Don’t Let Progressive Discipline Bind You

Most employers use only three choices when it comes to dealing with problem employees: oral warning, written warning (as in, “I’m writing you up!”) and firing.

But there’s a better approach.  Arm yourself and all managers and supervisors with a progressive discipline procedure – including seven choices.

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Pre-Employment Screening Services Can Help Prevent Workplace Violence

!The numbers are disturbing enough to keep business owners and managers awake at night: nearly two million American workers report being victims of workplace violence every year.

Two million workers. Those chilling figures come from the Occupational Safety & Health Administration (OSHA). Workplace violence ranges from threats and verbal abuse to physical assaults and even homicide, according to OSHA.  To make matters worse, experts say that many cases go unreported.

As a result, businesses need to plan how to prevent workplace violence not only with current workers, but before potentially violent individuals are hired.

OSHA defines workplace violence as “any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It can affect and involve employees, clients, customers, and visitors.”

That’s why it’s important to take preemptive steps to screen out workers who might demonstrate any propensity for dangerous or disruptive acts, so they aren’t hired in the first place.

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Employment Background Checks: Proceed with Caution

caution-943376_1280Recently there have been an increased number of class action lawsuits against employers due to background screenings.  Many employers use background checks, referred to as “consumer reports,” to obtain information about an individual such as reputation, character, credit worthiness, criminal background, civil lawsuits, driving record, education verification and other information. The information obtained through these consumer reports is used to make employment related decisions such as hiring new employees or promoting existing employees.

The Equal Employment Opportunity Commission (EEOC) reports that, in one survey, a total of 92% of responding employers stated that they subjected all or some of their job candidates to criminal background checks.  Reasons for employers to use background checks include federal, state and local laws, as well as preventing theft, fraud, and workplace violence, and reducing the likelihood of negligent hiring liability.

Excluding information regarding genetic and medical history, employers legally have the right to request additional background information regarding any applicant or employee of their company.  But be cautious, as there are federal and state regulations which employers must comply with when using consumer reports.

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Seasonal Workers and the ACA Shared Responsibility Penalty

If your organization employs seasonal workers o1428638_61478545r part-timers for the holidays, take note: The IRS has issued a Health Care Tax Tip on how these individuals affect whether your business is subject to the shared responsibility provisions of the Affordable Care Act (ACA).
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