing legal action. This means the employer can fire or lay off the employee whenever they want. According to the theory, the employers do not have to explain why they fired their worker.

This definition also claims the employee may choose to quit his or her job at any time. Under such circumstances, the worker does not have to give the employer the reason for leaving his or her current position.

On its face, this is a simple law that should work for both the employer and the employee. Unfortunately in practice, “employment at will” is not so clear. While most states follow the formal definition, many lower courts have passed laws to cancel the employer’s rights. All of these laws have created many exceptions to the formal definition, and employers must keep this in mind if they need to fire someone.

Definition of Employment at Will: What It Means For Employers

So what does this mean for you, the employer, if you need to fire an underperforming employee? It’s simple. Wise employers do not fire employees without a reason and claim protection under “employment at will”. This is true even if you live in an “at will” state.

Almost every “at-will” state has exceptions an employer must consider. To make the situation more complex, these exceptions vary widely from state to state. It is a good idea to contact your state’s labor office to find out the laws that apply to you.

If you fire an employee and that person becomes angry, you could find yourself in a wrongful termination lawsuit. And as an employer, you don’t want these legal proceeding to go to court. Most courts favor the employee. This leaves the employer at the losing end and that costs time, money and productivity.

So how do you avoid such lawsuits? It’s a good idea for all employers to have standard termination procedures in place.

First, make sure you have an employee handbook with rules and regulations of the workplace. All employees must be aware of its contents. Second, make sure no manager fires an employee without giving a reason. Third, have standards in place so the reasons for termination are legal and fair. Fourth, train all managers in progressive discipline. Using this proven method, an employee termination will never take a worker by surprise. This will reduce their overall anger at the company.

It is true that “employment at will” suggests an employer doesn’t own an employee an explanation for losing his or her job. However, this simple definition does not translate directly into practice. Never depend on the formal definition of this law to protect you from a wrongful termination lawsuit.

10.28
14

The right for employment and the criminal record

by como ·

criminal records?

Chances are that there are criminals who pose themselves as a different person either using another name or just made himself someone out of thin air to get into employment or lives of others. From fake names to fake IDs or even fake college degrees, it is now possible to forge documents. These however are the real criminals. There maybe those who do this out of desperation yet a wrong doing can never be right. For those however who see themselves inline with -second chance-, what others has first set wrongly can greatly affect them. This is one hard throw for those who want to start in a clean turf.

It is indeed a pity for someone who wishes to start anew, throw his first chance of having one. A criminal record seems to be a billboard on neon lights posted on ones head. It’s hard to look past it yet it seems inhuman to not give a chance when it is being asked. Consideration-can it be given or not? This is one question that each of us must answer. “> Once convicted of crime, a person, after detained in prison, is usually given the benefits as allotted to them by the government supported by law. However, this freedom is bounded by the decision of an employer as to whether give them the consideration for employment or not. Is this discrimination or not?

It cannot be blamed that a persons with criminal records are given the benefit of the doubt when it comes to employment. Those under probation are usually the ones gravely faced with this problem than those who have gone out of jail for quite some time. It seems that trust is being questioned rather than the potential or talent one can offer for the affectivity of the job. People can not help but be careful nowadays when anyone can be suspected of even being a terrorist. A bag that was left, even if it was unintentional, in front of the store alerts the bomb squad or any swat team. If things can pull the alarm trigger what more a person whose face has been laid in criminal records?

Chances are that there are criminals who pose themselves as a different person either using another name or just made himself someone out of thin air to get into employment or lives of others. From fake names to fake IDs or even fake college degrees, it is now possible to forge documents. These however are the real criminals. There maybe those who do this out of desperation yet a wrong doing can never be right. For those however who see themselves inline with -second chance-, what others has first set wrongly can greatly affect them. This is one hard throw for those who want to start in a clean turf.

It is indeed a pity for someone who wishes to start anew, throw his first chance of having one. A criminal record seems to be a billboard on neon lights posted on ones head. It’s hard to look past it yet it seems inhuman to not give a chance when it is being asked. Consideration-can it be given or not? This is one question that each of us must answer.

08.27
14

Singapore Employment Pass Application The Facts And Procedure

by como ·

Singapores advancing economic structure attracts a great number of individuals who wish to experience its business potential. Any foreigner who wishes to do business in Singapore, either by seeking employment or putting up his own company, must first obtain a Singapore Employment Pass before he can legally transact his business in the country. A Singapore Employment Pass is a work visa issued by the Ministry of Manpower to foreign business people who are already employed in Singapore or to any business person still seeking for employment or who either owns a Singapore company or is a shareholder or director of such company.

The Singapore Employment Pass has three types, depending on the purpose:

P1 Pass for a minimum monthly income of S$7,000 and holds a managerial, executive or specialist position
P2 Pass for a minimum monthly income of S$3,500
Q1 Pass for a minimum monthly income of S$2,500

Applications for a Singapore Employment Pass are submitted to the Ministry of Manpower (MOM). The MOM is the sole authority that reviews, evaluates and approves EP Applications. To be eligible for a Singapore EP, the applicant must possess specialist skills and professional qualifications. In this case, an applicants educational attainment and background are added considerations, so it is important that a hard copy of the Original Transcript of Records and other relevant certificates pertaining to education is attached to the application. Although, educational attainment is vital, its absence could still be compensated by presenting the following documents: resume or curriculum vitae indicating in details the educational and employment history, testimonials or certificates of employment from previous employers, and a copy of passport. An applicant who has not earned a college degree is not immediately denied by the Ministry of Manpower as long as his application is sufficient in form and substance and his supporting credentials are excellent.

There are three steps in applying for a Singapore EP with the Ministry of Manpower:

First Step: For newly incorporated companies, an authorization code must first be obtained from the MOM before submitting the application. The authorization code is issued within 1-2 weeks.

Second Step: Submit your EP application. An application may be submitted personally to the MOM or online. The approval of the application takes at least 2 weeks.

Third Step: Once an application is approved, the MOM sends through email, an In-Principle Approval (IPA). The IPA must then be presented personally to the Work Pass Division of the MOM upon claiming the EP. The IPA is valid for 6 months from the time of notification of approval. Aside from the IPA, the applicant must also bring a medical exam report (which may be issued by the applicants country of origin or by in Singapore), original passport with entry embarkation cards, recent passport-size photos, and other documents specified in the IPA. Documents which are not in the English language must be translated into English by any Singaporean accredited official translation service.

An EP issued for the first time is valid for 2 years and can be renewed thereafter. The renewed EP is valid for 3 years. Once an Employment Pass (EP) has been issued, the foreign holder may now apply for a Dependent Pass or Long-Term Visit Pass for his/her family members.

07.21
14

Every Business Should Have An Employment Attorney

by como ·

An employment attorney can represent your business if you are ever accused of discrimination or terminating someone for some unjust reason. It is not enough to simply hope that you will never have to deal with such a situation. People that lose their jobs for one reason or another are often bitter and looking to get even in some way. Don’t let your company be blindsided by unforeseen accusations. Be ready to defend your actions with the help of an employment litigation lawyer that has handled these types of cases in the past.

Your reputation as a legitimate enterprise could be on the line if someone accuses your company of treating employees unfairly. It doesn’t matter if the situation in question has to do with wages, confidentiality agreement violations, or some disciplinary action. An employment attorney can review the corresponding labor and employment laws and your current practices to advise you. In most cases, there are surveillance tapes, time clock records, and other pieces of evidence that can be used as part of your defense case. Just be sure that you make these items available to your lawyer for review. He or she will know which records are relevant to the issue at hand.

In many cases, your employment attorney can meet with the lawyer representing the other party and settle the case before it even makes it to court. There is really no need for expensive legal battles to drag on, especially if your company can present evidence that challenges the legitimacy of the person’s claim. Lawyers, no matter which side they are on, want to resolve all matters as quickly and amicably as possible. That is why it is nice to have a professional you can call when communication starts to break down. A professional with your interests in mind can maintain composure through any proceedings that an employer may find themselves in.

With all of these considerations in mind, it might be time to retain a legal representative you feel you can trust. Then, if a problem ever arises, you will only have to pick up the phone to obtain their services and get a matter resolved.

Does your business have an employment attorney? Portland, Oregon business owners can consult with one from Bullard Law. For more information, visit: http://bullardlaw.com.

07.9
14

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by como ·

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05.20
14

Employment Background Screening

by como ·

About fifty years back, hiring a person was a simple process. All you had to do after receiving the application was a quick cross reference with previous employers and hire the person. In many cases, even that was not done; people were hired simply because a neighbor or a friend had something good to say about them. Hiring was a matter of gut instinct.

Not any longer. Today, this casual attitude towards hiring your employees could cost you billions of dollars in lost lawsuits.

A security agency had to pay $3 million after their guard had stolen from a client. Subsequent checks revealed that the employee had a colorful criminal record. ?A sales firm had to pay $175,000 in negligent hiring lawsuits when its sales representative was caught forging signatures.

Many companies have lost millions of dollars in negligent hiring lawsuits because they did not uncover vital information through employment background screening.

The Society for Human Resource Management says that 95% of HR professionals in charge of hiring employees conduct employment background screening before they hire. This is a whopping 35% increase from the 60% who used to screen employees in the 1990s. There seems to be a reason for this sudden jump: more than 40% of job applications submitted in the US contain false or fabricated data. More than 9% of the employees who have agreed to get their backgrounds checked are hiding criminal histories. Thus, it is obvious that hiring is contingent on successful employment background screening.

A thorough employment background screening exposes information that was intentionally withheld or mistakenly omitted. Often, employees embellish the truth, particularly when it comes to educational qualification, expertise or experience. Such hidden information may have serious repercussions if it is discovered in a tricky situation. Needless to say, access to such data will stop you from hiring antisocial elements.

Employment background screening consists of a number of checks: background checks, drug tests and psychometric testing. This helps employers ascertain claims regarding qualification, education, previous employment and criminal history. It also helps them uncover any blemished in the person’s character.

Background searching services are offered by a large number of online services and private investigators. When choosing the right company, select a company that has access to a wide network of information. Most screening companies retrieve data from a common pool of data stored with government agencies. They then dig further for criminal history, credit data, sexual offense registration information and other sensitive material. All the data collected on the potential employee is then compiled into a single background check report. The company you employ must be able to give you quick results, because you obviously don’t want to lose a good employee to your competition.

Whether you conduct an in-house background screening or employ the services of a background screening company, it is necessary to go through the claims of your potential employee with a fine-toothed comb. Companies that fail to perform their due diligence before hiring may have to close shop if the worst happens.