What kind of laws do HR professionals need to know?
HR professionals should be familiar with the individual laws that safeguard these protected classes of individuals such as: 1 Americans with Disabilities Act (ADA) 2 Age Discrimination in Employment Act (ADEA) 3 Equal Pay Act (EPA) 4 Pregnancy Discrimination Act (PDA) More …
What do HR professionals need to know about discrimination?
1. Workplace Discrimination Among the most important legislation for HR professionals to know, Equal Employment Opportunity (EEO) laws protect against the discrimination of any individual based on age, disability, genetic information, national origin, race/color, sex, pregnancy, or religion.
Can a California employee work out of State?
This means that an employee of a company headquartered out of the state that doesn’t have an office in California, who is sent to California for a week is covered by California wage and hour laws for that week that s/he is working there. This note deals with paid-time-off (PTO.)
Why do you need a California employee handbook?
It provides clarity for employees and HR professionals. Additionally, a single employee handbook, if not clearly drafted, may inadvertently represent to employees in another state that they are entitled to benefits provided to workers in California or Massachusetts (for example) when the company does not provide those benefits in practice.
Can a California employer ask a bad question?
In this ever-changing legal landscape, it is important for California employers to know what they can and cannot ask candidates in a job interview. Although Michael Scott ’s fictional character in The Office would have us believe there is no such thing as a “bad question,” that expression holds less true in California today than ever.
Can a California employer ask for salary history?
With the passage of AB 168, effective January 1, 2018, California employers must not ask job applicants for “salary history information” or rely on
Where can I find CalHR rules and regulations?
Navigate to specific areas of CalHR’s rules by clicking the plus sign to the left of each entry. You can also use the search feature on OAL’s site to find rules about specific topics. If you have questions about OAL’s website, use the Feedback link at the bottom of the OAL webpage.
Are there limits to what an employer can say about former employees?
Are there limits to what an employer can say about you? There are no federal laws restricting what information an employer can – or cannot – disclose about former employees.
How to interview for a human resources manager?
Tell me about yourself and why you will make a competent and professional HR Manager? TIP 1: During your answer, focus on the skills, attributes and previous work experience you have that are relevant to the role of a Human Resources manager. Do not spend time discussing your home life – they are not interested.
Can a HR rep check your work history?
Checking a job candidate’s work history references is a common part of the hiring process, but the investigating human resources representative has two different sets of question policies to navigate.
What is HR allowed to ask from previous employers?
Since this is the reason given in the former employer’s records, they may repeat it without violating internal policies. Commonly used words include ”terminated,” ”resigned,” ”quit” or ”laid off.” The HR representative can use the former employer’s answer to get more information from the candidate if necessary.
What are the jobs in human resources in Michigan?
The Retention Manager will collaborate with Operational Leaders,… Oversees recruiting activities to include vetting candidates, coordinating/participating in site interviews and integrating new employees through orientation… More… Departmental Analyst (Trainee) 9-P11 (Human Resources Genera…
Checking a job candidate’s work history references is a common part of the hiring process, but the investigating human resources representative has two different sets of question policies to navigate.
Since this is the reason given in the former employer’s records, they may repeat it without violating internal policies. Commonly used words include ”terminated,” ”resigned,” ”quit” or ”laid off.” The HR representative can use the former employer’s answer to get more information from the candidate if necessary.
What should an employee not be asked by a manager?
No one should be asked to spy for a manager or report back on what other employees do, say or think. No one should be asked to evaluate their fellow employees, or pass on gossip they heard at work. Leadership is a journey. Sometimes we think that all we need is a management title and we’ll be good to go, but it doesn’t work that way in real life.