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Citation Employment Law Over 300,000 Working Days Lost Due to Disputes Last Year

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Disputes with your workforce are both time consuming and costly, not to mention potentially damaging to your business, reputation and productivity.

Having procedures in place to deal with conflicts which may arise with employees will help minimise any cost and potential damage to your business. Conflicts should be addressed and resolved as quickly and amicably as possible.

New figures reveal the number of working days lost through industrial disputes in the UK has rocketed in recent months.

According to the Office for National Statistics, around 374,000 working days were lost during the 12 months leading up to October 2009, with 90 separate stoppages occurring mainly in the public sector.

-Employment disputes and conflicts have a huge impact on small to medium sized businesses, not only financial but they are increasingly more damaging to staff morale and productivity. Creating a culture with open dialogue and issuing employee handbooks and contracts of employment are all steps Citation advise its clients take to create a happy workforce and limit the potential for disputes,- says Andrea O’Hare, Head of Personnel and Employment Law at Citation.

In recent months all organisations have been directly affected by the postal workers’ strikes. These account for the majority of the days lost in 2009, although there were also disputes involving council and transport workers that led to industrial action last year. It is estimated that around 200,000 workers took industrial action during the 12-month period, including 177,000 in October alone at the height of the postal dispute.

Citation can help you limit the soaring solicitor’s fees you are faced with when dealing with an employee dispute. Citation gives you the confidence your business needs to limit any associated damage and follow the correct procedures.

For further information on how we can help contact our Personnel and Employment specialists on 01625 415 500 or e-mail .

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Press release produced and promoted by Hit Search. Find out more about us and our services at http://www.hitsearchlimited.com. Tel: 0845 643 9289

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Singapore Employment Service

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The employment services provides a number of human resources services to organizations. These services consist of providing temporary staff with other businesses; supporting employers identify ideal staff and provides human resources services to clients.

The Employment Services industry has four unique sections. Employment Placement Agencies list employment openings and place permanent employees. Temporary Assistance Services, also called Temporary Staffing Agencies, supply workers on an agreement schedule for a limited time to clients in need of staffs to support their work force. Executive Search Services, also known as headhunters, offer research, recruiting, and placement services with regard to clients with specific executive and senior management needs. Professional employer organizations are usually engaged in providing recruiting as well as hr administration solutions to staff client businesses. They might discuss duty as a co-employer of workers to provide a cost-effective method of the administration and also supervision of the recruiting capabilities of the clients.

The typical Employment Placement Agencies includes a comparatively little permanent employees, typically fewer than 10 staffs, who interview jobseekers and try to match their own qualifications and skills to people being searched by employers in regards to certain career opportunities.

Contrary to small employment placement agencies, Temporary Staffing Agencies usually utilize additional workers. They offer temporary staff to other businesses to help or enhance their particular workforce within specific circumstances, including worker absences, temporary talent shortages, as well as various periodic workloads. They are hired, paid and contracted to clients by the temporary staffing agencies either on a prearranged payment or on an agreed hourly salary. Some organizations prefer to use Temporary staff full-time on a continuous basis instead of hiring permanent employees, who certainly get greater wages and advantages.

Executive Search firms try to identify the most effective candidates for top-level administration and executive jobs. Clients hire professional recruiters to save time and protect discretion. They do keep a large data source of executives’ resumes and check these particular databases to identify and examine candidates who’re likely to heighten a client’s corporate tradition and strategic plan. Executive Search companies perform pre-screening selection interviews, research and background checks.

Professional Employer Organizations concentrate on performing a wide range of human resources and staff administration duties to their clients, including payroll processing, accounting, benefits management, recruiting, and labour associations. Staffs leasing institutions really are a kind of professional manager organization which usually specializes in acquiring and leasing several or all of their client’s employees; these people serve as the employer with the rented workers when it comes to administrating payroll, benefits and associated functions.

To find out more about Executive Search, visit the website: http://www.sgrecruiters.com/

Icdc College

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Desperate for an Inflation-proof Career? How one Vocational College is Changing Peoples Lives during a Tough Economy.

In todays challenging economy, individuals who are recently unemployed or have been a product of massive lay offs due to company-wide downsizing are faced with a great opportunity to return to school and train for a new career.

Vocational or trade schools which have always provided students with the fundamental tools and skill-sets needed to help them enter the workforce after short-term career training, are becoming more and more popular. Individuals who seek new employment are faced with a grim reality, that the jobs they once held, along with the salaries, perks and seniority associated with it, are hard to find due to increased competition among job seekers and job reclassification among employers.

ICDC College has been equipping students with the fundamental job-oriented skills and knowledge necessary to help them become successfully employed upon graduation since 1995. ICDC College offers 20 short-term diploma programs that students can complete in just a few months: such as Medical Assistant, Pharmacy Technician, Computerized Accounting, Dental Lab Technician, among others. Students can take classes at ICDCs four convenient locations in Los Angeles, Van Nuys, Huntington Park, and Lawndale and online. The popularity of ICDCs accredited curriculum is the fact that students can complete many of the programs without having a high school diploma. ICDC College also offers complimentary G.E.D. classes for many students who were not able to go to high school or graduate for many reasons. Government financial aid is available for all who qualify along with increased tuition benefits for veterans and military families.

In 2009, in the wake of an economic down turn, ICDC College recognized that individuals would need to return to school for not only vocational training but to pursue advanced degree options in order to become more competitive in todays challenging job market. As such, ICDC College offers Associates degree programs in four high-demand career choices such as Paralegal, Homeland Security, Alcohol and Drug Counseling and Business Management and Accounting. ICDC College has an extensive job placement assistance that not only helps graduates get placed, but helps prepare them for every stage of career advancement. ICDCs employment preparation courses and workshops include resume writing, dress for success tips, and interview techniques. Through ICDCs externship program many graduates get immediate job offers upon completion of the programs.

ICDC Colleges Alcohol and Drug Counseling program is a very popular career choice among students. Mario Anguiano, an instructor in the alcohol and drug counseling program believes that Alcohol and Drug Counseling is a viable career option because unfortunately addiction continues to rise and there are not enough Alcohol and Drug Counselors to fill the need. Mr. Anguiano believes that students who come to ICDC College to start or retrain for a new career take education much more seriously. As an instructor, I see that our students come to class hungry each day for more knowledge. These students value education and want to apply their life skills and experiences, both good and bad, to improve their overall lives.

In addition, Mr. Anguiano also believes that the popularity of ICDCs Alcohol and Drug Counseling program also stems from the fact that many students who enroll in this career program have come from disadvantaged backgrounds without any viable support from family or mentors and are looking for a career that offers both job stability and meaningful employment. Many ICDC College students are former victims of alcohol and drug abuse who have enrolled at ICDC College to become trained as an Alcohol and Drug Counselor in order to fight addiction and give back to the community. One such student is Gary Floyd, a former addict who turned his life completely around and contributes much of his success to ICDCs Alcohol and Drug Counseling program. Gary says, I was attracted to ICDC because of the opportunity they gave me to change my life and become a positive influence on society.

Graduates from ICDC College Alcohol and Drug Counseling program are able to work in a variety of areas, including treatment centers, outpatient facilities, clinics, hospitals and correctional facilities. ICDC Colleges Alcohol and Drug Counseling is one of the few academic institutions that offers a short-term 9 month program and an Associates degree that a student can earn in less than two years, giving graduates flexibility in how they wish to pursue their educational goals.

ICDCs Homeland Security program is also another one of the fastest growing fields today and popular career choice for many students. Since 9/11, concern with thwarting threats to our nations security continues to be paramount. Harold Hunter, MPA, CPP, CLET, CHSM and ICDCs Homeland Security Instructor says, Homeland Security encompasses our ability to prevent, protect and respond quickly and efficiently by identifying and responding to terrorist attacks. Mr. Hunter believes the popularity of the program stems from the fact that students learn intelligence and research collection, crime scene investigation, terrorist profiling, cyber terrorism, and maritime security. Upon entering Mr. Hunters classroom, traditional desks and chairs are often replaced with hypothetical crime scenes so that students can apply various evidentiary and forensic science applications to solve cases. ICDC offers a Homeland Security vocational diploma program that students can complete in just 9 months or an Associates degree. Graduates of the diploma program can pursue careers as public safety officers, disaster personnel, private investigators, and even bounty hunters. Students who graduate with an Associates degree can apply for positions in various federal, state and local agencies including FBI, FEMA, tribal law enforcement, Federal Air Marshals, federal immigration services, and the IRS.

At the end of the day, students from all walks of life will want a career that is not only challenging and rewarding but able to provide opportunities for job growth in the future. Whether an individual chooses to pursue vocational training or a two-year associates degree, the most important question for a student to ask is whether that college is designed to get them hired. For ICDC College students that answer continues to be a resounding Yes no matter what the economy.

Advantages And Disadvantages Of Employment Arbitration

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Employment arbitration is a clause usually included in most employment contracts as the preferred method of resolving disputes.

This is in accordance with the Federal Arbitration Act which provides judicial facilitation of employment disputes.

However, both parties (employer and employee) must agree to go through arbitration instead of a judicial court.

If the employment contract contains such clause, and the employee affixed his/her signature, he/she essentially agreed to the employment arbitration clause as well.

This is important because if the employee decides to pursue a dispute in other avenues, even if they win the decision, the employer can ask the Superior Court to nullify the decision and have both parties arbitrate the conflict.

Once an arbitration award has been decided, it must be confirmed in a court of law.

After it is confirmed, it is then reduced to an enforceable amount, which can be enforced by the winning party in court like any other judiciary judgment.

Under the Federal Arbitration Act, employment arbitration awards must be confirmed within one year and objections should be made within three months.

Advantages and Disadvantages

Like any other alternative dispute resolution process, arbitration has its own set of benefits and drawbacks.

Here are some of its advantages and disadvantages:

Advantages

If the dispute is highly technical, arbitrators with high degree of expertise on the particular field can be appointed

Employment arbitration is usually faster than litigation in court

Employment arbitration is usually cheaper and more flexible

Awards from employment arbitration can be kept confidential and generally non-public

The procedure is much more relaxed compared to litigation

Parties are allowed to exchange documentation that is beneficial to the award

Informal investigations are allowed in arbitration

Disadvantages

Arbitration clauses are usually in ancillary agreements (or in small print) so employees are usually not aware that they have agreed to mandatory binding pre-dispute arbitration when they took the job

If the arbitrator depends on the corporation for repeat business, there may be an inherent benefit in ruling against the employee

Although usually faster than litigation, if there are multiple arbitrators on a panel, coordinating their schedules may prove to be a problem

Efforts to confirm the arbitration awards in court may be fiercely fought and may negate the perceived economic incentive of the process

If the arbitration is mandatory and binding, the parties waive the rights to access the courts

There are very limited avenues to appeal an employment arbitration decision, which makes erroneous decisions to be difficult to overturn

Discovery is limited in arbitration

Getting Help

Although not as formal as a judicial hearing, employment arbitration is just as important for an employee.

It could decide whether he could get compensation from a wrongful termination charge, or claim lost overtime wages.

The best move the employee can make is to hire an employment lawyer to represent them in their battle.

How Workplace Harassment Lawsuit Plaintiffs Can Get A Lawsuit Settlement Funding

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No-Risk Lawsuit Settlement Funding for Employment Discrimination Lawsuit Plaintiffs.

Employment discrimination lawsuit cash loan or settlement advance funding is a non-recourse cash loan provided to a plaintiff involved in an employment discrimination or workplace harassment lawsuit even before his/her lawsuit is settled or resolved.

Most of plaintiffs involved in employment discrimination or workplace harassment litigation or lawsuit do not realize that they can get lawsuit cash advance loan or settlement funding before their case settles. It is a contingent transaction in which cash loan is advanced based solely on the merits of a pending employment discrimination lawsuit. Lawsuit loan is paid back only upon successful verdict or settlement of the lawsuit. If the employment discrimination or workplace harassment lawsuit plaintiff loses case, the loan is never paid back to the lawsuit loan funding company.

What is Employment Discrimination?

In our country U.S., employment discrimination occurs whenever an employer or its representatives adversely single out employees or applicants on the basis of age, race, gender, sexual orientation, disability, religion and a variety of other reasons.

According to the U.S. Equal Employment Opportunity Commission (EEOC), employers can not discriminate against you in any aspect of employment, such as:

Hiring and firing Compensation, assignment, or classification of employees Transfer, promotion, layoff, or recall Job advertisements Recruitment Testing Use of company facilities Training and apprenticeship programs Fringe benefits Pay, retirement plans, and disability leave

The EEOC reported that it received 82,792 job-bias charges from private-sector employment in fiscal year 2007, the highest number since 2002 and the largest annual increase (9%) since the early 1990s. The most notable increases were for race (12%), retaliation (18%), age (15%) and disability (14%) discrimination.

If an employee experience employment discrimination or workplace harassment then he/she has the right to go for a legal resolve by means of employment discrimination lawsuit or claim. Depending on the kind of discrimination, the lawsuit will be called as followings:

1. Age Discrimination Lawsuit, 2. Racial Discrimination Lawsuit, 3. Sexual Harassment or Discrimination Lawsuit, 4. Gender or Sex Discrimination Lawsuit, 5. Sexual Orientation Discrimination Lawsuit, 6. Disability Discrimination Lawsuit, 7. Religious Discrimination Lawsuit, 8. Pregnancy Discrimination Lawsuit, 9. Workplace Harassment Lawsuit etc.

David vs. Goliath:

Mostly the legal battle between employment discrimination client plaintiffs and defendants is like a clash between David vs. Goliath. Workplace Harassment lawsuit cases are very complex to handle and to resolve and if it is against a major corporation their attorneys will be able to delay lawsuit judgment for years. Even if, law is on your side, deep-pocket defendants can buy time with legal ploys and delays, and maneuver to frustrate the plaintiffs. They exploit the cumbersome process of law.

You will agree that justice delayed is justice denied.

Most of the victims of employment discrimination may have lost their jobs. The plaintiff/victim has trouble paying his/her mortgage, rent, car payments, or other living expenses; while waiting for the settlement of the lawsuit. Many of them may be one or two payments away from foreclosures. They need cash money now.

How Employment Discrimination Lawsuit Loan or Settlement Advance Funding Helps?

Employment discrimination lawsuit settlement advance funding provides plaintiff, the cash loan so that their attorneys have more time to negotiate the best possible lawsuit settlement for their pending employment lawsuit or legal claim. By offering appropriate lawsuit cash funding or settlement loans, a reputed lawsuit funding company enable the plaintiffs to resist financial pressure to take the first low ball offer made by defendants attorneys.

Once the plaintiffs involved in employment discrimination litigation dispute get interim lawsuit funding or loan, it can be used to cover credit card debt, mortgage payments, medical bills and other living expenses. By helping plaintiff client through a difficult period, lawsuit loan funding company also give the extra time to negotiate a larger settlement.

The practical value of available cash money is at maximum, when you are in financial distress.

Employment discrimination litigation process usually causes intense financial stress and mental anxiety under the best of circumstances. It can cause lot of financial strain from lost or reduced salary or wages or tapping into cash reserves. But employment lawsuit settlement loan or funding will ease or alleviate the pressure and will make it a less tedious process. The cash advance available from a lawsuit loan will make it easier or less difficult and will contribute financial strength to reduce the economic anxiety and financial problems.

An employment discrimination or workplace harassment lawsuit cash loan or settlement advance funding allows you to leverage the expected settlement from your case to obtain the cash you need now. Lawsuit cash funding or loan eliminate the need to accept a minimal settlement amount due to personal financial pressures, and get the fair and just settlements the plaintiffs deserve.