By Dana M. Muir
Managers in any respect degrees are continually challenged to do extra with fewer staff, to inspire diversified teams of individuals, and to withstand tricky humans difficulties of their workforces. a tremendous key to managers' luck is achieving those targets whereas keeping themselves and their businesses from felony legal responsibility. but a few in administration are likely to blame felony necessities for hindering growth towards fixing difficulties. U.S. legislation, although, offers managers with extensive discretion in lots of employment occasions and generally is helping make sure that managers practice their crucial capabilities in a fashion that's essentially reasonable whereas nonetheless assisting corporation goals.A Manager's consultant to Employment legislation can assist managers make day by day judgements on how top to regulate their staff and deal with problems with criminal legal responsibility. specialist writer Dana Muir identifies the delicate and pointless blunders managers make that reason criminal complications and indicates how changing into conversant in simple ideas of employment legislations will let them to advance an inner compass to assist make the best judgements. every one bankruptcy makes a speciality of felony strategies of vast software in trendy office, offering actual examples of difficulties managers face and supplying options for addressing these difficulties
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Extra resources for A manager's guide to employment law: how to protect your company and yourself
There is even some evidence that hair testing can reﬂect secondhand exposure. The hair of children who never took drugs but who were in homes where crack was smoked sometimes reﬂects exposure to the crack. An employer that institutes a drug testing program must consider 42 A Manager’s Guide to Employment Law whether the testing will identify drug use that is of concern and must determine what drugs it will screen for. Finally, some companies require a physical examination before a candidate can be hired.
This type of interpretative question, however, is a difﬁcult one for the courts and other courts using the same statute have held differently. Employment Law from a Manager’s Perspective 15 Consider now whether any of these exceptions would protect Wendy. You have not ordered her to do anything illegal. Nor does it seem likely that any state has a strong public policy in favor of titillating Web sites. So Wendy is unlikely to have a valid claim based on a generalized public policy exception. Nor is your act in ﬁring her the egregious kind of act that tends to run afoul of the good faith and fair dealing exception.
As I will explain later in this chapter, even unintentional discrimination can violate the law. No law requires the typical employer to use any speciﬁc recruiting methods. To obtain a broad applicant pool and achieve a diverse workforce, which also reﬂects their customer base, many employers take proactive steps in advertising open positions and recruiting employees. For example, Kevin might announce the opening in a variety of general and specialized professional journals, schedule interviews at a range of universities, or use a job search ﬁrm.
A manager's guide to employment law: how to protect your company and yourself by Dana M. Muir