If you were an employer, what evidence would you use to determine an applicant’s general suitability for a professional position?
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Q: Which employee benefits are required to be discounted in accordance with AASB 119?
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Q: Tell me at what point in the interview process should a disability be discussed, if ever?
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Q: What are some unethical things that employers do that may land them in trouble with the law?
A: Concept of Unethical Business Practices - The concept of the unethical business practices, can be…
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Q: What are the obligations of the employer and the responsibilities of the employee?
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Q: what are the legal risks of companies that use contract employees?
A: Contract employees can be defined as independent workers who work for an organization for a specific…
Q: What would be common faults when come to conducting an employment interview?
A: An employment interview is a trade between an applicant and an imminent boss or their agent. It is a…
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Q: what are the differences between termination by dismissal and termination by discharge?
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Q: If given a chance to run as a Juror of an organization, what plans of action will you have?
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Q: discuss attitudinal characteristics an applicant seeking for a job must demonstrate during an…
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Q: ●On what laws and legal concepts did the employer apparently base its termination of this…
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Q: Do you plan to interview employees when they resign?
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Q: According to the ADA, after which stage of the selection process can an employer require an…
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Q: Examine the concept of "employment at will" and the public policy exceptions to it. How does it fit…
A: At-will implies an employee can be released from his position without an appropriate explanation. An…
Q: In one paragraph, Describe the importance of maintaining employee confidentiality during the…
A: Recruitment is the process through which the organization selects and appoints potential and…
If you were an employer, what evidence would you use to determine an applicant’s general suitability for a professional position?
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- Job analysis provides the basis for determining what types of information should be obtained from the applicant, from previous employers, and from other sources. True or falseGive some of the differences between legally required benefits an employer must give to employees and the discretionary benefits they may elect to provide.What specific restrictions does Title VII place on an employer's ability to recruit and hire?
- Obtain a copy of your current job description from your employer. In the instance that you are unemployed, obtain a copy of your job description from your former job. Provide an analysis of your job description. Do you think that it matches your current status and industry standards? What changes, if and, would you make to the job description/specification? Please help . Administratrive SecretaryDiscuss a situation that would specifically and legally call for hiring a certain culture, race, age, or sex for employment and why?Employers use many different pieces of information to try to determine if an applicant will be successful on the job true or false
- some companies require credit background checks before hiring an applicant. Is this a practice that should be banned?If a CEO of a not-for-profit hospital is doing an excellent job, should she be rewarded by the governing board with a substantial pay increase? If she is, what are some of the potential legal ramifications? What if the CEO’s pay has traditionally been very low, and this increase now puts her compensation in line with other similar not-for-profit hospitals?From the employer's view, argue whether personal information such as arrest record, medical records, or sexual orientation is appropriate to be asked in the employment application, and ethical impact of this practice to the employees
- Assume the following hypothetical situation: A company is being sued for negligent hiring. They hired an employee who at the time of recruitment disclosed verbally and stated in writing about their prior drug addiction. They have successfully completed a rehab program. Was this a negligent hire? Why or why not? If the employee came to work one day under the influence but no one noticed and the employee ran a hand truck into a customer causing injuries, was this a negligent hire? Why or why not? Ignoring the information from Question B, how do you reconcile not hiring a recovering addict for safety concerns with this from the EEOC? "Current illegal drug use is not protected, but recovering addicts are protected under the ADA." According to the EEOC's manual, "Persons addicted to drugs, but who are no longer using drugs illegally and are receiving treatment for drug addiction or who have been rehabilitated successfully, are protected by the ADA from discrimination on the basis of…What are the attitudinal characteristics of an applicant seeking for a job must demonstrate during an interview session?Why do employers turn to private employment agencies for assistance in recruiting? Provide at least four reasons for the use of such employment agencies