HR News and Information
Listen Up! a blog (updated weekly) by Jim Potts
Read More
|
Our resources page now includes links to the new I-9 Form
Links to Downloads
|
Potts & Associates provide training for California's Mandated Sexual Harassment Training Law
AB 1825, Reyes. Sexual harassment: training and education.
Existing law makes certain specified employment practices
unlawful, including the harassment of an employee directly by the
employer or indirectly by agents of the employer with the employer's
knowledge. Existing law further requires every employer to act to
ensure a workplace free of sexual harassment by implementing certain
minimum requirements, including posting sexual harassment information
posters at the workplace and obtaining and making available an
information sheet on sexual harassment.
Read More
|
Workforce
Diversity
The United States used to be called a “melting pot”
in which each newcomer was blended, more or less successfully,
into the dominant culture. A more appropriate terminology has
been introduced. Now the U.S. is perhaps more accurately seen
as a “salad bowl”, in which many ingredients retain
their unique and distinctive qualities, while contributing in
their own special way.
by Jim Potts
Read More
|
Interviewing
& Hiring: Some things to consider
Employers are always faced with replacing employees. The problem
is most employers do not train their managers how to make the
proper selection from the candidates presented. This process
actually begins by having a proper job description in place
and by correctly placing an ad based upon the job description.
by Maria Raygoza
Read More
|
Supreme
Court Rules ADA's Direct Threat Defense Applies To Job That
Poses Risks To Employee
In
Chevron U.S.A. v. Echazabal, No. 00-1406, 2002 U.S. LEXIS
4202 (S. Ct. June 10, 2002), the U.S. Supreme Court unanimously
held that an employer does not violate the Americans with
Disabilities Act (“ADA”) when it refuses to hire
a disabled worker on the grounds that the job would pose a
direct threat to the employee's own health. In so ruling,
the Court reversed the decision of the U.S. Court of Appeals
for the Ninth Circuit which had held that while an employer
could exclude a worker who posed a direct threat to others
in the workplace, it could not exclude a worker who posed
a threat only to his/her own health or safety.
submitted by Art Silbergeld, Proskauer Rose LLP
Read More
|
