Employer Branding has taken on greater importance to Human Resources professionals over the past several years as talented job seekers exercise greater discretion in choosing their future employers. The information age has not only made it easier for consumers to research products before they buy, but also for job seekers to research companies before they apply. The best workers are no longer willing to just accept a job at face value. They will use the internet and social media to find out about a company’s workplace from current and former employees. Companies can no longer exaggerate claims about their employer value proposition on their websites, at presentations, or during interviews. Today’s job seekers will use their social networks to quickly verify a company’s claims. No longer can a recruiter or hiring manager simply “sell” only the good aspects of the job or workplace without being questioned by job seekers who want to know how the company is addressing the bad aspects.
For decades, companies have expected and required that job seekers be transparent during the application and interview process. Companies do not mince words when
Small employers need worksite wellness programs too. As a small employer, you care about and want healthy employees don’t you?
Wellness programs have traditionally been the province of the large employer, basically leaving the smaller employer out of today’s explosion in employee health management.
This is unfortunate as the small employer needs wellness programming just as much as the large employer. Small employers make up the majority of US employers and employ a large percentage of today’s workforce. I am defining small employer as being an employer with less than 100 employees.
Traditionally within worksite wellness, each employer creates, for the most part, their own internal, stand-alone program utilizing internal employer based resources, or the resources provided by a contracted vendor, such as the health insurance company or a wellness program vendor. This independent, self-sufficient model is not, in my opinion, either viable nor the best strategy for the small employer to employ.
There is certainly no reason why a small employer cannot, on their own, create their own internal, stand-alone program utilizing internal employer based resources, or the resources provided by a contracted vendor, such as the
Benefits of self employment
There are benefits to the employer. The ease of sacking and the financial benefits of no employer’s national insurance, no pension contributions, no sickness and holiday pay etc.
The main advantage to the worker is the reduction in national insurance and the ability to claim expenses such as, wages to family members, use of home, travel costs etc.
This is from the different wording of the act. Allowable expenses for the self employed need to be “wholly and exclusively for the purposes of earning the profits of the trade”.
For employees they must be “incurred wholly, exclusively and necessarily in the performance of the duties of the employment”.
There is also the cash flow advantage. The self-employed do not suffer deduction of tax at source. As with all planning it is necessary to commit all the figures to paper to completely understand the financial implications and result.
The statutory position
Neither employee nor employer is defined in the Taxes Acts.
Common law differentiates on the basis that an employee has a contract of employment whereas a self employed person works to a contract for service.
In the case of Atchoe v Camden Primary Care Trust , the issue of unauthorised deduction of wages was heard before the Employment Tribunal. The employee worked in maintenance for the employer’s estates and facilities directorate. In addition, the employee was also occasionally employed out of hours when an emergency arose. This was an ‘on-call’ system and was organised on a rota basis. If an employee took part he or she would receive additional payments for being on-call. If an employee was called out in an emergency he or she then received further payment for work carried out.
The employee’s contract stipulated a number of things:
* He had to show evidence that he held the technical qualifications required to work in the position of maintenance worker
* He was expected to take part in the on-call system; and
* The employer retained the right to vary the terms of his employment.
The employer asked the employee to show evidence of his qualifications. It came into question whether the employee was able to provide this evidence. As a result of this, the employer removed the employee from the rota for the on-call system on the grounds of safety. The employee therefore no longer received the
Being self employed is a kind of self awareness of individual and collective assets. Being self employed is the process that lays the foundation of improved economic condition and help gain individual self sufficiency. Nobody can ignore the rewards of being self employed – own working hours, having control over your career, freedom to do what always have been wanting to do. If you think that self employed is decoded as liability while obtaining funding, then you must know it is the thing of the past.
The major difficulty that arises with self employed loans is the individual’s undocumented income. Regular salaried individuals can provide with pay stubs or lenders can verify about them with their employers. For self employed individual there is not such luxury. So, the next thing they look for is the income tax returns. Typically self employed loans lenders look for two to three years of income tax returns. Since income tax returns are not always so reliable for income is usually understated. Also, self employed lending suffers due to the fact that income of self employed people is not usually stable. Lenders would be eager to determine its stability and readily look towards current balance sheets.
The choices to become self-employed are unlimited. This way of earning money can either provide you with a plan in which you will fall apart if the circumstances are bad within an economy or in case of a job loss or it can reduce most of your financial problems if you are unable to find a paid employment.
There are numerous ways through one can become self-employed. There are some opportunities that might setup within a couple of hours whereas other might take some time for proper planning and execution purposes. Moreover, financial standing of the individual is also considered to be a major factor when researching about different forms of self-employment. The best way through which the right type of self-employment can be selected is to thoroughly analyze your skills, knowledge, interest, expertise as well as your flexibility.
Different types of self-employment
Similar to the fact that there are numerous ways to become self-employed, there are many types to self-employment as well.
In the recent times, the writing industry has flourished to a greater extent. The result is that there are many types of self-employment within this industry. There are many writers who start by simply having a computer and an Internet
An employment lawyer is a legal representative who specializes in employment-related cases. If you believe that you have been wrongfully terminated, sexually harassed, treated unfairly and discriminated against, an employment attorney can guide you in your rights as an employee.
In addition to this, employment advocates often handle labor-related disputes, including issues regarding financial discrimination, worker’s compensation, wages, and other types of injustices. So if you have recently been a victim of such discrimination or injustice, you should immediately contact a competent employment attorney. The lawyer will advise you in such a situation. Also, he or she will defend you at the court of law. Furthermore, he/she will handle all the paperwork and present arguments in your favor to win the case.
Does an Employer Need an Employment Lawyer?
As an employer, you also need the services of an attorney. While it is the responsibility of the employer to handle most of the employment issues, some matters are quite tricky and difficult to deal with. Thus, you will need the help of a lawyer conversant with matters employment. An employment attorney helps you stay abreast of changing labour laws, which may be difficult for you to understand or interpret in your own. He
I often get asked by job seekers, is it possible to get employed in just one job application? Of course the answer is yes, but it is difficult to make that positive and hence employed result consistent.
However, it is possible to become employed in far fewer job applications than 200 made over four months, the current statistics for the average job seeker. There are far better and more effective job application techniques which can easily get you employed in less than 30 days.
Job Interview = Dating
As an experienced recruiter or employer knows, the predictability of job search is impossible when it comes down to predicting the outcome of a job interview. Like many recruiters and HR professionals, I see this stage more like a dating exercise than a predictable or controllable set of outcomes. Much as though I may think that candidate A may be better, the employer hiring manager may like the equally good candidate B better – it’s just human chemistry!
So while interview technique and briefing each party may well allow good recruiters to achieve a 65% or slightly higher mix and prediction ratio, I have rarely seen many get consistently better results.
The interview stage is hence the
Colleges and universities are taking a closer look at the level of career services support they are delivering to students beyond the learning experience. While much of this has to do with the current economy and the need for schools to continually find new and better ways to support students, the end goal for most institutions is regulatory compliance.
STATE OF THE INDUSTRY:
Government intervention in higher education coupled with a decline in jobs over the last few years is forcing colleges and universities to take on greater responsibility when it comes to supporting students through the career placement process. Keep in mind that:
- Schools that can prove placement rates will be able to retain their student funding.
- Schools that dedicate more resources to their career services department will have a greater opportunity to connect graduates with employers.
- Schools that place more students in jobs can expect to see an increase in enrollment and retention as a result of their positive placement results.
Because of Gainful Employment, colleges and universities across the country are looking at career services in a whole new light and acknowledging its growing importance. However, many schools need assistance identifying where to best allocate resources in order to advance their career services
All of our employment related institutions are geared to servicing the full time employment model – being employed by someone else and receiving regular pay for the work performed, on a regular basis for a minimum of thirty-five hours per week. Think about it. Consider how employment rates are measured and how the popular press treats these figures. Consider how government employment support mechanisms work. They are based on the number of weeks worked within a certain period, the more you work, the higher portion of available dollars you receive.
Even our social and personal lives revolve around income generated by full time employment. When you meet someone new, they ask what you do, and expect you to be either employed full time with one employer or self-employed. Being employed full time by one employer is, unofficially, a measure of who you are and your value to society.
Growth industries such as social services, health care (due to demographic aging of our population), retail and wholesale trade, hospitality and food services tend to favour contract or part time employment models. Manufacturing and finance are not experiencing growth and some companies, within these areas, are even decreasing in size. Larger traditional industrial employers,
We often hear that employment gaps in a resume can hurt a candidate, but did you know long term employment at the same employer can also be perceived negatively?
Having stable employment is certainly not a bad thing. However, if it is with the same employer and your resume doesn’t show you made progress, it is not an impressive mark for a potential employer viewing your resume.
When a candidate has stayed with the same employer for many years, it can be considered in two ways: 1) You are lucky to have found a good employer and enjoy what you do, or, 2) You are afraid to take on new challenges and do not like stepping out of your comfort zone.
A potential employer may view your long term stay with an employer negatively for several reasons:
- Questions of Ambition and Motivation. If you have been working with the same employer for several years and your resume shows you have the same title as when you started, it can lead an employer to wonder if you have reached the peak of your career. Employers want people who have the ambition and motivation to progress.
- Marketable Skills. When you have been with the same employer for
The Employment Law (100(1)/2000) in Cyprus includes both statute and case law. Specifically, Cyprus statute law contains issues related to the termination of employment, paid leave, annual social insurance, maternity leave, equal treatment at work e.t.c. The Labour Disputes Courts deals with issues related to the rights of employees and employers.
The Employment Law applies to every employee who has a contract or employment relationship in the private, public and semi-governmental sector.
The Employment Law does NOT apply to:
· employees whose total period of employment is less than one month;
· employees whose total hours of employment is less than eight hours in a given week;
· employees whose employment is of a casual nature and/or particular nature under the condition that in these cases the non-application of the Law is justified by objective reasons;
In this article, our employment lawyers will present the primary aspects of termination of employment in Cyprus, i.e. notice period, unlawful termination of employment and redundancy.
Under the Termination of Employment Law (24/1967), an employer intending to dismiss an employee, who has completed at least 26 weeks of continuous employment, is obliged to give the employee a minimum period of notice based on the length of his/her service, as illustrated below:
An increasing number of people are choosing flexible working opportunities with their employers, as it enables them to successfully combine both their lifestyle arrangements and their family commitments.
However, many have found that when it comes to visiting their local bank branches while looking for a home loan, car and truck loan or even equipment finance, their local bank is still apprehensive towards them. And, it is because of their irregular working hours:
1. They don’t seem to fit into the strict lending guidelines set out by banks; and
2. They are not seen by banks as holding down a stable job with a regular income.
What the Common Unusual Employment Types?
Here are some of the common unusual employment types:
1. PAYG (pay-as- you- go) contractors
2. Casual workers
3. Part-time workers
4. Self-employed individuals
6. People with other forms of income
Type 1 – PAYG Contractors
PAYG contractors are normally employed via an agency or directly via their employer. This form of employment is now common in a variety of fields such as:
>> IT (Information Technology);
>> Project Management;
>> Construction; and
So, if you are a PAYG contractor and you are looking for finance, here is a list of things that lenders/credit providers will require you to
With all the new information concerning HIPAA, which is scheduled to be fully implemented by April of 2005. you need to be aware of the confidentiality laws that govern your practice. One aspect of confidentiality concerns employment law. There are federal and state guidelines that address employment and discrimination laws.
The common law governs the relationship between employer and employees in terms of tort and contract duties. These rules are a part of agency law and the relationship between Principle (employer) and Agent (employee). In some instances, but not all, this law has been replaced by statutory enactments, principally on the Federal level. The balance and working relationship between employer and employee is greatly affected by government regulations. The terms of employment between management and the employee is regulated by federal statute designed to promote employer management and welfare of the employee. Federal law also controls and prohibits discrimination in employment based upon race, sex, religion, age, handicap or national origin. In addition, Congress has also mandated that employers provide their employees a safe and healthy environment to work in. All states have adopted Worker’s Compensation Acts that provide compensation to employees that have been injured during the course of their
It is an unavoidable demand of running any business that an employer must have a good knowledge of employment law whether they are self employed and/or employ other staff. They should have an awareness of the rights of the employee, the employer themselves and where each party stands in the unfortunate event that the normal working relationship breaks down. This article addresses the five key areas that employers and HR departments need to consider when dealing with employment law in the UK.
1. How You Define Employees and Employers
It is important, before delving into the intricacies of employment law to have a clear idea of the parties that are involved and how their roles should be defined.
- Employed vs Self Employed: This distinction can be less apparent than you may think. If a worker has agreed to provide a service/work under contract for an organisation then they will be a worker employed by that organisation unless the organisation is actually employing the services of that individual’s business, in which case the worker is self-employed and thus not a direct employee of the organisation. An example of such a scenario would be a contractor who offers his services to an employer via
Social Security disability attorneys or representatives are often not familiar with some of the civil rights laws and other remedies which may be available to their clients, beyond, or in lieu of, Social Security disability benefits, and which may result in additional or alternative sources of financial proceeds for their clients. Also, as Social Security disability claims have greatly increased due to the lagging economy, client advocates may encounter many persons who will not meet the stringent Social Security disability standards, but may be able to qualify for other relief. This article will explore some of these laws and remedies.
Due to the complexity of some of the remedies and the intricate interaction between them, which often require balancing and negotiation, it will be beneficial to client advocates to establish a relationship with one or more attorneys who practice in the areas of law noted below if they do not, in order to determine if other remedies may exist for their clients. As many of these additional remedies have stringent time deadlines, inquiries should be made as quickly as possible to other counsel as to whether a client has additional remedies and the viability of pursuing them. Indeed, failure of an