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What Every Business Manager And HR Professional Should Know About Federal Labor And Employment Laws
What Every Business Manager And HR Professional Should Know About Federal Labor And Employment Laws”, co-authored by Messer’s Louis P. DiLorenzo and Sheldon I London, goes a long way in providing a complete, single-source guide on federal employment laws. This one-volume, 301 page, soft cover book has everything you need to know – all in one place.
The book is appropriately aimed at employers, business managers, HR professionals, just about anyone who has employees, as well as students majoring in human resource and labor relations. The authors say, “We did not write this book to replace having a lawyer, but rather to provide information to help professionals better interact with outside counsel and build positive work environments.”
Each of the 18 chapters focuses on particular aspects of federal labor and employment law. In addition, the book has numerous Q & A sections and special callouts that address issues HR managers face every day. What Every Business Manager And HR Professional Should Know About Federal Labor And Employment Laws is applicable to both large and small organizations. Large corporations will find it a great resource for training HR and management staffs, while the smaller companies (who have an HR manager wearing many hats) will find it to be reference that lets them “get their arms around” a very difficult subject.
Buy a copy here.
More articles from this author:
March 06, 2008
Hiring Checklist
Write a job description for the vacant position or review the old one, updating the duties required.Make a skills profile which lists the precise duties of the position and the skills needed to accomplish these duties in a minimally acceptable manner.
Receive applications and evaluate them. Notify unqualified candidates. Rank qualified ones.
Schedule interviews. Prepare specific open-ended questions which will help to determine whether the applicant will be able to accomplish the duties of the position.
Discuss the duties, responsibilities, and skills required; and describe the wages, benefits, advancement opportunities, and other aspects of the job.
Summarize the interviews in written reports and retain them in a file.
Check the candidate’s references. Check the requisite documents to determine whether the new hire is a U.S. citizen or has the proper authority to work in the U.S., and complete the INS Form I-9.
Federal law prohibits the use of a polygraph to prescreen prospective employees in most situations.
Information courtesy of What Every Business Manager and HR Professional Should Know About Federal Labor and Employment Laws
MEpps
8 days ago
6 comments
I would also add sending an offer letter to the selected candidate detailing the terms of the offer (salary, job title, benefits eligibility, start date, etc.). The employee should be required to return a signed copy of the offer letter to the employer to formally accept the position and acknowledge and agree to the terms of the offer. The function of sending offer letters should be centralized in the HR department to ensure the offer letter contains any required contingency statements and does not offer compensation or benefits that are contradictory to company policy.