Oil Rig Employment How To Get Hired Faster

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The world still runs on oil, with no viable substitute in sight, and prospects for oil rig employment remain strong. While there is a recession going on and a few oil companies are keeping their oil rigs idle (and retrenching workers), other oil companies are actually hiring more workers to man their oil rigs. As long as you look for offshore oil rig jobs in the right place, you can still get a job.

Have you ever worked in oil rig jobs? If not, this is a good time for you to get some subsidized training. The Department of Labor has a JobCorp program works with technical colleges training for disadvantaged youths. Some of their training programs are relevant to the oil and gas industry.

Even if you don’t meet the requirements for subsidized training, you may want to pay your own way. Remember that oil rig employment pays two times more than any other industry for doing the same job. If the training increases your chances of getting oil rig jobs, isn’t it worthwhile?

Apart from oil rig specific training, you should also aim for a few other certifications – offshore survival, helicopter underwater escape training and first aid. In addition, get your passport, vaccinations and medical certificates ready and up-to-date. Some states or countries may have additional paperwork you need to comply with. Remember to do some reading on maritime law – in some countries offshore oil rigs legally count as ships.

Make sure you have a bag packed and ready to go. Get your personal affairs settled ahead of time – your insurance, mortgage, property taxes, utilities bills and phone bills, etc. If you get a job offer, you want to start ASAP. It is foolish to delay – this only gives time for things to go wrong.

Don’t worry about the recession, there is still plenty of oil rig employment available. You just need to look in the right places. Just get all your training and paperwork ready ahead of time so that the human resource department has no excuse to shred your resume.

The Advantages And Disadvantages Of Pre-employment Drug-screens

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Many organizations consider pre-employment drug screening as an effective strategy to save their workplace from unwanted conflicts due to the drug abusers. Pre-employment drug screening is a proactive measure companies take to maintain high productivity environment. It helps them to make the workplace safer, and their employees free from frequent sick leaves and to prevent drug abuse on the job.

The Advantages of Pre-Employment Drug Screens
Pre-employment drug testing has many advantages.

Pre-employment drug testing helps organizations to check drug-abuse habits of the job applicants. Thus, it helps them to avoid hiring people with habit of frequent drug abuse.
Pre-employment drug testing not only helps organizations to create a safer and drug-free workplace but also reduces or avoids their chances of handling any future conflicts due to the drug abused employees in their organization. These conflicts include workplace violence or accidents, health benefit utilization and costs, lowered productivity, high insurance premiums, and frequent health-related absences.
The pre-employment drug-screening program in an organization also has an ample potential to drive the drug abusers away from applying in it. This can be very helpful for small and medium businesses where drug abusers are more likely to apply, as they dont need to invest much of their time and money on such applicants.

Drawbacks of pre-employment drug screens
Though pre-employment drug screening has many advantages, there are some issues associated with it.

The major drawback of drug screening is its sample collection process where job applicants are likely to feel violation of their privacy. This increases the hassle for organizations of handling the screening more sensitively.
Some drugs such as marijuana remain detectable for up to three weeks after their usage. Some other drugs such as cocaine might remain only for few hours after usage. Thus, making a hiring decision based on these results requires much caution as it may affect the career of a job applicant.
There are some possibilities of prescription-drugs affecting the drug-testing results. Organizations discriminating a job applicant based on the prescription drug-abuse could be violating the Americans with Disabilities Act.

Some latest advances in medical testing have resulted in evolvement of certain drug-screening products, which are easy to monitor, adulteration proof, affordable, and provide instant and reliable results. These enable organizations to conduct pre-employment drug-screening effectively, with a decreased potential of drawbacks.

Employment Discrimination Against Workers’ Rights

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Discourage employers discriminatory actions of its employees to use a lot of work decrees, ratified by the federal and state governments in 1960. These provisions deal with a lot of elements that have a lot of respect workers’ rights and also your personality and work style.

Which was later employment discrimination laws in force, which aims to prevent employers continue their illegal activities, or else face the consequences of being penalized.

Prevailing U.S. federal law, it is highly illegal to discriminate against an employer for its employees because of their employees nationality, sex, race or religion. This applies to employers who have 15 or more employees in their company.

These provisions can be seen in Title VII of the Civil Rights Act of 1964, which also hider employers refuse to hire out an application for unnecessary disciplinary penalties, stop, impede the promotion, harass and pay much lower wages above.

Much more right to consider implementing policies that may have an effect or to promote the level of the difference between its employees. Site for example, it is illegal to impose penalties for non-Christians who do not attend mass monthly offering of the company.

Thus, employers can be punished if he is guilty of doing to their employees these offenses.

a. Discrimination on grounds of age, or Age Discrimination in Employment Act violation (ADEA)

a. Discrimination based on sex

c. Equal pay discrimination and Fair Labor Standards Act violation (Equal Pay Act)

October. Discrimination based on disability or violates the Americans with Disabilities Act (ADA)

e. Citizenship or Immigration Reform and Control Act violation

f. Discrimination based on religion

Although the majority of Member States to harmonize different statutes of employment issues, all of which have their own violation of the relevant sanctions and penalties, which may depend on the weight of the case.

That’s why people who believe they have been harassed by their employers to make the necessary legal steps and to provide due process. More so, in order to increase their access to justice, the law gives the right to hire a lawyer to help them achieve their cases victims.

Authorities, is currently home to more than 1.1 million Americans with HIV, the virus believed to cause acquired immune deficiency syndrome (AIDS). That the population is growing, as more people become infected and survive through the changing medicines. The epidemic has hit employment hard.

Infection rate is reported that some high-risk populations, such as New York, Los Angeles and San Francisco communities, as high as one in every 25 workers. In addition, recent polls show that even these high estimates are too low.

Age group, more than half of our country’s workers most likely to be infected in the future: adults aged 25 to 44 years of age.

A growing number of employers tried to smooth over real and perceived problems associated with HIV infection and AIDS-infected employee training and adopt a written policy specifically prohibiting discrimination.

Nevertheless, when employers and employees responded to the spread of AIDS with panic and a strong prejudice against working with people who are infected with HIV. Some insurance companies that panic worse by limiting health insurance coverage or significantly increase premiums for those infected.

As mentioned statistics, the victims who acquire professional help qualified and competent labor attorney who has knowledge and experience in handling labor disputes are more likely to get at their money from your employers’ requirements. It may also prevent their employers allow retaliations court proceedings.

Let An Employment Attorney Help Your Business Maintain Legitimate Practices

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When you are working to expand your small business, it is important to remember that you must always grant employees the rights they are supposed to be afforded under the guise of state and federal laws. In some cases, employers may not even know that they are violating laws or infringing on a person’s rights. Sometimes, they are just trying to be nice or make things easier for both the company and the employee. These mistakes or lapses in judgment can be quite costly.

If you are making a lot of changes or bringing a new group of people onto the team, it is a good idea to consult with an employment attorney. One of these legal professionals can review your new policies and ensure you are doing everything in exactly the right way. The following are a few policies that you should ensure are in place that your attorney will be able to explain to you.

State laws require that employees give their workers 30-minute lunch breaks and other short breaks during the day, depending upon how long a person works at any given time. You cannot deny your workers these breaks or encourage them to skip them. If you do, you could get sued over the matter. It is up to managers and human resource officers to make sure that all of your employees understand the break system. This ensures that everyone knows how to use their time appropriately.

It is also important to know when you should be providing overtime pay and to whom. It is unlawful to let workers put in a certain amount of hours per day or per week without giving them overtime pay. Consult with your company’s employment attorney if you are unsure of what the law states and how it pertains to your operation. If you continue to let someone work without adequate pay, you might eventually have to provide back-pay and deal with certain penalties.

The aforementioned policies are just a couple of the ones you should review with an employment attorney. Others that are important involve termination, confidentiality agreements, vacation time, and harassment. If an employee can show that you or one of your other employees has treated them unfairly with regards to one of these policies, you could have a lot of legal woes to deal with in the very near future. It’s better to get sound advice from your employment attorney before a problem ever arises, rather than trying to work through court proceedings.

For information on how to get help from an employment attorney, Portland, Oregon businesses can consult with a legal representative from Bullard Law. For more information, visit: http://bullardlaw.com.

Employment Twc

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Employment Twc

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