Bona Fide Occupational Qualifications

Although Title VII of the Civil Rights Act of 1964 protects employees from discrimination based on religion, sex, age, national origin and color at the workplace, the law does provide for certain exceptions to the rule. The Bona Fide Occupational Qualifications rule (BFOQ) allows for the hiring of individuals based on race, sex, age, and national origin if these characteristics are bona fide occupational qualifications.

To meet the criteria for a bona fide occupational qualification, an employer must prove the requirement is necessary to the success of the business, demonstrate its necessity by a verifiable method, and prove that the rational basis for this preference for a certain type of employee is rooted in a substantial belief that anyone outside of the preferred class does not have the proper qualifications. An employer must be able to demonstrate a necessity for a certain type of workers because all others are devoid of certain characteristics necessary for employment success.

Examples of BFOQ's are mandatory retirement ages for bus drivers and airplane pilots, manufacturers of specific sex clothing advertising for only male or female models, or churches requiring members of its clergy being a certain denomination. However, for positions at a church such as janitors, it would be illegal to discriminate based religious denomination, as religion has no effect on a person's ability to fulfill the duties of the job. Other examples of bona fide occupation qualifications include the use of models and actors for the purpose of authenticity or genuineness and the requirement of emergency personnel to be bilingual, judged on language competency, not national origin. Employers are also allowed to select employees by asserting a bona fide occupational qualification for safety reasons. Safety BFOQ's are proven by demonstrating how discrimination meets the goal of public safety and that no better alternatives exist.

Limitations to BFOQ include arbitrary, unproven assumptions. Examples of biases include hiring only women as nurses because women are assumed to be more nurturing and caring, or selecting members of a certain sex or racial group because they are perceived to be more aggressive. Decisions are also prohibited from being made on the grounds of co-worker or customer preference. Choosing to not hire a disable receptionist, based on co-worker preference, would be an example of a discriminatory practice and not a legitimate BFOQ.

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Employee Handbooks – 3 Reasons a Small Business Should Have One

When you first learned to drive did you just jump in the car and go or did you learn the rules of the road first? When you bake a cake, do you follow a recipe or just throw random ingredients in a bowl and hope for the best? If you have a small business it's no different for your employees; when they come to work having a manual or handbook helps them understand expectations and be a better employee.

Here are three reasons to develop and use an employee handbook:

1. Provides a source of information about company policies and procedures which is good for both managers and employees. By having a well written employee handbook you provide a source for your employees and managers to use to gain information on the company's policies such as attendance, dress codes, work hours, pay and performance issues as well as procedures on requesting vacation time (if applicable ), notifying the company regarding unscheduled absences, and the disciplinary process.

2. Gives clarity and direction for your managers and supervisors on how to handle certain employment issues. By providing written policies and procedures you enable your managers and supervisors to handle all employees consistently and fairly.

3. Sets expectations for employees and helps to avoid misunderstandings and unacceptable behavior.

Based on size, not every small business needs an employment manual. If you only have a few employees and your workforce is stable (limited turnover) you probably do not need a written employee handbook. But, if your small business is growing or you have more than one location an employee handbook will help smooth out your growing pains and keep your processes and procedures consistent. You may even want to create two manuals: one for all your employees which contains the basic information needed as well as general company information; and a more detailed policy manual for supervisors and managers which provides comprehensive information and procedures for each policy.

Most employee handbooks contain the following information:

1. Company Overview: Provide some history on your company; include a vision statement, information about your company's culture, ethics, goals and management philosophy.

2. Equal Opportunity Statement, Non Discrimination, Anti-Harassment Policy, Americans with Disabilities Act Policy

3. Employment Categories:

a. Full Time,

b. Part Time,

c. Temporary

4. Compensation:

a. Payment of salary,

b. Overtime,

c. Employment records

d. Raises / merit increases

5. Time Off:

a. Vacation,

b. Personal time / Absences due to illness

c. Leave due to Family and Medical Leave Act,

d. Company Holidays

6. Employee Benefits:

a. Health Insurance

b. Flexible Spending Account

c. Group Life Insurance

d. Retirement Plan

e. Workers Compensation Benefits

7. On the Job:

a. Attendance, Punctuality

b. Drug and Alcohol

c. Dress Code

d. Expense Reimbursement

e. Disciplinary Process

f. Smoking

g. Internet and E-mail Use

h. Company Equipment and Computer Systems

i. Violence in the Workplace

j. Safety

This list is not all inclusive and your company may not need or want to include everything listed above. If your company does not have a retirement plan, then do not include it!

If you've decided to create an employee handbook or update your handbook here are a few more suggestions:

1. If you are starting from scratch, pull together all the memos, notices, letters and information you have previously provided to your employees. Sort this information into categories (you might want to use the above list) and decide if it is still relevant and if you want to include it.

2. To make it easier to update your handbook list one policy per page and include an effective date as well as a revision date.

3. Make sure you include language which protects your company. Courts have considered handbooks to be contracts. Including a statement like the below and having your employees acknowledge receipt will help protect your company against lawsuits and misunderstandings:

"I acknowledge that I have received a copy of ABC Company's Employee Handbook. I agree to read it thoroughly, including the statements in the foreword describing the purpose and effect of the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources Department. I understand that ABC Company is an "at will" employer and as such employment with ABC is not for a fixed term or definite period and may be terminated at the will of either party, with or without cause, and without prior notice. No supervisor or other representative of the company (except the President) has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above. in addition, I understand that this Handbook states ABC's policies and practices in effect on the date of publication. I understand that nothing contained in the Handbook may be construed as creating a promise of future benefits or a binding contract with ABC for benefits or for any other purpose. I also understand that these policies and procedures are continually evaluated and may be amended, modified or terminated at any time. "

4. If you have standard forms include a copy of each form with the relevant policy. If you do not have standard forms, now is a good time to create them.

Once you have completed your handbook, do not just leave it on the shelf. Make it a part of your new employee orientation. Review it with all employees at least annually and make sure your managers and supervisors thoroughly understand your policies and procedures. What's worse than not having an employee handbook? Having one and not following the policies and procedures.

Whether you develop your employee handbook yourself, hire someone to do it, or buy a canned version, it is a good idea to have your attorney review the handbook before you distribute it to your employees. Employment laws differ from state to state and having your employment attorney review the manual is just good business sense.

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Detox Your Body, Detox Your Home

Are you feeling a little sluggish or out of sync? Experiencing aches, digestive problems, or skin problems? Does your home feel energetically unbalanced? Does life seem crazy and erratic? It might be time for a detox for you and your home.

Spring is the time that nature suggests we cleanse; both our bodies and our living spaces. It’s time to open all the windows in your house and let some fresh air in! Take a look at your living space and what do you see? Are there things that you have that just collected dust over the past year? Start getting rid of things that you have the least emotional attachment to and take these items to your local donation center or give them away.

Now didn’t that feel great!? Let’s start detoxing your home. Part of detoxing your home is to start cleaning and making your home energetically vibrant again. Just like in nature. A really good natural cleaner is Thieves® Household Cleaner from Young Living Essential Oils. Thieves® Household Cleaner is a natural all-purpose concentrate that can be used in every room in your home, without the harsh chemicals. This all natural household cleaner contains Young Living’s proprietary blend of essential oils of clove, Eucalyptus radiata, cinnamon bark, rosemary, and lemon. Thieves® has been university tested and found to be highly effective in supporting the immune system and good health. *

While you’re making your home sparkling clean; why not freshen the air with pure Therapeutic-grade essential oils by diffusing Purification®, Citrus Fresh(TM) or Frankincense and Lavender? Purification® is a blend of Citronella, lemongrass, rosemary, Melaleuca, lavender, and myrtle. When diffused, it helps to purify and cleanse the air from environmental impurities including cigarette smoke and other disagreeable odors. It’s also great for insect bites, cuts and scrapes.

Detoxing your’ body may be a little confusing and overwhelming at first. First, go easy on your toxin load. That means eliminate toxins such as cigarettes, alcohol, coffee, saturated fats and refined sugars. Also try to eliminate all personal care products that are petroleum based and chemical-based household cleaners. Basically try to use all natural products such as Young Living’s Thieves® Household Cleaner and their line of personal care products, nutritionals and more.

The Cleansing Trio(TM) Kit and The 5-Day Nutritive Cleanse(TM) from Young Living Essential Oils are the most effective, thorough yet gentle cleansing products out on the market. The Cleansing Trio(TM) Kit is the best place to begin your “Spring Cleaning”. *If you’d like relief from all digestive concerns; acid reflux, heartburn, constipation, diarrhea, bloating, cramping, gas, IBS, colitis, sinus concerns, acne, all skin disorders and more. The Cleansing Trio(TM) Kit contains Essentialzyme, Comfortone, ICP.

Essentialzyme is an extremely high quality general enzymatic complex that improves digestion of food and reestablishes proper enzyme function in our whole body and assists with improving our intestinal flora. Containing more than 9 different enzymatic components plus Young Living’s oils of Tarragon, Peppermint, Fennel, Clove and Anise which give Essentialzyme what no other brand has; anti viral, antibacterial, anti inflammatory, antifungal, and anti parasitic properties.

Comfortone is an herbal and essential oil complex that assists our colon to function properly and dispel parasites and toxins. Comfortone also breaks up encrustations on the colon wall and relaxes intestinal spasms. Containing 13 herbal compounds combined with Young Living’s oils of Anise, Ginger, German Chamomile, Mugwart, Rosemary, Tangerine, Peppermint and Tarragon specifically formulated to very gently cleanse the colon, restore parastolisis action, gas, Candida and supports the colon to start functioning properly on its own.

I.C.P. is a multiple fiber formula. I.C.P. is an ideal Intestinal Cleanse Powder that assists waste matter to thoroughly move through the intestinal system and not compact inside the intestinal walls.

The 5-Day Nutritive Cleanse(TM) facilitates gentle and effective cleansing to improve overall health and well-being.* Includes the following: Ningxia Red, an energizing, replenishing, whole wolfberry nutrient infusion ; Balance Complete, a superfood energizer and nutritive cleanse; Digest + cleanse, which soothes gastrointestinal discomfort and supports healthy digestion*.

Note: Both cleanses are a starting place. More intense and targeted nutrients may be required for your particular situation. Also be sure to drink plenty of water.

Other great products from Young Living: Inner Defense(TM), Omega Blue(TM), Longevity(TM), Thieves® Waterless Hand Purifier.

Here are some great learning tools: “The Essential Oil Desk Reference”, “Aroma Feng Shui Essentials(TM)”

* This statement has not been evaluated by the Food and Drug Administration. This product is not intended to diagnose, treat, cure, or prevent any disease. All information contained here is for educational purposes only and is the opinion of the author. Please consult your doctor/physician for specific personal issues.

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Verbal Abuse in the Workplace

There are many types of harassment in the workplace; one of the main types being verbal abuse. What constitutes something as verbal abuse? The fact is, any language that impedes maintaining a professional rapport in the office or within individuals due to intimidation, belittling, hurtful language, or mental and emotional isolation.

The Abuser

The most common type of workplace abuse derives from an abuser who has a "higher standing" or is a "veteran" within the company or institution. The abuser usually creates their own universe where he or she must abuse or put someone down in order to feel better about him or herself. It is not uncommon for an abuser to have had a rough or abusive childhood. For abusers, it is easier for to hide how he or she feels inside with distractingly abusive behavior. The abuser usually wants empathy and respect from the victim and feels he or she can achieve this by forceful means and without having to develop a genuine relationship with the other.

The Victim

An abusive relationship is usually a confusing scenario for the victim. He or she is usually unaware of what kind of life the abuser faced as a child or prior to his or her current employment. Most professionals would like to maintain a equal relationship with his or her coworker, supervisor, or other work-related contact. He or she may never feel completely adequate at his or her work, alienated from the abuser as well as other coworkers, emotionally stressed, or even feel compelled to quit. Coworkers may inadvertently encourage these feelings if they have never personally felt the same and express to the victim that he or she may be exaggerating or trying to create "drama" in the workplace.

Signs of Verbal Abuse in the Workplace:

– Constant feeling of work inadequacy
– Being constantly ignored and treated differently
– Sarcastic remarks with the intent of bringing someone down
– Feeling alienated from others in the workplace
– Use of inappropriate or derogatory language
– Supervisors using his or her authority in an improper manner
– Coworkers attempting to overstep their boundaries with condescending words
– Performance critiques discussed in public work settings
– Any situation that hinders developing or maintaining a professional relationship with someone

More information on For verbal abuse in the workplace and how to do it with Ask Question, please visit the Houston Employment Employment Lawyer of the Ross Law Group.

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National Employment Laws in Australia

Whether you are an employer or an employee, you need to comply with the employment laws in your country. Organizations and corporations are much more likely to employ an employment lawyers who can help them with concocting internal human resources policies that will be inline with current laws.

The task is little more challenging for small businesses who employ other people, however, an employment solicitors from a law firm can always be engaged to assist and formulate the internal policies.

The real challenge starts when you are an employee, the task of understanding what contract, award or other employment law you fall under is a daunting one. Once you find out what category you belong to, you can then start to understand what your rights as well as obligations are under the given law.

Luckily for Australian workers and the companies alike, from January 1, 2010, both employers and employees are covered by the new laws in the national workplace system. This law is called National Employment Standards (NES).

What this industrial labor law deals with is minimum entitlements to sick, personal and annual leave, public holidays, redundancy pay and unfair dismissal and notice of termination matters. Since Australian government’s own website states that ‘in addition to the NES, employees terms and conditions at the workplace could come from a modern award, agreement, pre modern award and state and federal laws’, let’s see what those National Employment Standards entail in reality.

What are the National Employment Standards?

There are 10 core points in regard to employment laws in Australia, known as 10 National Employment Standards. Let’s cut to the chase and list those 10 standards with a brief description of each.

1. Maximum amount of weekly hours – what is this number you may ask; it is 38, with a reasonable extra hours.

2. Personal or carer’s leave – Australian employees are entitled to 10 days of what’s commonly known as sick leave. Doctor certificate may be requested by the employer for this. This is paid leave.

3. Flexible workplace arrangements – this only applies to carers or parents of preschool children or children and teenagers under the age of 18 who have the disability.

4. Parental leave – this allows new or otherwise parents to take up to 12 months of time off related to parenting.

5. Annual leave – most Australian workers receive 4 weeks paid leave every year with exception of some shift workers who receive 5 weeks.

6. Long service leave – This generally means that any employee who’s worked for the same company for over 10 years gets around 8 weeks of paid leave.

7. Community service leave – This includes unpaid leave to volunteer or up to 10 days of paid jury duty leave.

8. Redundancy pay and notice of termination – In general terms, this obligates an employer to give 4 weeks of notice to the worker prior to redundancy or other termination and up to 16 weeks of redundancy pay, depending on the length of service.

9. Statement and provision of Fair work Information – What this basically means is that employers need to make new employees aware of their rights through Fair Work act and the national employment laws, in Australia’s case – National Employment Standards (NES)

10. Public holidays – Paid time off during Australian public holidays

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History of Discrimination

Discrimination has a long history throughout the world.  Most societies, especially the larger ones, have practiced some form and some degree of discrimination.  In fact, a notable trend (though by no means necessarily an always true law) is that larger societies have had a larger propensity to discriminate.  Why?  Because of their achievements.  Larger societies, to reach the size that they were, had to accomplish.  They built extensive and complicated networks.  Their engineering was on a scale and level enough to support a large society.  Their art was complex.  They had a formal language and writing system.  All of these things were–and are–marvelous achievements.  But couple with them the fact that for most of human history, people lived only within their societies and had almost no contact with peoples of different societies, and it becomes easy to see why discrimination occurred.  They saw others as foreign and “backward,” not having accomplished as much as they did.

From a list of all of the societies that ever existed, it is easy to pick out societies that discriminated.  Spain used to discriminate heavily against the Jews, who were forced either to convert Catholicism or to leave Spain.  The Spanish also created a body–called the Inquisition–to persecute who were not like them.  So, people were persecuted for being Jews.  If someone was thought to be a witch, the she or he was also persecuted.  Likely, homosexuals were also persecuted.

In South Africa, Australia, and the Untied States, the black and indigenous populations have faced heavy persecution.  Jim Crow laws in the United States, intentionally imitated by South African and Australia, persecuted blacks.  Segregation was prevalent in all of these three countries.  Blacks were illegally prevented from voting.  Violence against blacks was common.  In the Untied States, the native American population faced heavy discrimination.  Their families were broken up, the children were forced to go schools that would eradicate their culture, and families were forced to abandon their original ways of life and live on reservations.

Fortunately, the world as a whole is less tolerant of discrimination today than it was in the past.  Most nations have laws barring most, if not all, forms of discrimination (discrimination based on sexual orientation is an exception, though, and still faces a lot discrimination across the world).

One specific barring of discrimination in the U.S. involves employment practices.  Employers are prevented by the law from discriminating against employees or potential employees (during interviews).  If you feel you have been a victim of any sort of work place discrimination, contact the Orange County Employment Discrimination Lawyers of Perry Smith by visiting their website or by calling 888-356-2529.

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Human Resources Communications Policies

Making things clear

Policies are a set of documents that describe an organisation’s guidelines for operation and the procedures necessary to fulfil these policies. Policies are often initiated in conjunction with the Business Development department or because of some external requirement, such as business regulations and possibly new legislation.

The Communications Policy will deliver HR policy information and benefits in a consistent and effective manner. These policies are maintained, reviewed and updated by Human Resources in consultation, where applicable, with Trade Unions.

Policy manuals exemplify downward communication intended to help employees perform their jobs. The aim of the policy is to improve policy compliance and have all the answers that an employee might ask in black and white. This will effectively reduce or possibly eliminate calls to the HR department.

Fair and consistent treatment

HR policies and procedures can help organizations to develop fair and consistent approaches to managing and developing people and can protect against legal claims. They can provide all employees with guidance about their own and the organization’s responsibilities. In its introduction, the HR Communications Policy may establish the principles upon which open, effective and productive communication should take place.

Policies need to be tailored to suit the culture, circumstances and size of an organization. For example, the policy may cover: publications, employee surveys, suggestion scheme, board of directors’ meeting, staff meetings, trade union membership, the media, responsibility and media publicity.

As an organisation grows, or the environment in which it operates changes, its need for HR policies and procedures will change. New policies will need to be developed and formalized, or existing policies reviewed, to ensure a consistent and fair approach – and to avoid wasting time by having crises dealt with in an ad hoc way. Introducing an HR policy doesn’t mean that the organization previously had no provisions in place. It reflects a desire to formalize arrangements in certain areas of people management and development for the reasons suggested.

Use of Communications Systems

Having a Communications Policy is crucial today because communication systems are not only an essential tool for doing business, but also an integral part of the daily work of many employees. Since these systems affect virtually every organizational function, from customer service to production, employers should adopt a communication systems policy that identifies the proper use of communication systems and encourages employees to explore new information resources.

This type of policy should provide information regarding monitoring employee communications including telephone conversations, voice mail and e-mail, improper use of employer equipment, opening mail in the office, and expectations of employee privacy.

Human Resources Solutions

Employers are becoming increasingly frustrated at the amount of time employees spend on the internet or on personal emails. Naturally, they turn to monitoring. But is keeping tabs on your staff justified or legal?

A Communications Policy can help with compliance to the law, but employers also have a number of considerations, legal and practical, in arriving at a policy. Should they ban all personal email and internet use? This solves the problem of having to distinguish between personal communications and business communications (intercepting the content of personal communications is not authorized by the Regulations) but may not be very popular with employees who often see email and internet as a perk of the job. An alternative is to offer employees use of a personal template so that it is always clear when an email is personal and the employer can ensure that it does not monitor the content of these.

Employees may have human rights concerns if all personal telephone use is banned, so employers must consider what is reasonable and admissible, e.g. allow reasonable use or provide pay phones.

One of the key principles of The Data Protection Act is telling people what is happening with their information, and this is where a Communications Policy is a useful tool. One key advice to employers is therefore to establish a policy and communicate it.

The policy must be uniformly enforced through employee education, ongoing monitoring and appropriate discipline. Obtaining prior consent also serves to diminish an employee’s expectation of privacy and will generally protect employers from liability. One of the key goals for an employer’s Communications Policy is to eliminate any employee expectations that business communications are confidential.

Interception policy

Once an employer is satisfied that he has lawful authority to intercept employees’ communications, he must make reasonable efforts to inform people about interception. This is where communications policies again come in, telling employees what may happen. Employers may also have to consider how they make reasonable efforts to inform third parties. Can they include this in their terms of business, on their email disclaimer notices, on their web sites? As a basic checklist employers should develop a clear policy, communicate it to employees, create audit trails, enforce the policy and consider alternative technical means.

Consistency in enforcement of a policy is particularly important. An employment tribunal, for example, may not take kindly to evidence that an employee has been singled out for action when a blind eye has long been turned to particular activities. If there have been previous policies that haven’t been enforced, then employers should start again.

Where to begin?

A policy manual that can be anything up to a hundred pages long can present a challenge for busy HR professionals. But take heart: the hard work has already been done for you in the form of free download or purchasable software. An excellent example of a Communications Policy (governing authorized use of internet and email facilities assuming that limited personal use is permitted) is available for free download from which can be adapted to your company’s needs.

It contains the following sections: Introduction; general principles; use of electronic mail business use, personal use; use of internet and intranet; system security; working remotely; personal blogs and websites; monitoring of communications by the company; data protection; compliance with the policy.

A checklist

The following is a checklist to be used in developing a policy on employees’ use of the employer’s electronic communications and computer information systems:

  • Define what systems are covered by the policy, e.g., voice mail, e-mail, Internet, and computer systems and files.
  • Make clear that use of employer’s computer systems is to be used for business purposes only, and all files and messages are company property.
  • If personal use is permitted, prohibit personal use that interferes with employee’s work or that of others (e.g., prohibiting non-work related websites such as chat rooms, games, travel, shopping, stock trading, hate/discrimination, pornography, etc.).
  • Prohibit inappropriate use including transmitting or downloading of material that is discriminatory, defamatory, harassing, insulting, offensive, pornographic or obscene.
  • Prohibit copying and sending any confidential or proprietary information, or software that is protected by copyright and other laws protecting intellectual property.
  • Prohibit unauthorized access by employees of other employees’ electronic communications.
  • Notify employees that any misuse will be subject to discipline, up to and including termination.
  • Inform employees that employer may access, search and monitor voice mail, e-mail or company files of any employee that are created, stored or deleted from company computer systems.
  • Advise employees they should not expect their communications or use of employer’s computer information systems to be confidential or private.
  • Have employees sign company policy or notice on acceptable usage of employer’s computer information systems.
  • Consider installing an on-screen warning that appears every time employees log onto their computers.

Introducing the policy

The culture of the organisation and the complexity of the policies will influence how a policy is introduced. For example, when it comes to communication, hard copies could be given to employees or put on notice boards, or ‘soft’ copies circulated by email or placed on an intranet.

It is important for policies to be linked to business strategy, with a definite purpose for their creation. The communication process should be tailored to the organization.

Communications Policies are flexible documents, able to adapt to changes in strategy and direction. They are open and transparent, suited in tone to the culture of the organization and developed through the involvement of employees and interested stakeholders. They need to be easily understood, written in plain English and/or Maltese containing no jargon and be communicated to all employees. The policy should be in a format employees will use, be practical and enforceable, and with logical implementation. The support of managers, including support from senior managers, is crucial.

© Copyright 2007, Commercial Services Bureau (CSB) Ltd.

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Employment "At Will"

This term might surprise you when you begin to look at West Virginia employment law. It seemed a strange set of words to use, especially to someone who is seeing it for the first time.

What does employment “at will” mean?

West Virginia, like the majority of other States in the Union, define that an employee is working “at will” when he or she is working without the benefit of a written contract.

A large number of these people could be working while the contract itself is written and signed by the appropriate company representative. There are often instances when the employee is being reviewed to ensure they are able to perform the work they were employed to do and they can also fit into the work environment.

There may be many people who have no prospect of getting a written contract. For all these people an employer should have a clearly written “at will” statement which both the employer and employee can see their own responsibilities. The statement should be set out in clear English avoiding legalese or jargon.

In West Virginia, the “at will” employee may terminate their employment at any time. This is not the case for the employer. The employer cannot terminate the employee’s work for an illegal reason. What is covered as an illegal reason? The employee cannot be terminated in such a way that would mean they were facing discrimination for age, sex, race, religion or being pregnant. The employee may not be terminated if they have spoken to authorities about health and safety lapses within the company or any other actions whereby they may be termed a “whistleblower”.

Here are some hints about the “at will” statement.

There should always be a clear message that no company representative can change the “at will” statement by verbal or written promises. Work rules and disciplinary procedures should be reiterated in this document. There is no benefit in referencing other documents which are not being passed to the new employee. A copy of the “at will” statement should be provided to the prospective employee with the offer of employment or application form. If the situation of being “at will” is aimed to be for a set probationary period you should ensure it is stated in the offer of employment.

In summary, be very clear what you expect from an “at will” employee. If there is a prospect of terminating their employment as they do not work to the company guidelines or do not fit into the work environment, you should give them adequate warning before you terminate, allowing them time to change their behaviour. Also, you should always take legal advice before the termination, as it is advantageous for you to follow procedure correctly, as this will save you both time and money.

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How to Choose Your Executive Coach – 1

Executive coaching is a very powerful method of developing business leadership. There are a lot of leadership courses out there in the market. Many bear marque names of Ivy League business schools. Typically, leadership courses consist of some theory or concepts, case studies, and group discussions. The leadership courses revolve around the brand of a famous B-school or some charismatic speaker. If you have attended such leadership courses, you will remember feeling good about the intellectual stimulation and networking. But other than carrying a the heavy course material nothing really happens in your actual work. The so called investment does not give any other returns.

Executive Coaching, on the other hand, centers around the learner on the job. An executive coach helps the learner in identifying key areas of focus and helps in developing an action plan. Executive Coaching deals with the person, the job challenges, and the skills needed. Therefore executive coaching is very effective in developing leadership skills.

The question is how to select a good executive coach? This series deals with this crucial question.

This attribute is quite easy to miss -your executive coach must have integrity!

I know, integrity is a minimum requirement in every profession. But here it takes a different dimension.

Your coach is asking you questions. Your answers do not create a flattering picture of yourself. You get hot under the collar and wonder why I am paying this guy? Yet your coach presses on.

When an executive coach is confronted with a situation of conflict between professional duty (advice that is beneficial to client) and continuity of the coaching assignment he or she gives priority to the professional duty -that kind of integrity.

Such executive coaches are few in number. They also tend to focus only on large companies and their CEOs. You have to also ensure that he or she is accessible to you and also affordable.

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Employment Lawyer – Protecting Your Rights at Work

Employment lawyers are lawyers that deal with labor disputes, such as overtime pay, harassment cases, job termination, and others. By representing the workforce in a court of law, they are charged with protecting the rights of people as employees. If you have experienced problems at your job, hiring an employment lawyer can help you get results in court.

If at work you have experienced anything that violates your rights as an employee, the best option sometimes is to just wait. Be sure to take down exact quotes and numbers and gain as objective a view as possible. By acting too prematurely, you put yourself in danger of being forced to go to court with your conflict, as opposed to keeping all options for resolving your conflict open. Taking the time to try to talk to your boss may ultimately prove more beneficial to you as opposed to settling in a courtroom. By attempting to work out issues face to face out of court, you can save yourself a lot of money and potential stress. If you still have issues even after talking to your boss, then the next step may be to get an employment lawyer. You have very specific rights as an employee, and if they become compromised, you are authorized to go to court with your complaint.

The process of picking a good employment lawyer is very important. You want to make sure you are well represented in court and that he’ll work to get you what you deserve. Picking an employment lawyer doesn’t need to be a nightmare; there are little things you can do to aid in the process. Make sure to check for local employment lawyers and ask if they provide a free consultation. Meet with your potential lawyer and evaluate how you feel. Ask plenty of questions and make sure he knows all there is to know about employment labor laws and what applies to you.

Going to court can be scary, but there are things you can do to prepare yourself and your argument against your employers. Go online and research your rights as an employee, as well as the rights of an employer. Make sure you thoroughly understand your situation and what specific laws apply to your case. Having more knowledge of your situation will help you appear more prepared and more convincing in court. Have confidence in the employment lawyer you hired and work together to fight towards the outcomes you want.

Objectivity is vital in your arguments. If you become emotional and over-dramatic, you will only paint for yourself a bad representation. Being objective and working with the facts will make you and your case more convincing. Try to gather witnesses, testimonies, and other forms of evidence to be able to justify and explain what you have issues with. A calm, confident demeanor, a trustworthy employment lawyer, and good evidence will help you gain the upper hand in court.

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