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Doug Dvorak's Success Strategies
Helping Clients Enhance Business Performance and Leadership Success
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April 2007
- Vol 1, Issue
9
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In This Issue
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Quick Links
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In this month’s issue of Success
Strategies, we look at some of the
complex laws and issues that
govern employer-employee
relationships, as well as the
provisions requiring reporting or
record-keeping. The Age
Discrimination in Employment Act
(ADEA,) the Americans with
Disabilities Act (ADA, the Employee
Retirement Income Security Act, the
Fair Labor Standards Act, and laws
such as COBRA make maneuvering
the legal landscape more
challenging than ever.
As hiring managers, we can’t
afford to make ill-informed or poor
hiring decisions. I know these
articles will be of interest and
valuable to you in growing
personally and professionally. If you
have any questions or comments
pertaining to the newsletters
content, please call or email me
directly at
speaker@themastersofsuccess.
biz
or (847) 359-6969.
Continued Success!
Doug Dvorak
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When Hiring, Play For All The Marbles
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What does the expression "playing for all the
marbles" mean to you? Derived from a competitive
children's game, the expression typically conjures up
images of ongoing preparation and a fierce
determination to win.
If you are a business owner or manager with one
of the few job openings available in today's job
market, then the term "playing for all the
marbles" is significant to defining the success of
your business. If you are an employer trying to fill a job
vacancy, it means ongoing preparation and a fierce
determination to hire the best possible talent
available.
Today's economic climate of downsizing and
bankruptcies has produced a job market with a lot of
talented applicants available. The best employers
already know that and are taking action. They prepare
to recruit, interview and select new employees as if
the life of the company or their career depends on it.
They realize that every time there is a reduction in
force somewhere, there is the potential to get a
Secretariat for the price of a very good show horse.
A client recently asked me to assist him in
recruiting and screening prospective applicants for a
human resources position. After a short meeting, I
knew he was playing for all the marbles.
We wrote a classified ad that clearly defined the
candidate as a generalist with supervisory or
managerial skills and experience (in other words,
weaklings need not apply). We profiled the position by
determining the characteristics of the right candidate
and how she or he would function in the company's
environment.
The screening process consisted of converting
160 résumés into 12 telephone interviews, which
resulted in seven on-site, one-on-one screening
interviews. Three of those individuals were chosen to
interview with the local management team.
The next step was not selecting the best of the
three but determining whether to make an offer or start
the process all over again, indicating the employer's
true commitment to excellence. As you prepare to fill
your next vacancy, how will you recruit the right
person? I urge you to prepare to play for all the
marbles and be determined to win the best talent for
your organization.
- Reprint permission granted by: Lonnie Harvey Jr.
of The Jesclon Group Inc. |
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More Employment Laws You Should Know
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In our last issue we wrote
about a couple of the
complex laws that govern the
employer-employee
relationships as well as the
provisions requiring
reporting or record-keeping.
Here are a few more that
you should take
notice of:
Age Discrimination in
Employment Act
(ADEA) is a federal law that
protects older
employees (those over the age of
40) from
employment discrimination on the
basis of age. Only
employers with more than 20
employees are required
to comply with ADEA. The
Americans with Disabilities
Act (ADA) prohibits discrimination
against any
disabled employee or applicant who
could, with or
without a reasonable
accommodation of that
disability, perform a job. The act
also requires an
employer to provide
accommodation, such as
modified work hours or duties, or
special equipment,
if such an accommodation is
not "unduly
burdensome" and is necessary
to help the
disabled employee perform his or
her job.
Pensions, benefits and
compensation
are governed by an array
of laws, including the
Employee Retirement Income
Security Act, the Fair
Labor Standards Act, and laws such
as COBRA,
which requires an employer to
continue some forms
of employee insurance coverage for
a period of time
after the employee has been
terminated. Some
employment benefits are also
mandated by state or
federal law, such as Social
Security, unemployment
compensation, and workers'
compensation.
Wrongful termination or
discharge
refers to terminating an employee in
violation of a
public policy of a state, such as
when the employee
has reported a violation of the law
by the employer.
Many states also recognize a claim
for wrongful
termination where the employer has
violated its
employment contract with the
employee.
Retaliation for making a
claim or reporting
a violation is prohibited by
most of the federal
and state laws relating to the
workplace. In the case of
Title VII and other federal
antidiscrimination laws, a
retaliation claim may be maintained
even when an
employee cannot show that he or
she was
discriminated against.
Ask your attorney for advice
on all legal
matters.
The information presented
here should not be
construed to be formal legal advice
or the formation of
a lawyer/client relationship. This
newsletter makes no
claims or representations as to the
validity of the
articles submitted by 3rd party
authors. |
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Doug Dvorak is the CEO of Dvorak
Marketing Group,
Inc., a worldwide organization that
assists clients
with productivity training and
customer service and
sales excellence management
workshops. Doug’s
clients are characterized as Fortune
1000 companies,
small to medium businesses, civic
organizations, and
service businesses. Doug has
earned an international
reputation for his powerful
educational methods and
motivational techniques, as well as
his experience in
all levels of business, corporate
education, and
success training. His background in
sales, leadership,
management, and customer loyalty
has allowed him
to become one of world’s most
sought-after
consultants, lecturers and teachers.
This vast
experience has helped him shape
and determine his
philosophies on success in
business, which he now
shares annually with thousands of
individuals through
keynote presentations, syndicated
writing, television,
seminars, books, and tapes. If you
would like Doug to
address your organization with a
dynamic and
educational presentation, or if you
would like to host
a workshop, please contact Doug at
(847) 359-6969
or
Doug@DougDvorak.com.
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Featuring Doug Dvorak
Joined by
Ken Blanchard
Jack Canfield
& John Christensen
WHAT DOES IT TAKE TO BE A MASTER OF
SUCCESS?You will find answers as well as tips
and ideas on how
you can be a success in your own life from these
fascinating entrepreneurs.
Groundbreaking interviews packed with
Information & Inspiration destined to help you
Succeed in Business and in Life!
Order your copy today! |
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Don't miss our next issue.
Subscribe Today!
12 issues for only $97
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>The pessimist sees difficulty in
every opportunity. The optimist sees the opportunity in
every difficulty.
- Winston Churchill
A man is not idle because he is
absorbed in thought. There is a visible labor and there
is an invisible labor.
- Victor Hugo
With courage you will dare to
take risks, have the strength to be compassionate,
and the wisdom to be humble. Courage is the
foundation of integrity.
- Keshavan Nair
To care for anyone else enough
to make their problems one's own, is ever the
beginning of one's real ethical development.
- Felix Adler |
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Sincerely,
Doug Dvorak
Dvorak Marketing Group
phone:
847-359-6969
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