It’s the CareerBuilder.com survey of “The Most Outrageous Resume Mistakes Employers Have Found.” Eat your heart out “Butt Fumble“!
(Hey, don’t blame me. I voted for Kodos.)
Either way, it’s free and I’ve done all the hard work for you. Indeed, here’s what I did:
And here is your bounty:
In their quest to survive and eventually thrive, many small businesses do not prioritize EEO compliance. I’m not saying that small businesses purposefully set out to break the law. It’s just that, with a limited budget, HR’s squeaky wheel isn’t the first to get greased.
Perhaps recognizing this reality, yesterday, the U.S. Equal Employment Opportunity Commission announced (here) that had released a new online resource center designed to help small business owners comply with the laws enforced by EEOC.
If your Saturday night consists of nerding up on HR compliance with both the Family and Medical Leave Act and the Americans with Disabilities Act, why fight it? We’re kindred spirits. So, take my hand…
And prepare for a magical 9/24.
The facts showed that the diabetic cashier twice violated the store’s grazing policy by removing bottles of orange juice from the store cooler without immediately paying for them. Except, she may have taken the OJ, because the store otherwise refused to accommodate her disability. Continue reading
In 2014, President Obama signed the Fair Pay and Safe Workplaces Executive Order. Folks like me on the management-side refer to this Order as the Blacklisting rules. In general terms (I’ll get a little more specific below), the Blacklisting rules require prospective federal contractors and subcontractors to disclose anything that may appear on a laundry list of labor-and-employment-law faux pas.
If you read on, I’ll tell you who’s covered by the Blacklisting rules (hint: lots of government-contractor employers), what they say, and when they take effect. I’ll also include some tips about how you can proactively prepare for these Blacklisting rules now.