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professional advice upload your resume and get daily job search advice | career advancement tips | informative articles on life lessons and much more... email address upload resume make your resume viewable to thousands of employers. monday october 1, 2018 contact us news feed comments feed hr jobs and careers news home job search sitemap hr jobs and careers news about contact us future rss job search jobs rss sitemap thanks rss feed -- 3 ways to help an employee going through a rough patch w ith busy days and never ending to-do lists, it makes sense to be focused solely on your own productivity. but when other employees are struggling with their workloads, it can end up negatively impacting you and the workplace. lending a hand when it comes to reaching out to someone going through a hard time, there are ways to show you care without overstepping. here’s what inc.com contributor art markman says you should do: 1. address what you’ve observed . the first step is letting the employee know you’ve noticed they’ve been a little off their game lately. maybe they seem more frustrated or stressed than usual. find a good time to pull them aside and have a chat over coffee. the employee may not want to open up to you about their problems, but that’s ok. by brining this up, you let the employee know you’re there to talk if they want to. 2. validate how they’ve been feeling . a lot of employees try to hide when they’re struggling because they don’t want people to question their ability. it’s possible they’re questioning their own capabilities as well. speak openly about times you’ve had issues staying focused or getting your work done. it’s important to let the person know they’re not alone in their struggle. 3. make a plan . when the employee does open up, you can make the conversation productive. help them come up with a plan. if the person is overwhelmed by a big project, try to break it down into more manageable parts and help them come up with a list of things they can accomplish day by day. making a solid plan will help the employee refocus. tweet this post written by admin on september 27, 2018 posted in uncategorized leave a comment -- aclu sues facebook for discriminatory job ads f acebook is in hot water once again — this time, for job ads targeting exclusively men for roles such as police officers, truck drivers and sports store clerks. the aclu lodged a complaint against the social media giant — as well as 10 employers that used facebook to post ads — on behalf of three female job hunters and the communications workers of america. civil rights violation? the complaint was filed with the eeoc and accuses facebook of enabling discriminatory job postings. specifically, companies used facebook’s ad targeting features to exclude female candidates, and young and older men. enhanced roofing and remodeling made its help wanted ad appear only to men 23 to 50 years old. the city of greensboro, nc published an ad looking for police officers, but only men ages 25 to 35 could see it. but the aclu is more focused on facebook than these employers — after all, the social media giant is the one that allowed ads to be marketed and delivered in this way. “this type of targeting is as illegal now as it was in 1964 when the civil rights act was passed,” a spokesperson for the aclu said. “it also essentially acts as a recruiter connecting employers with prospective employees. in this context, it should be legally accountable for both creating and delivering these discriminatory ad campaigns.” this case is currently pending. employer takeaway facebook’s legal trouble emphasizes to employers how risky it is to target candidates based on any protected factors, such as gender or age. even if you don’t target candidates in this way, it’s smart to review the language of your job postings. what does it say about experience levels? does it say anything about preferring recent college grads? wrongly worded job posts could be considered discriminatory. tweet this post written by admin on september 20, 2018 posted in uncategorized leave a comment -- staying compliant during natural disasters: pay, leave questions answered t he arrival of hurricane florence — and the dreaded aftermath — has a lot of employers wondering about hr challenges that come along with natural disasters. flsa and fmla compliance is a big concern at times like this, and employment lawyer kara maciel answered some common questions hr pros have when disaster strikes. wage and hour concerns if our company closes due to the storm or damage afterwards, do we have to pay employees for that time? according to the flsa, nonexempt employees only have to be paid for time actually worked. so, while the worksite is closed due to a natural disaster, these employees don’t have to be paid. exempt employees are a different story. these workers have a fixed weekly salary, and must be paid this full salary if any work was performed during the week. so, if the company closes wednesday due to the storm, exempt employees would still receive their normal paychecks, even though they only worked monday and tuesday. note: employers can require workers to use available leave during this time. if the worksite is open, but employees can’t come in due to the weather, is it legal to dock exempt employees’ salaries? the dol says when employees have transportation issues in severe weather, the absence can be counted as personal time. employers can place these employees on temporary leave without pay until they return. however, if a salaried employee only misses a few hours of work, their pay cannot be docked. note: before docking anyone’s pay, it’s best to seek legal counsel. there are also other options, such as allowing the employees to “make up” the time they missed. fmla issues can employees affected by the hurricane take fmla leave? workers may use fmla leave if they suffer a serious health condition as a result of the natural disaster. an employee can also use this time to care for an affected family member. one example of an fmla-qualifying condition resulting from the hurricane is medical equipment not operating due to power outages. tweet this post written by admin on september 15, 2018 posted in uncategorized leave a comment -- sixth circuit: high standard to prove employees are similarly situated a recent ruling by the sixth circuit shows when it comes to discrimination lawsuits, the standard is pretty high for proving the employees who received differential treatment are actually similarly situated. when a company fired ramona debra for indiscretions younger workers weren’t punished for, she filed an age discrimination lawsuit. but she had trouble showing the court her situation was comparable to her younger co-workers’. backstory debra worked as a bank teller at chase. but after making a series of errors — overpaying customers, leaving funds unsecured on counters and forgetting to return bank cards to customers — she was terminated. while these appear to be fireable offenses, debra claimed her colleagues made the same errors and weren’t fired. since they were all younger than her, debra alleged her age was the real reason she was terminated. different supervisors the court said debra’s claim came down to proving she and her co-workers were similarly situated. and while they all had the same job and committed the same errors, debra had a different supervisor. the other employees’ supervisor was known to be more lenient than debra’s. it was true that several other tellers had made the same mistakes (or worse) than debra, but there was no employee who shared debra’s supervisor, was younger and committed the same errors. therefore, the sixth circuit reaffirmed a lower court’s decision and granted summary judgment to the company. takeaway this ruling is good news for employers. discrimination claims rest on employees’ ability to show they were treated less favorably than similarly situated colleagues. this case shows that even just

URL analysis for hrjobsandcareers.com

http://www.hrjobsandcareers.com/redir.php?url=http://www.hrcrossing.com
http://www.hrjobsandcareers.com/nike-bolsters-wages-of-7k-staffers-to-close-pay-gap-will-other-firms-follow-its-lead/#comments
http://www.hrjobsandcareers.com/3-ideas-to-liven-up-your-one-on-one-meetings/#comments
http://www.hrjobsandcareers.com/court-ruling-adds-confusion-to-handling-medical-marijuana-in-the-workplace/
http://twitter.com/home/?status=court+ruling+adds+confusion+to+handling+medical+marijuana+in+the+workplace+http://www.hrjobsandcareers.com/?p=2483
http://www.hrjobsandcareers.com/3-ways-to-help-an-employee-going-through-a-rough-patch/
http://twitter.com/home/?status=staying+compliant+during+natural+disasters%3a+pay%2c+leave+questions+answered+http://www.hrjobsandcareers.com/?p=2490
http://twitter.com/home/?status=3+ideas+to+liven+up+your+one-on-one+meetings+http://www.hrjobsandcareers.com/?p=2484
http://www.hrjobsandcareers.com/6-tactics-to-stop-promising-candidates-from-disappearing-on-you/#respond
http://twitter.com/home/?status=aclu+sues+facebook+for+discriminatory+job+ads+http://www.hrjobsandcareers.com/?p=2491
http://twitter.com/home/?status=6+tactics+to+stop+promising+candidates+from+disappearing+on+you+http://www.hrjobsandcareers.com/?p=2486
http://www.hrjobsandcareers.com/6-tactics-to-stop-promising-candidates-from-disappearing-on-you/
http://www.hrjobsandcareers.com/sixth-circuit-high-standard-to-prove-employees-are-similarly-situated/
http://www.hrjobsandcareers.com/feed/
http://www.hrjobsandcareers.com/contact-us/

Whois Information

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Domain Name: HRJOBSANDCAREERS.COM
Registry Domain ID: 1582153571_DOMAIN_COM-VRSN
Registrar WHOIS Server: whois.godaddy.com
Registrar URL: http://www.godaddy.com
Updated Date: 2018-01-04T10:51:01Z
Creation Date: 2010-01-17T16:16:56Z
Registry Expiry Date: 2019-01-17T16:16:56Z
Registrar: GoDaddy.com, LLC
Registrar IANA ID: 146
Registrar Abuse Contact Email: [email protected]
Registrar Abuse Contact Phone: 480-624-2505
Domain Status: clientDeleteProhibited https://icann.org/epp#clientDeleteProhibited
Domain Status: clientRenewProhibited https://icann.org/epp#clientRenewProhibited
Domain Status: clientTransferProhibited https://icann.org/epp#clientTransferProhibited
Domain Status: clientUpdateProhibited https://icann.org/epp#clientUpdateProhibited
Name Server: PDNS01.DOMAINCONTROL.COM
Name Server: PDNS02.DOMAINCONTROL.COM
DNSSEC: unsigned
URL of the ICANN Whois Inaccuracy Complaint Form: https://www.icann.org/wicf/
>>> Last update of whois database: 2018-10-03T04:22:15Z <<<

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  REGISTRAR GoDaddy.com, LLC

SERVERS

  SERVER com.whois-servers.net

  ARGS domain =hrjobsandcareers.com

  PORT 43

  TYPE domain

DOMAIN

  NAME hrjobsandcareers.com

  CHANGED 2018-01-04

  CREATED 2010-01-17

STATUS
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NSERVER

  PDNS01.DOMAINCONTROL.COM 216.69.185.50

  PDNS02.DOMAINCONTROL.COM 173.201.78.50

  REGISTERED yes

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