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HR West Magazine Blog focused on What's Next for what maters most to HR. Insightful and timely, it covers best practice trends and presents new ideas and concepts to keep readers up-to-date with the latest in our field. Voices from our nationwide community contribute to a wide range of topics. Articles include valuable practice resources, news and views to provide training, legal and legislative developments, info on quality service providers, and opportunities to form career-long networks and partnerships.

 

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What Do HR Pros Have in Common with Investigators?

Posted By Laurie A. Pehar Borsh, Wednesday, May 16, 2018
Updated: Wednesday, May 16, 2018

Contributed by Tad Downs — NCHRA Talent Acquisition Conference Speaker

As a career criminal investigator my job for the past 25 years has been to put bad guys in jail.
Yes, I know this has nothing to do with the HR profession, and I am sure you are asking,
Why is a criminal investigator writing an article for an HR publication?”

It is simple: Investigators and HR Professionals have more in common than you may think!

Read more on the HR West Blog!

 

 

 

Tags:  Hiring  HR Management  interviews 

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Five Questions to Ask of Your Employer Review Site

Posted By Laurie A. Pehar Borsh, Monday, April 30, 2018
Updated: Monday, April 30, 2018

By Kristine Campbell, Founder, Rankfull

Five Questions to Ask of Your Employer Review Site

In today’s age of anonymous online sharing, platforms that show what employees really think about a company are bringing new levels of workplace transparency. Job seekers can learn if a company matches their workplace needs. Employees can voice their thoughts both securely and anonymously. And employers can keep a pulse on employee sentiments about everything from advancement opportunities to the company culture. To meet these needs, traditional platforms such as Glassdoor have long relied, at least partially, on anonymous comments.

Read the article >> here.

 

 

Tags:  company reviews  employee retention  engagement  hiring  recruiting  transparency  workplace 

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Reinvent Your Onboarding Process

Posted By Editor, Laurie, Tuesday, January 9, 2018

Contributed by Holly Burkett, Ph.D., SPHR, HR West 2018 Speaker*

At Cirrus Logic, ranked eighth on the 2015 Great Place to Work® Best Medium Workplaces list, new hires are immersed in a culture camp called the School of Cirrus Rocks. At the camp, participants first learn about company values through storytelling. They then break into groups and create a story in the form of a song about working at the company. Later, they meet at a local bar with local musicians to perform their songs and get cheered on by their teams and supervisors.

While many organizations prefer more structure to onboarding programs, others follow a sink-or-swim approach, where new employees must figure out on their own what the team and the organization expects from them. Whatever form onboarding takes in your workplace, it is one of the most important contributions a hiring manager or HR professional can make to talent retention, employee engagement and organizational performance.

What Is Onboarding and Why Does It Matter?  Continue reading on the HR West Blog.

Tags:  employee retention  hiring  HR Management  HR WEst 2018  onboarding 

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SSN Mistake Leads To Million Dollar Verdict

Posted By Laurie Pehar Borsh, Wednesday, September 14, 2016
Updated: Wednesday, September 14, 2016

By Robert Neale, Partner and Kim Thompson, Partner - Fisher & Phillips 

Neale will present, Hiring Foreign Workers: Visas, I-9s and Other Considerations, at the Global Workforce Conference tomorrow, September 15th in Santa Clara. If you are local to the Bay Area, and not planning to attend, it's not too late to register (at the door). Get more information here. Qualifies for 6 SHRM PDCs / 6 HRCI Recertification Credits - Global and General. Follow updates from the event on #NCHRAGlobalFisher & Phillips is a  Global Workforce Conference sponsor.

SSN Mistake Leads To Million Dollar Verdict

How Can You Avoid A Similar Fate?

A federal court in California recently ruled that a job applicant’s admission that he used a false Social Security Number (SSN) cannot be the basis for disqualifying him from employment on good moral character grounds. The court awarded the plaintiff over $1 million as a result of the employer’s misstep, which should serve as a wake-up call to all employers when it comes to handling SSN issues.

Employer: “Former False SSN = Lack Of Integrity”
Years ago, Victor Guerrero entered the United States as a child from Mexico. As a teenager, he used a false SSN to seek employment. Guerrero eventually became a lawful permanent resident and then a naturalized U.S. citizen. By legalizing his immigration status, he was able to obtain a valid SSN.

In 2011, Guerrero submitted an employment application to become a corrections officer with the California Department of Corrections and Rehabilitation (CDCR). He passed the written and physical exams and met all of the other job qualifications.

But during his interview and routine background check, Guerrero admitted to previously using a false SSN to seek employment. The CDCR denied his employment application and sent him a rejection letter stating that his past usage of a false SSN showed that he was “not suitable to assume the duties and responsibilities of a peace officer.” The letter also stated that using the SSN showed a “willful disregard of the law” and a “lack of honesty, integrity, and good judgment.”

Guerrero filed a lawsuit against the CDCR in the U.S. District Court for the Northern District of California, seeking damages based on a violation of Title VII of the Civil Rights Act of 1964. He argued that as a Latino job applicant, he was subjected to national origin discrimination because the job application process required him to disclose that he had used a false SSN in the past. 

Court: “Policy As Applied Is Discriminatory”
The court held that while California law required the CDCR to conduct a background investigation to ensure good moral character, the “good moral character” hiring policy had a significant disparate impact on Latino applicants like Guerrero, even though it was facially neutral. In light of that, the CDCR had a duty to apply the relevant EEOC factors – which it failed to do – resulting in the court holding in favor of Guerrero on the Title VII disparate impact claim. The court ruled in his favor and awarded $1,186,307 in attorneys’ fees, $145,972 in expenses, and $140,362 in back pay.

Issue Has Become More Common
As an increasing number of formerly undocumented individuals obtain the legal authorization to work in the U.S, addressing false SSN issues has become a more frequent occurrence facing employers. In 2012, it was estimated that more than 600,000 undocumented individuals were issued temporary employment authorization cards under President Obama’s Deferred Action for Childhood Arrivals (DACA) program. 

Armed with valid authorization for employment, an individual is eligible to seek a valid SSN from the Social Security Administration. Once an individual has a valid SSN, a current employee, who may have presented a false SSN when originally hired, may now come forward with a new SSN and seek to update relevant employment records. 

Employers, especially those in California, need to tread very carefully when presented with evidence of a new SSN and information that the employee originally presented a fake SSN.  In addition to this recent ruling, the state has enacted laws that prohibit adverse treatment of an employee who comes forward with a new and valid SSN. 

Employers who consider past immigration status and associated illegal activity attributed to that status, such as using a false SSN to seek employment, may find that their actions are challenged as unlawful discrimination. As Guerrero’s attorney, Marsha Chien, said in a statement: “If discrimination like this is allowed to stand, millions of hard working people who are legally allowed to work in the U.S. will be left without the means to support themselves and contribute to our economy.”

What Should You Do?
You need to be aware of the interplay between employment discrimination laws and federal and state immigration laws, in particular when it comes to ensuring that employees are lawfully permitted to work in the United States. If you learn of a possible SSN discrepancy or mismatch, either through a letter from the Social Security Administration (SSA), a third party (such as an individual or a governmental agency), or from the employee directly, you should take certain steps to ensure accuracy in your own records and that correct information is communicated to the SSA. 

The first step should be to check internal records to ensure that the correct SSN is listed in the employee’s files. Taking prompt steps to correct errors or to address the situation will show good faith on your part and diminish any indication that you had constructive knowledge that an employee was working without legal authorization. You should never ignore information relating to discrepancies between an employee's name and SSN.

If you receive a mismatch or SSN verification letter from the SSA, you should check your internal records, communicate the information to the employee in question, correct your records (if there was an error), respond to the SSA as indicated on its letter, and insert any notes of explanation, as warranted, in the employee’s personnel file.

Depending on the credibility of the information received alerting you to the possibility of a false SSN, you may need to take additional steps, up to and including termination of the worker’s employment. However, you should seek legal guidance before making any decisions based on an allegation of using a false SSN.

You are encouraged to adopt a written immigration compliance policy and to train all relevant personnel on the importance of adhering to it. You should avoid “citizen only” or “permanent resident only” hiring policies, unless you are required to do so by federal law or based on a federal contract. In most cases, it is unlawful to require job applicants to have a particular immigration status.  

Finally, you should follow the fundamental rule of workplace law: be consistent with all employees and new hires. Following the appropriate I-9 practices will help you minimize the risk of discrimination charges and exposure for failing to comply with Form I-9 regulations.

Tags:  false SSN  Fisher & Phillips  global recruiting  global workforce  hiring  HR  immigrates  RecruitLoop 

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Hiring in 2016: The Surprising State of Compensation and Benefits in the U.S. [Infographic]

Posted By Laurie A. Pehar Borsh, Wednesday, June 8, 2016

There are a lot of things that go into making a job attractive to new hires.

But let’s not fool ourselves, compensation and benefits are, literally, the bottom line. As part of a comprehensive new hire checklist, Betterteam has created an infographic on the state of benefits and compensation in the U.S. for 2016. There are a few surprising numbers - did you know the U.S. ranks #1 in terms of salary? Worldwide, only 7 percent of workers are considered high income. In the U.S. we’re at 56 percent.

Other numbers are not so promising though. We’re number 1 in healthcare - when you look at cost. The small bright spot here is that growth in spending has gone down a modest 3.9 percent in recent years. We’re also bit behind, worldwide, when it comes to family leave. On the high end, Sweden offers 56 weeks of paid maternity leave, South Korea 52 weeks of paid paternity leave. The United States? We’re one of 4 countries offering 0 weeks of paid leave.

Finally, there’s the controversial gender gap. The good news? It’s closing all by itself. The bad news is that at this rate, it’ll be all fixed in 80 years. The U.S. ranks 65th for pay equality. Below, get additional stats, and a humorous view of it all with some of this year’s most prominent political figures.

“Compensation

Hope that infographic helped put U.S. compensation and benefits into perspective, and gave you a little chuckle too. Good luck on the quest for finding great hires!

Looking for more resources to help you with hiring? NCHRA’s got them.

And don't miss: Perfecting the Pay for Performance Model

Employee compensation poses problems, both for employees and employers. With 9 out of 10 companies following some sort of employee compensation policy but only 42 percent of employees understanding their employer’s philosophy, we must improve. This session outlines the trials and errors of the journey toward perfecting a holistic, sound employee compensation model, highlighting the […] View Details

Jay Caldwell, Vice President, Talent Solutions, ADP at HR West Seattle July 15, 2016

Tags:  compensation  Employee benefits  Employee Compensation  hiring  hiring costs  HR West Seattle  new hire checklist 

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