Manager's Legal Handbook by Lisa Guerin Amy Delpo

By Lisa Guerin Amy Delpo

The fast connection with employment legislations for a person who oversees staff. even if you are dealing with staff or operating within the HR division, The Manager's felony instruction manual is the best advent to supervising staff and autonomous contractors correctly and legally. desire a few information regarding additional time? wish a few valuable principles on office guidelines? Have a query approximately alternate secrets and techniques and want the reply now? This exclusive publication offers every thing you want to remain in the bounds of the legislation, together with: commonly asked questions concise articles important information "lessons from the genuine global" dozens of assets, on-line and stale Designed for managers and supervisors who desire solutions speedy, in addition to pros pursuing a occupation in human assets, The Manager's felony guide covers hiring, firing and every little thing in among. The third version is totally overhauled to supply speedy solutions to the questions that managers come upon on a daily basis. It contains up-to-date 50-state felony charts and new sections on atmosphere pay and speaking with staff. desk of Contents advent find out how to Use This e-book extra assets 1. Hiring staff ads Interviews Making can provide candidates With Disabilities checking out provide Letters Written Employment Contracts younger employees 2. salary and Hour legislations The reasonable hard work criteria Act The minimal salary additional time What Counts As an Hour labored Garnishments equivalent Pay worker list maintaining three. Discrimination Antidiscrimination legislation Race Age nationwide beginning Sexual Orientation incapacity Sexual Harassment faith Genetics Exceptions four. body of workers regulations The felony panorama At-Will Employment worker Handbooks functionality reviews combating Sexual Harassment growing and retaining team of workers documents Who Has a correct to determine group of workers records? five. depart rules holiday and in poor health go away family members and clinical go away being pregnant and Parental depart Jury accountability and vote casting army go away 6. privateness within the place of work definitely the right to privateness historical past exams checking out present staff digital tracking Off-Duty behavior place of work Searches 7. well-being and protection health and wellbeing and protection legislation staff' repayment Smoking medicines and Alcohol eight. Unions The nationwide hard work family members Act illustration Elections and Organizing Campaigns Election Statements store speak Union outlets and Union Dues Collective Bargaining corporation Unions and worker Committees moves nine. self sustaining Contractors Classifying staff merits and disadvantages vital files Written Agreements Copyright possession 10. alternate secrets and techniques exchange secrets and techniques legislation preserving alternate secrets and techniques Nondisclosure Agreements Noncompete Agreements Nonsolicitation Agreements Hiring From opponents eleven. dealing with office difficulties Disciplining staff Investigating court cases Retaliation place of work Violence legal responsibility for an Employee's undesirable Acts 12. Firing and Layoffs unlawful purposes for Firing staff Firing staff With Employment Contracts Making the choice to fireplace tips to fireplace ahead of undertaking Layoffs Making the reduce accomplishing a Layoff thirteen. Departing employees speaking approximately It medical health insurance Severance Releases Unemployment merits Appendix: Employers' assets net assets Federal corporations kingdom hard work Departments nation reasonable Employment places of work nation OSHA places of work Index

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S. Department of Labor to employ the youngster as a hand harvest laborer for no more than eight weeks in any calendar year. • If you own or operate the farm, you can hire your own children to do any kind of work on the farm, regardless of their ages. Nonagricultural Jobs If you seek to hire a youngster for work that is nonagricultural, the following rules apply: • You may hire a worker who is 18 years or older for any job, hazardous or not, for unlimited hours. • A worker who will do job-related driving on public roads must be at least 17 years old, must have a valid driver’s license, and must not have any moving violations.

2. True. Although there are some limits on what you can ask about disabilities, you are entitled to find out whether the applicant can do the job. 3. False. You should certainly find out what positions an applicant has held, but the most informative questions are open-ended queries that invite the applicant to talk about his or her experience and skills. 4. False. An at-will agreement is not a silver bullet, especially if an applicant left a good position to come to work for your company based on your false statements.

Employee rights: Employee has 7 days to request a retest. Employers with 50 or more employees must provide rehabilitation for any employee who has worked for at least one year and has not previously violated the substance abuse policy; no adverse action may be taken if employee successfully completes rehabilitation. Employer must have an employee assistance program or maintain a resource file of outside programs. Drug-free workplace program: Yes (compliance is optional). Louisiana La. Rev. Stat.

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