Dating for dummies 2nd edition complete ebook bonus article pdf


06-Jun-2019 01:22

He also was named 2003 CEO of the Year by Morningstar, an independent research firm. What follows is a rough description of the sequence of events that typically takes place after a claim is registered with the EEOC. The EEOC doesn’t investigate and evaluate a charge when it’s clear, for example, that the EEOC simply doesn’t have jurisdiction. The EEOC generally requests information about the allegations in the charge, including a statement of the company’s position on the merits. The plaintiff gets a chance to tell his side of the story — that is, why the person feels that he is the victim of discrimination.

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NO WARRANTY MAY BE CREATED OR EXTENDED BY SALES OR PROMOTIONAL MATERIALS. And the court or administrative agency reviewing the situation doesn’t have to agree with you.

Requests to the Publisher for permission should be addressed to the Legal Department, Wiley Publishing, Inc., 10475 Crosspoint Blvd., Indianapolis, IN 46256, 317-572-3447, fax 317-572-4355, or online at You haven’t intentionally adopted a policy against a group, but an apparently neutral policy impacts one group adversely.

Trademarks: Wiley, the Wiley Publishing logo, For Dummies, the Dummies Man logo, A Reference for the Rest of Us! What happens if you are challenged on this policy, and a disparate impact is shown?

THE FACT THAT AN ORGANIZATION OR WEBSITE IS REFERRED TO IN THIS WORK AS A CITATION AND/OR A POTENTIAL SOURCE OF FURTHER INFORMATION DOES NOT MEAN THAT THE AUTHOR OR THE PUBLISHER ENDORSES THE INFORMATION THE ORGANIZATION OR WEBSITE MAY PROVIDE OR RECOMMENDATIONS IT MAY MAKE. Library of Congress Control Number: 2006934827 ISBN-13: 978-0-470-04930-3 ISBN-10: 0-470-04930-8 Manufactured in the United States of America 10 9 8 7 6 5 4 3 2 1 2O/RU/RR/QW/IN About the Author As chairman and CEO of Robert Half International Inc., the world’s largest specialized staffing firm, Harold M. is one of the foremost experts on human resources and employment issues. .9 Scoping Out the HR Role ................................................................................9 Strategist versus administrator..........................................................11 Adapting to the changing workplace .................................................12 Easing the work/life conflict ...............................................................13 Avoiding the baby boom bust.............................................................14 Workforce diversity: Making it work..................................................14 Rising healthcare costs........................................................................15 Keeping pace with technology ...........................................................16 Rules and regulations: Ethics first .....................................................17 Making HR a Strategic Partner .....................................................................18 Staying Ahead with HR Software ..................................................................19 Become an educated buyer ................................................................20 HR software: A features checklist.......................................................21 Chapter 2: Law and Order: Navigating the Legal Minefield of Hiring and Managing .  Depending on the size of your company and the nature of its business, you may be required to file an annual form (known as the Employer Information Report, EEO-1) that communicates to the EEOC the demographics of your company’s workforce broken out into specific job categories.

FURTHER, READERS SHOULD BE AWARE THAT INTERNET WEBSITES LISTED IN THIS WORK MAY HAVE CHANGED OR DISAPPEARED BETWEEN WHEN THIS WORK WAS WRITTEN AND WHEN IT IS READ. His entire business is built on the premise that the success of any company is based on the extent to which attracting and keeping outstanding talent is a top priority.  Keep on file copies of all documents (job applications, payroll records, discharges, and so on) that may conceivably become relevant in the event your company is ever involved in a discrimination suit.

IF PROFESSIONAL ASSISTANCE IS REQUIRED, THE SERVICES OF A COMPETENT PROFESSIONAL PERSON SHOULD BE SOUGHT. Wiley also publishes its books in a variety of electronic formats. Regardless of how disciplined you are in your company about following equal opportunity employment principles, you must meet these three key requirements:  Post federal and state Equal Employment Opportunity notices.



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