HR on the Web
NATIONAL LABOR RELATIONS BOARD TAKES ACTION ON “AMBUSH” ELECTIONS
In a November 30 action that was approved along party lines, the NLRB approved "Ambush" elections. The vote was 2 to 1 with Chairman Mark Pearce and Craig Becker (both recent appointees) voting for the resolution and Member Brian Hayes strongly dissenting. The scheduled vote was a "race to the finish line" that was intended to pass the procedural change by the end of Becker's recess appointment, which expires at the end of this year. The resolution passed over Hayes strong objections based on a number of long standing NLRB practices and precedents and his objection to ignoring 75 years of tradition that supported not passing a rule with only two votes in favor.
EEOC Announces Records Hit in 2011
The EEOC recently announced the following:
Are Your Bulletin Boards Up-To-Date?
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Federal Contractors Beware: WorkKeys Litigation
If you are a Federal Contractor who uses WorkKeys (pre-employment assessment tool) at work, please read the two articles below. In the September/October 2011 issue of "The Employment Law Authority," Leigh Nason says, "OFCCP recently filed suit against a manufacturer for its allegedly discriminatory use of WorkKeys, a pre-employment assessment tool frequently endorsed by state and local governments. The company claims that WorkKeys is "valid and legal"; however, OFCCP's administrative complaint asserts that use of WorkKeys has an adverse impact on African-American, Asian and Hispanic workers. Sure to be a closely-watched case, contractors would be well-served to evaluate the use of any pre-employment assessments, ensure consistent and well-documented recordkeeping, and be prepared to defend such measures as "job-related and consistent with business necessity" if adverse impact is detected."
NLRB Issues Final Rule for Notification of Employee Rights
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A New View on Video Interviewing
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New Law Requiring E-Verify
The Governor recently signed into law House Bill 36 that requires counties, cities, and employers to use the Federal E-Verify program to verify the authorization of newly hired employees. This bill requires North Carolina employers with 25 or more employees, including counties and cities, to verify that newly hired employees are legally authorized to work. The requirement to use E-Verify is effective on October 1, 2011 for certain state government employers and applies to employers on a graduated schedule beginning on October 1, 2012. The requirement will include all employers with 25 or more employees after July 1, 2013.
What documents need to be stored, and for how long, from the hiring process?
*Answer (from Ellen Schlosser, Senior Consultant with The HR Group):* First of all, we recommend that all employers use a job application form that collects consistent information on candidates as well as providing the appropriate “legal” disclaimers from those candidates. Resumes are just not sufficient. We also recommend that you do not use or keep unsolicited resumes.
Hiring Persons with Disabilities
In our May newsletter, we published an article by Steve Black, a member of the Greensboro Mayor's Committee for Persons with Disabilities. The article highlighted the Walgreens Model for hiring people who are "differently abled." If you haven't read the article, click here to read it. Then, we would love to hear your feedback on this article, or to hear your stories, successful or otherwise on this topic. Just click on the red Comments above or below this text to post yours. Walgreen's Outreach Staff will be monitoring the comments to this post as well.
HealthCare Reform
CEO David Moff spoke at the Chamber of Commerce last week about Health Care Reform. Check out his thoughts HERE! Tell us what you think about Health Care Reform and how it affects your business.