Why do you need to worry about recent changes to the Americans with Disabilities Act (ADA)? If you answered, “Because I’m going to start losing lawsuits,” you would be right. In a nutshell, the amendments expand the definition of disability and broaden the number of employees who will be covered by it.
Now more than ever contractors are searching for ways to cut costs. How you go about cutting costs is just as important as where you look for cuts. Begin a systematic examination of your expenses in the office and the field. Then use the list in this article to generate thinking on possible new areas for cost reduction.
When someone mentions the Family and Medical
Leave Act (FMLA), many people immediately think of pregnancies. And FMLA is a
resource for employees impacted by pregnancies, but it’s much more than that. New regulations governing the FMLA have become effective, so it’s a good time to review FMLA issues.
The immediate reaction by many companies during a recession is to cut their advertising. Advertising is seen as an expense and all expenses are subject to trimming in difficult times. However, advertising should be looked at as an investment that helps to increase your sales now and in the future.
A recent survey found that a substantial number of employees admitted to stealing confidential employer information. Your proprietary company information is vital and there are a number of steps you can take to greatly reduce your risk of theft.
One of the old sayings in the pubic relations field is “Do good
and then take credit for it.” HVACR contractors should take this to heart. When
you do something good for the community, make sure they know about it.
In the old days, a background check consisted of a couple phone calls to a former employer and a reference check. Modern background checks involve a comprehensive investigation. But the law draws some clear limitations on what can be considered valid criteria and what crosses the line into unfair discrimination.
“Association discrimination” claims arise when an employee claims he or she has been discriminated or retaliated against because of an association or relationship with a disabled person. Employers need to tread carefully in this area.
So what do you do if you really want to be a hands-on manager but
you just have too many employees to manage? I’ll have managers say to me, “I
have 72 people; how do you manage 72 people?”
The first question I ask is: Do you have a chain of
command? Or are you really managing 72 people?