We’ve heard countless stories from readers on The Hiring Site about their encounters with ageism in the workplace — whether they’ve observed it happening to others or experienced it themselves. I think we can all agree on one thing: It’s getting old.
This is the first post in a multi-part ageism series on The Hiring Site. In this post, we will focus on the challenges older workers face when it comes to employment and finding a job.
Though the Equal Employment Opportunity Commission (EEOC) has previously focused their efforts on investigations that look at processes for pay increases and promotion efforts, recent strategic plans indicate a renewed effort on hiring screen and criminal background check cases.
Ensure you have good practices and policies in place that are in line with this strategic plan with the following tips, compiled from two sessions at the at the recent Staffing Law Conference: Analyzing EEOC Guidance: Latest Background Check Parameters and Strategies and Keeping Up With the Feds: Enforcement and Regulatory Agendas of Federal Agencies.
Site safety was the subject at hand during the panel “Protecting Temporary Worker Welfare: Harassment and Work Site Safety Investigations” at the recent Staffing Law Conference, as panelists from Staffmark and Elwood Staffing Company weighed in on the best ways to ensure work site safety.
“I’m not into litigation. I’m into taking preventative measures to keep litigation from happening,” said Lynn Lieber, Esq. during her presentation at last month’s SHRM 2012 Annual Conference and Exposition.
Lieber, a subject matter expert with Austin, Texas-based Workplace Answers, Inc., led the session Five Must-Have Policies: Social Media, Retaliation, Data Protection, Wages and Confidentiality, during which she explained why every organization needs these five policies, how to draft them correctly, and how to communicate these policies to employees.
“Those of us here tonight can’t solve all our nation’s woes. Ultimately, our recovery will be driven not by Washington, but by our businesses, and our workers. But we can help. We can make a difference. There are steps we can take right now to improve people’s lives.”
These were some of President Obama’s words in his Presidential Address to Congress just a few days ago, as he stressed the need for Congress to pass the American Jobs Act.
Last week, I talked about the pros and cons of rehiring former employees, and mentioned that the Hiring Incentives to Restore Employment (HIRE) Act is one of the major reasons employers should be looking at hiring unemployed workers (which could include former employees). But let's explore further why the bill is so important -- both for unemployed workers and the employers hiring them. After all, as a CFO, controller, business owner, vice president of human resources, hiring manager, accountant, or anyone else with a stake in your business's bottom line, the HIRE Act could have a significant impact on your business.
What is the HIRE Act?
The $17.5 billion legislation, signed into law by President Obama on March 18, 2010, gives a potential tax exemption and credit to businesses that hire unemployed workers. Specifically, the HIRE Act grants businesses that hire workers unemployed 60 days or longer an exemption from the 6.2 percent Social Security payroll taxes for each worker for the remainder of 2010. Additionally, if workers are retained for one year, participating businesses get a tax credit of $1,000.
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