Employers Best Defense is a Good Offense – Good Faith Compliance
In other words, if you complete the Form I-9 correctly for every new hire and you do not acquire constructive knowledge and you use E-Verify, you will be able to demonstrate “good faith” in complying with the law. You should not have to worry about going to jail or going bankrupt if your business is the subject of an I 9 audit or raid by ICE (Immigration and Customs Enforcement).
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Federal Compliance – No Easy Task
One of the most cumbersome, but least understood, are the requirement of federal and state contractors to comply with affirmative action recruitment and hiring policies, But ignorance of the rules and regulations is no excuse. And a company found to be out of compliance with the complex rules can be hit with penalties or lose their government contracts.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
What You Need to Know About the EEO Department
Employers must be mindful of these statutes, as well as State and International laws, when hiring and firing employees, offering promotions or benefits, and giving or failing to give pay raises.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Ensuring Fairness for Older Workers
Jack worked for nearly a quarter century as a claims adjuster for FBL Financial in West Des Moines. He was a model employee, with performance reviews in the top three percent of the company for 13 consecutive years. Then, in 2003, when he was 55 years old, his company brazenly demoted him and other employees over the age of 50. His job was give to a much younger, less qualified person.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Most Common Workplace Discrimination
Discrimination can happen to anyone, though there are some groups of people who tend to be targeted more than others. It’s a sad truth that many of these groups are people who have had to struggle for their rights to be treated as equals in society, and workplace discrimination is just another indicator that they are still not quite there.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Retaliation In The Workplace – What Constitutes It?
Title VII of the Civil Rights Act protects employees from retaliation in a variety of situations. It says an employer cannot discriminate against an employee or applicant because they oppose a practice, make a claim of unlawful employment practice, make a charge of discrimination or harassment, or testify, assist or participate in an investigation, proceeding or hearing.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Complaints Soar in Colorado Region Around Workplace Bias
Numbers disclosed by the federal Equal Employment Opportunity Commission and the Colorado Civil Rights Commission show big jumps in almost every category of discrimination complaint, particularly in retaliatory actions and bias cases involving minorities and older workers.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Retaliation Claims And What You Need To Know
Title VII of the Civil Rights Act protects employees from retaliation in a variety of situations. It says an employer cannot discriminate against an employee or applicant because they.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Why Managers Delay Employee Appraisal
I am a senior supervisor who served under five different managers in our 20-year-old company. All of these managers have the same bad habit of delaying my annual appraisal that adversely affected the release of my merit increase. I’ve already brought the matter to our human resource manager who appeared inutile in correcting this problem judging from the complaints of other employees. I know that they’re reading your column so I’d like to publish this so that they can do something about it.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Sexual Harassment Liability, Seven Steps to Avoid
The United States Supreme Courts landmark 1998 decision makes clear that employers preventive and remedial actions are crucial to the question of liability,” says business-training expert Myron Curry, president of BusinessTrainingMedia.com. The decision says the purpose of sexual harassment laws is not for courts to intervene between employers and employees, but rather to encourage employers to themselves take steps to prevent sexual harassment and remedy it if it occurs.” Curry suggests that if employers take these seven simple actions, they can greatly reduce their organizations sexual harassment liability exposure.
W. Garnett & Associate
Human Capital Management
1-888-884-3910
