Month: March 2019

Employment Policy Manual In Ontario – Why You Need It

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An Employment Policy Manual, also referred to as an Employee Manual or Employee Handbook, is a document that clarifies and communicates the issues that relate to the employer/employee relationship. It usually does not address job specific issues.

It presents many of the rules and regulations of the workplace, many of the terms and conditions of employment, and is an important part of the employment contract.

Many of the policies presented in the Manual will be based in legislation and common law. Your policy statements must conform to the laws of your jurisdiction. Keep in mind that you cannot contract out of your obligations under legislation. In some circumstances, you can contract out of obligations under common law.

The Employment Policy Manual must be written in a way that ensures that it is not vulnerable to misinterpretation. It must be written in a way that is understandable by all employees who are impacted by the contents of the Manual. Manuals written in confusing ‘legalese’ will usually be difficult for many employees to understand. I usually suggest that the Manual should be written at a level that is understandable by anyone who is functionally literate in English.

Poorly written policies, which are confusing or open to misinterpretation, can be worse than no policies at all.

Why You Need It

A well-written Employment Policy Manual will clarify many of the expectations within the workplace. It will also minimize your risk of facing expensive litigation, such as a wrongful dismissal or a constructive dismissal lawsuit, by ensuring that your current employment practices conform to current employment-related legislation. It is like an insurance policy.

If you should find yourself facing a judge defending yourself against an employment related lawsuit, the only reasonable defense that will work for you will be based on the documentation that you can provide that clearly shows due diligence on your part. The Employment Policy Manual, along with a clear ‘paper trail’ of disciplinary notes, etc., will be an important part of that due diligence defense.

From the point of view of your employees, both current and prospective, the Employment Policy Manual will clarify much of what is, or will be, expected of them during their employment. It will also clarify and communicate what they can expect of you, their employer. The best employees will be looking for employment with organizations that present their employment practices in a clear and confident manner.

Ideally, the workplace expectations should be clearly communicated before the employment relationship is established. A copy of the Manual should be given to the prospective employee as part of the employment contract.

Resumeprofessionalwriters.com Reviews Employment Solutions

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Unemployment is a distressing fact. Whether it is about employees performance or the current economic crisis, such situations are quite difficult to surpass. Though losing a job may be inevitable, its good to know that you can do something about it.

So Youre Unemployed?

The lingering effects of unemployment have been apparent with the increasing number of jobless Americans. According to the U.S. Bureau of Labor Statistics, the unemployment rate in April 2012 has reached 7.5 percent. Though it has declined by 0.4 percent since January, a large portion of Americans would still have to strive to win a compelling job.

Unemployment rate does not only reflect a countrys economic strength but also provides a snapshot of the publics satisfaction and trust in the government and its leaders. Besides layoffs, downsizing, and advancements in technology, research shows that there are in-depth causes for unemployment. These factors include but are not limited to:

-Structural unemployment or a mismatch of skills in the labor market caused by technological advancements and/or occupational and geographical instability

-Frictional unemployment or delays in finding new employment in the job market

-Classical or real wage unemployment that often occurs when real wages for jobs are above the clearing level

-Demand deficient or cyclical unemployment or lack of aggregate demand for goods and services

-Hidden unemployment or discouraged workers who have stopped searching for a job.

Whether it is the result of an economic crisis, personal circumstances, and/or government policies, unemployment is an important concern that needs appropriate and long term solutions.

Its in Your Hands

After learning the possible causes of unemployment, its about time to think of ways to bounce back from a job loss. While you may think that it would be difficult look for a new job, one key to a successful job search is in your hands – your resume.

Yes,a well-crafted resume can help you land a successful career.

Besides skills and expertise,resumes play a vital role in securing interviews for job applicants. While it doesnt get you a job, it is the foremost tool that will highlight your accomplishments, education,and training and work experiences. Thus, hiring professional writers would be an advantage in accomplishing a well-written document tailored for a specific job requirement.

One of the most trusted organizations in writing services is Resume Professional Writers (RPW). Thus, positive reviews from resumeprofessionalwriters.com prove how the organization provides innovative and effective writing services. Besides a powerfully-written and attractively-designed multi-use cover letter, RPW also provides custom-post interview and personalized Thank You letter, a complete package that boosts every job candidates potential for being hired.

If you want to know more and read reviews about the companys existing services, you may visit www.resumeprofessionalwriters.com.

Do You Need To Find An Employment Litigation Lawyer

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If you require the services of an employment litigation lawyer because of allegations being made against your company by a former employee, get in contact with one in your area as soon as possible. It is important to fight back against false allegations in a timely fashion. Speaking with a legal professional can help shed light on the options that are available to you. It can also help to clarify whether there is a case going forward, or whether a quick and simple resolution can be found without going to court.

What you may or may not be aware of is that there are federal and state laws that are imposed upon both employers as well as their staff members. When disputes arise, they generally relate to the obligations and rights that are attributed to either party.

If you find yourself dealing with a situation where a worker felt that their rights were violated while working at your business, you will require the services of an employee litigation lawyer. Mounting an expert defense is paramount to clearing your company of any wrongdoing. While you should attempt to have the matter resolve quickly, if further legal action needs to take place, your attorney will be at your side working on your behalf every step of the way.

An employment litigation lawyer deals with issues related to employment and labor law. If a worker or former worker of yours brings a wrongful discharge claim, a discrimination claim, or a wrongful termination claim against you, the legal representative you hire can work to get the charges dismissed. Anything associated with benefits such as pensions or insurance, claims connected to hours of work, wages, workers’ compensation, or unemployment compensation are all issues that require the assistance of an experienced and skilled legal practitioner. No matter what grievance has been brought against you, hiring a qualified attorney to deal with the situation can help you resume your daily operations. Often, trying to take the matter on by yourself can lead to an undesired outcome.

No matter what the problem is, don’t expect it to go away on its own. Be proactive and take the necessary steps to fix it. Provide your attorney with all relevant documents related to the matter and be open and clear about the circumstances that led up to you relieving the plaintiff of their job duties. Don’t leave anything out. A strong case can be built for you if the facts are all laid out and everything has been disclosed. To protect yourself and the business you worked hard to build, you need the right legal representation.

How To Pass A Drug Test As Part Of Pre-employment Screening

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Its the perfect job flexible timings, good pay and just five minutes from home. You just have to figure out how to pass a drug test that you need to undergo prior to receiving your employment letter.

There are four possible sources of samples for drug testing: Hair, Saliva, Blood or Urine.

Lets look at how to pass a drug test when the sample is a urine sample. In case of a pre employment drug test, the source is almost always the urine sample.

In case of a pre employment drug test, the employee has to usually go to a collection center where the urine sample is collected, sealed and send to the laboratory for testing. In case the sample is positive, the prospective candidate is contacted to see whether there is any reasonable explanation like prescription medications that were being used. Alternatively, urine sample drug testing kits are also being used and they are 99% accurate depending on the credibility of the manufacturer.

Steps on how to pass a drug test (Urine Sample):

1. Avoid drugs is what anybody would say if asked advice on How to pass a drug test!

2. For those who do not have that option here are some more ways of passing a drug test in case of a urine sample for a pre-employment drug test:

3. Add commercially available chemicals to mask the urine sample. Most laboratories check for all known adulterants. However, newer varieties of adulterants keep getting introduced and if you are one step ahead of the laboratory, then you can get away with the drug test.

4. Add warm water to the urine sample to lower the percentage of drug in the sample. However, if you are going to a collection center, in all likely hood sources of water would be disconnected or the water would be colored to detect dilution. So unless you can sneak in water at the right temperature or by pass the collection center, this is a trifle tricky to achieve.

5. Drink at least eight glasses or more of water before the test. A word of caution though most laboratories have wizened up to this fact and any sample that is very dilute gets flagged as a suspicious one and specific gravity tests are done to check whether the potential employee has a naturally dilute sample.

6. Instead of your own sample provide somebody elses urine sample that has been refrigerated for not more than 48 hours or provide synthetic urine. This looks to be the most effective means as of now if the sample is maintained at the right temperature and delivered within the right timeframe.

Pre employment drug tests are the easiest to get by. In fact studies show that pre-employment positive drug tests are as low as 5% in United States as compared to drug tests in other circumstances.

Your job is waiting for you Go grab it! J

Termination of Employment – Studying Both Sides of the Coin

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Gone are the days when employees were secure in their knowledge of going to work every day and earning their wages and employers had total confidence on their staff’s efficiency. Thanks to the economic recession that enveloped the world a few years back and even now does not show any signs of loosening its grasp, this situation has changed completely. Nowadays it is common for employees to receive termination of employment notice from their supervisors and in the event they retaliate it is equally common for employers to seek employment legal advice on the issue.

In the event of termination of employment, there is usually a lot of hue and cry about whether it was fair or unfair and if it should be contested. Much of the problem arises from the fact that both employers as also employees are usually not aware of their rights and hence act in complete ignorance of the law. The result is that while the employers find themselves justifying their actions in the courtroom the employees get fired from jobs. Therefore, a strong recommendation for both would be to seek employment legal advice and gain cognizance of the rules governing hiring and firing.

There was a time when a law titled -Employment at will’ gave employers the right to terminate employment as and when they wished. However, in view of the fact that it gave undue advantage to the boss and left the workers at his mercy, it was duly modified to suit everyone’s interest. As a result now termination of employment can be carried out by employers only when he/she is able to justify the reason underlying the action. As far as the employees are concerned if they feel that they have been fired unfairly then all they need to do is seek employment legal advice and check the section they fall under.

Termination of employment can be successfully carried out by the employer only when the action is beyond the grasp of any of the stated exceptions. Exceptions are public policies, judicial and implied covenant of good faith and there is a fourth as well namely joining or taking part in activities of the trade union. Every state has its own public policy to pursue and it has been found that firing employees at will goes against this. Therefore, on seeking employment legal advice on this matter it is the employee who will stand to gain because the employer’s action is in violation to this policy.

When employees are hired for a particular task or position they are required to sign a contract subsequent to being interviewed. If anything entered in the handbook at that point of time or any statement made by the employee during the interview is used as grounds for termination of employment then the employer is in legal soup. Likewise when an employee seeks employment legal advice because he has been fired just prior to receiving a bonus, he can rest assured of winning the case. An employer who is not cognizant with these exceptions should be prepared for a legal battle.

Unfair termination of employment can occur on a number of other grounds as well like racial discrimination and disability of the worker and the employee can be reinstated or employed again for the same position. But this law provides a certain amount of protection to employers also in the sense that if a particular employee has been found to be incompetent then he can be fired. Employment legal advice also justifies termination action of employer if there is a legal issue preventing the employee from continuing with his job. Thus, there is something in it for both parties. One of the most unpleasant aspects of working is when the employee is suddenly faced with termination of employment on what he considers as being unfair grounds. For such people help is close at hand in form of employment legal advice which will quote the law and then check which party is at fault.