検索対象: Human Resources Kit FOR DUMMIES 3RD EDITION
ISBN 9788126533732 9788126533756 9788126533770 9788126533589 9788126533534 9788126533565 9788126533541 9788126533725 9788126533749 9788126533688 9788126533572 9788126533558 9788126534661 9788126534 7 9788126534685 9788126534654 9788126534708 9788126535873 9788126535880 9788126536498 9788126536504 9788126536511 9788126536528 9788126538331 9788126538744 9788126538737 9788126538690 9788126538720 9788126538751 9788126538713 9788126538768 9788126539109 9788126538775 Name Boosting Self-Esteem For Dummies Linkedin For Dummies, 2nd Edition Twitter Marketing For Dummies Job Searching With Social Media For Dummies Yoga For Dummies, 2 れ d Edition Work/Life BaIance For Dummies Faceb00k Marketing For Dummies, 2nd Edition Leadership For Dummies Life Coaching For Dummies, 2nd Edition Professional Blogging For Dummies SeIf-Hypnosis For Dummies SociaI Media Marketing All-In-One For Dummies French For Dummies, 2nd Edition German For Dummies, 2nd Edition FIirting For Dummies Spanish For Dummies, 2nd Edition Chinese For Dummies, Revised Edition Dad's Guide TO Pregnancy For Dummies Pregnancy For Dummies, 2nd Edition Confidence For Dummies, 2nd Edition B0dy Language For Dummies 2nd Edition ExceI 2010 For Dummies, POCket Edition Twitter For Dummies, POCket Edition Windows 8 For Dummies Meditation For Dummies, 3rd Edition Personal Branding For Dummies V0ice & Speaking Skills For Dummies Social Media Metrics For Dummies Marketing For Dummies, 3rd Edition Social Media Marketing For Dummies, 2nd d. Performance Appraisals Phrases For Dummies SociaI Media Marketing All-In-One For Dummies, 2nd Edition Android Application Development For Dummies, 2nd Edition Author Rhena Branch, Rob Willson JoeI EIad に Lacy Joanne Stone, Keith Eddleman, Mary Duenwald Dr. Sarah Jarvis, Dr Roger Henderson, Sharon Perkins Dr. Roger Henderson, Matthew M. F. Miller, Dr. Wendy Abraham Susana Wald, Cecie Kraynak Elizabeth Clark PauIina Christensen, Anne Fox, Wendy Foster Dominique Wenzel, Zoe Erotopoulos Dodi-Katrin Schmidt, MicheIIe M. WiIIiams, Jan Zimmerman, Doug Sahlin Mike Bryant, Peter Mabbutt Susan 第 Getgood Jeni Purdie Dr J0hn Marrin Paul Dunay, Richard Krueger Katherine Lockett, Jeni Mumford Georg Feuerstein, Larry Payne Joshua Waldman Kate Burton, BrinIey PIatts Elizabeth Kuhnke Greg Harvey Laura Fitton, Michael E. Andy Rathbone Stephan Bodian Susan Chritton Judy Apps Leslie Poston Gruen, Leslie Poston Ruth Mortimer, Greg Brooks, Craig Smith, Alexander Hiam Michael Burton, Donn Felker Jan Zimmerman, Deborah Ng Ken Lloyd Shiv Singh, Stephanie Diamond Price 349.00 349. 349.00 349.00 399. 349.00 349. 349.00 349.00 349.00 349.00 499.00 399.00 w/CD 399. w/CD 199.00 399. w/CD 349.00 w/CD 349. 349. 圓 249. 349. 99.00 99.00 349. 399. 349.00 399.00 349. 349.00 349. 199. 499.00 399. Available wherever bOOks are SO 旧 . FO 「 more information 0 「 tO order direct: し S. customers visit www.dummies.com 0 「 call 1-877-762-2974. U. K. customers visit www.wileyeurope.com or call ( 0 ) 1243 843291. canadian customers visit www.wiley.ca 0 「 call 1-800-567-4797. connect with us online at www.facebook.com/fordummies 0 「 @fordummies
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342 Human Resources Kit FO 「 Dummies, 3 『 d Edition Employment lnquiry Release: With this form, a prospective employee grants the employer permission tO make investigative inquiries on the background Of the prospective employeé. Letter Giving N0tice 0f PIanned Adverse Action Based on lnformation in Consumer Report or lnvestigative Consumer Report 凾 r Credit Reporting Act): Under the federal FCRA, when an employer has obtained a consumer report or investigative consumer report and intends tO take an adverse employment action on the basis Of information contained in such a report, the employer must give the applicant a copy of the report, as well as a written description 0f the individual's FCRA rights before taking such action. As a practical matter, employers usually send a letter, similar tO this sample letter, in which they provide the report and rights information. Offer Letter to a Prospective Employee: This sample letter offers a job to a prospective employee. Sample Reference Check Questions: This document lists several questions you should consider asking when checking an applicant's references. A Summary of YO Rights Under the Fair Credit Reporting Act: Under the federal FCRA, an employer is required to provide the individual with a copy 0f the official description Of individualrights under the act issued by the FTC at various stages in the decision-making process. 朝 t ル Employee Handbook Table of Contents: This document is a sample table Of contents for an employee handbook. You'll want to customize it to reflect those policies applicable tO your company or organization. Employee Handbook and At- 、 Vill Employee Status Acknowledgment: This document is a sample form in which a new employee acknowledges receiving and agreeing tO the matters contained in the company's employee handbook. The form also requires the employee to acknowledge that he is an at-will employee. Onboarding CheckIist: This document lists criteria to consider when evaluating the effectiveness Of your onboarding process. 朝 ′ 12 Certificate of Group HeaIth Plan Coverage: This form helps employees document their prior health coverage when enrolling in a new employer's health plan.
ス the ス ん ′ HaroId M. "Max ” Messmer, Jr. , is chairman and CEO of Robert Half lnternational, the world's largest specialized staffing firm. He is one of the foremost experts on human resources and employment issues. entire business is built on the premise that any company's success is based on the extent tO which attracting and keeping outstanding talent is a top priority. ln 2011 , Messmer received the prestigious Staffing lnnovator Award from Staffing lndustry Analysts and was named the Bay Area's Most Admired CEO in the large public company category by the Sa 〃 unc な co Business Times. ln 2010 , Messmer was inducted by the San Francisco—based Bay Area Council intO its Bay Area Business Hall 0f Fame. For the past 26 years, Messmer has served as CEO of Robert Half. He also has served on the boards Of numerous major corporations. HiS community involvement includes service on the University Of California, San Francisco (UCSF) MedicaI Center Executive Council and the Eisenhower Medical Center Board Of Directors. He also is a past member of the board of overseers of the Hoover lnstitution at Stanford University. Messmer, WhO began hiS career as a law firm associate and then partner, was valedictorian 0f his graduating class at LOYOIa University and graduated cum laude from the New York University ()Y 切 SchooI of Law. ln 2000 , he received the prestigious Alumni Achievement Award from NYU's Law Alumni Association. A frequent author, Messmer's other bOOks in the For Dummies series include 面 わ Hunting ForDummies, 2nd Edition; Managing Your CareerForDummies, ・ and MO va ″ れ g Employees For Dummies. He also has written countless articles on j0b seeking, employment, and management topics and is the author of the popular column "Resumania," distributed by Scripps Howard News Service. Founded in 1948 , R0bert HaIf is a recognized leader in professional consulting and staffing services and is the parent company of protiviti, a global consulting and internal audit firm. The company's specialized staffing divisions include Accountemps, R0bert HaIf Finance & Accounting, and Robert Half Management Resources, for temporary, full-time, and senior-level project professionals, respectively, ⅲ the fields of accounting and finance; OfficeTeam, for highly skilled temporary administrative support personnel; R0bert HaIf Technology, for information technology professionals; Robert Half Legal, for legal personnel; and The Creative Group, for interactive, design, marketing, advertising, and public relations professionals. R0bert HaIf lnternational (NYSE: RHI) is a member of Standard & poor's widely tracked S&P 500 lndex. The company consistently appears on Fortune magazine's "World's MOSt Admired Companies" list, ranking number one ⅲ the staffing industry in 2012 (March 19 , 2012 ).
DUMMLES Hum 0 Reso リ 尾 es Kit FOR 3RD EDITION by Max Messmer FO 慕 DLIMMIES A WlIey Brand
Chapter 10 : Starting New Hires 0 升 on the RightFoot What about otherlanguages? 花 1 today's dive 「 se, multilingual workplaceryou maywantto produce youremployee handbook inlanguages otherthan English. Such a prac- tice is a good idear especially if English is a second languageto many Ofyou 「 workers. But be wa 「 ned: You need a professional translator tO dO the WO 「 k, not a staff member who took language cou 「 ses in high sch001. lt's a 厄 g 引 document. 0 This sample table Of contents is just that: a sample. The employee handbook you end up with will be one 0f your own design. Laws are constantly evolving, especially those involving the use 0f social media by companies and employ- ees. For a full understanding 0f what's right for your handbook, consult with a knowledgeable attorney. See the Employee Handb00k TabIe of Contents on the CD for another sample. AISO included is an Employee Handbook and At-Will Employee Status Acknowledgement. AISO, be sure tO keep the big picture in mind. Don't just adopt policies because ー refer t0 them in this b00k or on the accompanying CD. Think about the rules you want tO govern your workplace. This isn't a mechanical exercise ー it's an exercise in creating the rules you want to apply to your employment relationship with your workers. P 耘 加 ク な Whatever else your employee handbook does, make sure that it doesn't do any 0f the following: / Make promises you can't keep. / Publish procedures you don't follow or can't enforce. / Say anything that someone may construe as discriminatory. / Use the phrase rm ⅲ ″ on ん r ノ u cause. Ⅱ this phrase is used, be sure you're prepared t0 give up at-will employment and specify exactly what you mean byjust cause. (See Chapter 18 for more information. ) One last piece 0f advice: AIways include a disclaimer that emphasizes that the handbook is a general source of information and not for anyone to con- strue as a binding employment contract, and that employment contracts can be created only with a written document signed by authorized company rep- resentatives.
Chapter 10 : Starting New Hires 0 升 on the Right Foot 0 血 s 期 ua た 如 ら Need 30 event Of a disciplinary proceeding or lawsuit. the signed form in the worker's employee profile. You may need it in the the future from time t0 time ー and such changes will apply t0 her. Put include that the company, in its discretion, may change its policies in ment in any way. Finally, the document the employee signs should policies and that she knows the handbook is not a contract 0f employ- document, she alSO should attest that she is required tO work under its handbook and that she has read and understands its contents. ln the handbook should sign a document that acknowledges her receipt 0f the / ControI the distribution. Every employee who receives an employee day practices match its written policies and procedures. before you publish them ー and then ensure that your company's day-to- lawyer reviews the employee handbook and any procedures manuals Play things safe. Make sure that a knowledgeable and experienced Family and Medical Leave Act). certain key elements addressed ー must be included (for example, the federal if a company has a handbook or manual 0f policies , certain policies ー with pany itself didn't comply with these procedures. SO , some laws require that were following procedures published in the company handbook or the com- ees received large settlements because they proved in court that either they dismissal suit. Numerous cases have occurred in which discharged employ- a legal document. That means someone may use it against you in a wrongful writing about your company's policies or procedures automatically becomes / Pay attention to legalities. Here's some scary news: Anything that you put in sider hiring a professional writer tO polish your final draft. overly formal, bureaucratic wording and phrasing. You may want tO con- they d0 need t0 be clear and concise. Use plain English and try t0 avoid / Keep it simple. EmpIoyee manuals don't need tO be literary works, but you want tO take this extra step ー for specific jOb procedures. separate. You may want tO develop separate procedures manuals cifically t0 how people d0 their individual j0bs. Keep these distinctions in a separate manual or Other format those procedures that relate spe- the company (general hours, payroll, vacation time, and SO on ). Set forth employee handbook should consist 0f policies that apply t0 everyone in / Separate company policies を om job-specific procedures. Your rate procedures manual: The following list gives advice for creating an employee handbook and sepa- on your intranet can save you time and headaches down the road. Whatever effort may be required tO get basic company information in print or basic policies and procedures well documented is always a good practice. Even if your company has only a handful 0f employees; keeping your
Part Ⅲ : Keeping Your Best PeopIe / State-specific supplemental information, which usually is required by law / Parking and transportation information, including maps policies / Techn010gy policies, such as e-mail policies and social networking time, and sick days), leaves 0f absence, and eligibility requirements grams, paid time 0ff benefits (including company holidays, vacation insurance coverage, pension, and deferred-income and retirement pro- / Employee benefit information, including available health and dental exit maps / Health, safety, and security rules and procedures, including fire carefully review this section) / Standards Of conduct and disciplinary procedures (have a lawyer / Performance appraisal procedures open door policies, and vacation guidelines / Other company policies such as a code Of ethics, harassment policies, and payroll practices; business ethics; and dress and grooming standards / Essential company rules, such as work hours; attendance, timekeeping, / Company mission statement and values / Employment at-will ()f applicable) / Company history and overview conduct) Of discrimination and harassment and the procedure for reporting such / EEO policy statement (including prohibition on sexual and Other forms / Welcome statement from the CEO employee handbook: The following list gives you a Ok at a typical table 0f contents for an one company tO the next are the specifics. Most employee handbooks follow the same general format. What differs from 0 ん 0 加 c 耘 trade secrets, or includes confidential or proprietary information. cially if your handbook details your operational procedures, contains before they leave. You may want tO consider this policy as well, espe- nies require departing employees tO turn in their company handbooks manual needs tO contain a clear statement tO this effect. Some compa- You don't want the manual tO circulate outside the company ー and the