With the widespread use of contraband and prescription drugs by many individuals who want to enhance their careers or just take the drugs to get a high, it is becoming increasingly important to do a drug screen test before employment in order to ensure the company gets quality workers and that production will not be affected by these drug abusing individuals.
Do not be surprised if the Human Resource Executive of the firm or company you are applying for a job at asks you to go to their company physician for a drug screening test before they decide to hire you. This should not be looked upon as a doubt on your integrity but as a valuable process that can only guarantee the safety and well being of the other workers in the organization.
As a matter of fact, even you will not like to work with someone who in taking some sort of drug on the sly and making a nuisance of himself on the floor. People on drugs have a way of being unpredictable and they somehow manage to spoil the mood at the place of work. Companies these days understand the need for creating and maintaining a cordial atmosphere that is helpful for the well being of the employees and the over all productivity of the company.
Id an individual is taking drugs there may be many things that could prove to be counterproductive. One thing for sure is that the individual will not be reliable and steady. Mood swings will culminate in his or her creating unpleasant scenes for the others at the place of work and then comes the attendance factor. People hooked on some kind of drug are known to absent themselves often from work, this is a direct impact on productivity.
On the part of the companies, it is important that they establish a set way to go about screening employees for use of drugs. At the outset the employers must declare that these drug screening tests are mandatory and all employees are required to undergo the test. If this is not done by the management employees may well refuse to undergo the tests and the entire purpose of the process may be defeated.
There are 2 methods that employment drug screening tests can be performed. One method is to send the employee to a certified drug laboratory or pathology where the pathologist collects urine samples. The second method involves the use of very simple instant test kits that are freely available on the market. The results obtained from the kits are very reliable and they save a lot of time and effort too.
Employment drug screening tests ensure that the company will get mentally and physically fit employees who are a pleasure to work with. This is a pre-employment process and must not be looked down upon by anyone, employer or employee. Having happy, healthy employees will make happy customers and this forms a perpetual process that keeps coming back to create even better working environments.
Abhishek Agarwal
http://www.articlesbase.com/careers-articles/employment-drug-screening-test-a-vital-preemployment-procedure-703290.html
When you’re looking for work from home part time jobs you need to first determine how much money you need to make and how much time you can spend at work.
Working from home can be a blessing. You are your own boss, you can set your own hours and you have no commute. If you have a computer and internet access, you have several opportunities to do work from home part time jobs.
One of the opportunities you have online is doing surveys. Completing surveys is quickly becoming the best way to make part time income for a small amount of time. You can be paid $5 to $25 per survey which takes at most 30 minutes of your time. If you complete two $10 surveys per day, you can make $600 extra per month. That could be the money needed for a new car payment, or all your household utilities.
If you are able to work by yourself and not get distracted by things happening at home, you can make some decent income if you do work from home part time jobs. You can also have a goal to replace a full time income.
Do you hear opportunity knocking? If you’re looking for some legitimate stay at home employment, you can find it. Remember that when you work online you are not getting paid by the hour as in a traditional job; you get paid by how much you produce. You have to DO something to get paid.
Barbara Bright
http://www.articlesbase.com/home-business-articles/work-from-home-part-time-jobs-1322270.html
For the most part of it, gays and lesbians are not entitled to anti-discriminatory laws present in the workplace. However, with the dawning of a new age where parity in women, cultures and even sexual orientation is currently being pushed, this very orientation is now being changed. Employment discrimination based on sexual orientation is currently prohibited in many states including the District of Columbia. Eighteen states to be exact with six states battling for transgender people against this kind of employment discrimination.
The failure of the US Equal Employment Opportunity Commission to recognize this persistent and prevalent type of employment discrimination gave way for some measures to push for parity. The Office of Personnel Management practices this, such that sexual orientation is included in their “conduct”. This means that employers cannot fire if they base their judgment only on the sexual orientation of the employee.
The Equal Employment Opportunity Act was amended by Executive Order 13152 in 2000. This is to contain the banning of employment discrimination based on sexual orientation. This is still part of the growing resistance over employment discrimination based on sexual orientation. This is to stop sex stereotyping which violates Title VII of the Civil Rights Act as propagated by the 1989 Supreme Court ruling. This is in result of a previous case in the person of a woman named Hopkins. She was not promoted to a position apparently because she was displaying a more feminine demeanor. Hopkins received $371,000 in damages plus attorney’s fees.
Archaic gender roles were if not the root of sexual discrimination. This can be seen with the case of Bruno vs. City of Crown Point. It was reflected on the female interview that responsibilities such as attending to the children are a woman’s role. Fortunately now that equality is being strongly pushed for, there are now laws which try deviate people from having the same long held notion.
The advent of political congress is now shaping America into a new era where prejudice is slowly being scrapped of. Sexual discrimination is now being slowly solved due to people, lawyers and even activists who felt that certain rights are being denied with the discrimination.
Cases are piling up with wherein people deviating from the normal gender classification are filing legal complaints over their employers who are fired them they are simply not encompassed by the sexual orientation of the employers. One case demonstrating this very scenario is the case of Jason Reed. He claims that he was fired from getting an approved bereavement for his partner’s deceased father.
There have been numerous efforts in fighting this battle against sexual discrimination. Yet if this law which pushes for lessening discrimination is still in effect, there is much left for us to do.
Abhishek Agarwal
http://www.articlesbase.com/careers-articles/employment-discrimination-on-the-basis-of-sexual-orientation-be-aware-of-your-rights-702981.html
The requirement for employees is now on the rise, a factor that has led to a mushrooming of employment agencies that promise employment services to people who appraoch them. Employers seeking qualified candidates for a variety of vacant posts as well as job seekers seeking a satisfying career can utilize the services of these agencies.
Today, a number of employment agencies specialize in providing services related to different categories of requirements, such as unskilled labor, nursing, technology, and many more. Some employment services cater to the needs of highly qualified professionals. They have an enormous database comprising resumes of promising candidates for a variety of vacant positions at prominet companies.
For Prospective Employers
If you are a prospective employer seeking the services of an employment agencies, be specific about what you expect from a prospective employee. For example, if you are seeking a candidate for a temporary position in your company, specify that you require an employee for a short period of time. Make your requirements absolutely clear, and let the employment agencies have all the details of your requirements and the profile of the job that is available at your company.
For Job Seekers
If you are a job seeker who has approached an employment agency for help to find employment, you should exhibit willingness to do any type of job at the beginning. If you are a fresher, simply joining a reputed organization is of utmost importance. As part of a company’s workforce, you can learn the required skills and begin a slow by steady climb toward the top position you seek.
Take the help and guidance of counselers at employment agencies. With their experience and knowledge, they are in a position to guide you and will be of immense help to you in your job seeking activities.
Payment for Services
Before approaching an employment agency, ensure that you are in a position to pay for their services. Ensure that it is well within your budget.
Both prospective employers and job seekers are charged whenever a candidate is employed. If you are a job seeker, you have to pay for the services of an employment agency only after receiving an appointment order. If you are an employer, you will be required to pay only after employing the right candidate.
Beware of bogus companies that demand payment without giving you satisfactory services. It is recommended that you utilize only the services of reputed and well established companies.
Abhishek Agarwal
http://www.articlesbase.com/careers-articles/approaching-employment-agencies-tips-on-getting-it-right-703053.html
There are plenty of kinds of business documents that a company needs to conform with the law and help it to run more smoothly, and employment is one of the most important areas where you should make sure that your paperwork is up to scratch. As any HR manager will tell you, dealing with the myriad demands and concerns of your employees can be like navigating a legal minefield - high quality, reliable documents can be invaluable in helping you deal constructively with personnel. Many employers settle for just having good quality employment contracts, but there are many additional areas where employment documents can help your business…
Employment Contracts
Naturally, the most important employment document is the employment contract. These need to be comprehensive, covering all the significant areas (such as a detailed outline of the position, holiday allowance, notice period, prohibited behaviour and any applicable confidentiality agreements). You may need a wide variety of employment contracts - depending on the nature of your business.
Disciplinary Documents
In an increasingly litigious society, employers have to be very careful when they handle disciplinary and dismissal issues. Written warnings and dismissal documents need to be carefully phrased, and your disciplinary procedure needs to follow the letter of the law - if you don’t have the right business documents or your company deviates from legal procedure you could face an employment tribunal for wrongful dismissal.
Anti-Discrimination Policy
It is now recommended for all UK businesses to have a comprehensive anti-discrimination policy, outlining what constitutes unacceptable behaviour, the methods the company is using to combat discrimination, and the official procedure for employee complaints. This business document is typically included as part of the employee handbook, and needs to cover discrimination on age, religion, sexual orientation, gender, ethnicity and disability.
Maternity and Paternity Policy
Your business needs to have an up to date policy on maternity and paternity leave, outlining the conditions concerning the length of leave (26 weeks Ordinary Maternity Leave or 52 weeks with Additional Maternity Leave), the renumeration that is offered (this must conform with the requirements of Statutory Maternity Pay), the rights of an employee to return to a job at an equal or higher level after maternity/paternity leave is concluded. This is potentially a very sensitive area - make sure your business is equipped to handle it.
Sickness and Absence Policy
UK businesses lose over £13 billion each year to staff sickness and absence, and many companies struggle with a culture of absenteeism that costs them heavily. A written policy concerning sickness and absence can be a crucial business document that helps to prevent this problem, outlining actions that will be taken if repeated sick days are taken. This solves a two fold problem, by providing a framework of support to people who are taking time off for genuine reasons and discouraging people from taking needless sick days.
Just remember, with all of these documents it is important to keep up to speed on the latest legal developments. Employment law is constantly evolving, and missing out on important updates can be disastrous!
Iain Mackintosh
http://www.articlesbase.com/management-articles/5-essential-employment-documents-your-business-needs-706848.html
Whether the company is small or big the employer usually conducts a Employment Pre Screening Test and it is within the rights of the employer to conduct the Employment Pre Screening Test to ensure that they are hiring the correct employee who’s personal goals align with that of the company’s goals. So for getting into the company the first step is to pass the Employment Pre Screening Test.
The components of Employment Pre Screening Test are psychometric test, drug test and background checking. Apart from all these there can be some more tests which can be conducted by the HR professionals to get facts about the applicant, about his suitability for a particular job.
Background checking is a usual way for pre-employment Screening. This is done along with other pre-employment screening tests which are either performed online or at the company’s premises. The Aptitude test are either through electronic means or it can be a written one. It tests ones reasoning capability. The other test may examine the applicant’s technical skill as may be required for the job the candidate is applying for.
The instruments which are utilized during Employment Pre Screening Tests are reliable and include Applicant Risk Profiler and Career Ethic inventory. Applicant Risk profiler is used to assess whether an individual can maintain a safe workplace inspite of his negative behavior. The career Ethic inventory measures an individual’s attitude. All these Employment Pre Screening Test tests whether you are fit enough to gel with the work-culture and organizational culture of the company.
Space relations,symbolic reasoning and mechanical visualizations, numerical skills and verbal comprehension are tested using more specific aptitude test which forms a part of Employment Pre Screening Test. At a higher level a Professional Employment Test is also done. This PET is used to assess a candidate’s cognitive ability and behavior which he will use for in his future professional responsibilities.
Few HR professional may have not abided by the common standards usually followed by the companies. This may be their method to select the most eligible candidate for certain unique positions. The distictive method might include the employment pre screening tests which conatain their unique way of finding the candidates proficiency in many factors that can influence work related productivity.
Thus if you desire to work for certain company and pursue you career their be prepared to prove yourself in the Pre-Employment screening tests. If you come out with flying colors it will be easy for you to get the coveted position you always wanted. But be aware that such Pre-employment test are transitory in nature and there will be many more that will come your way in your career where in you will be subjected to various screening procedures.
Abhishek Agarwal
http://www.articlesbase.com/careers-articles/cracking-the-employment-pre-screening-test-the-various-sectors-of-the-pre-screening-test-703306.html
How appropriate for today and for the future are the policies and practices of higher education that largely assume a norm of traditional-age students with minimal on-campus, or no, work commitments?” Despite the fact that work is a fundamental part of life for nearly half of all undergraduate students - with a substantial number of “traditional” dependent undergraduates in employment, and working independent undergraduates averaging 34.5 hours per week - little attention has been given to how working influences the integration and engagement experiences of students who work, especially those who work full-time, or how the benefits and costs of working differ between traditional age-students and adult students.The high, and increasing, prevalence and intensity of working among both dependent and independent students raises a number of important questions for public policymakers, college administrators, faculty, academic advisors, student services and financial aid staff, and institutional and educational researchers, including: Why do so many college students work so many hours? What are the characteristics of undergraduates who work? What are the implications of working for students’ educational experiences and outcomes? And, how can public and institutional policymakers promote the educational success of undergraduate students who work? This book offers the most complete and comprehensive conceptualization of the “working college student” available. It provides a multi-faceted picture of the characteristics, experiences, and challenges of working college students and a more complete understanding of the heterogeneity underlying the label “undergraduates who work” and the implications of working for undergraduate students’ educational experiences and outcomes. The volume stresses the importance of recognizing the value and contribution of adult learners to higher education, and takes issue with the appropriateness of the term “non-traditional” itself, both because