Program allows employers to support servicemembers

by Jennifer S. Frank and Danielle M. Kerr

This article focuses on the National Guard’s Employer Support for the Guard and Reserve Program (ESGRP), explaining how employers can support the employment of National Guard and reserve members and how they can manage laws governing the employment of military personnel. young man with split careers businessman and soldier

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Americans first: Preference for foreign workers can run afoul of federal laws

by Jacob M. Monty

Making good on promises from earlier this year, the U.S. Department of Justice (DOJ) has begun cracking down on what it calls discrimination against U.S. workers who are being passed over in favor of temporary foreign workers. The DOJ recently announced a settlement with Carrillo Farm Labor, LLC, a New Mexico onion farm. Following an investigation into allegations by two U.S. citizens that they had been rejected in favor of workers from Mexico, Carrillo agreed to pay $5,000 in fines and comply with ongoing training and reporting requirements. In a separate but related agreement, Carrillo agreed to pay $44,000 in lost wages to five other U.S. workers.  come in we're hiring

Abuse of visa programs as discrimination

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Increase diversity by recruiting, retaining people with disabilities

by Stephanie Holstein

Having a diverse workforce includes hiring people with disabilities, which can create a positive and inclusive work environment, be good for the bottom line, and help bring down the high unemployment rates of people with disabilities. There are a number of best practices and helpful resources to make recruiting and retaining people with disabilities an effective and manageable process for employers looking to successfully implement an initiative to employ more people with disabilities.  Businessman discussing with colleagues in office

Recruiting candidates with disabilities

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Walking the line between hiring only authorized workers and violating the discrimination laws

by Elaine Young

Here are two situations in which you must avoid discrimination while fulfilling your obligation to hire only authorized workers.  Form and pen - 2

Situation #1

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Geographic diversity: Dealing with rural-urban differences in the workplace

February 19, 2017 - by: Tammy Binford 0 COMMENTS

The rural-urban divide in America has had people talking since the 2016 presidential election, which showed a marked difference in the way urban and rural areas tend to vote. The 2016 election wasn’t the first sign of a divide, and individuals in both rural and urban areas often defy aggregate data, but various statistics show differences in attitudes and political opinions that seem to be defined by whether an area is urban or rural. Spring Urban and Countryside Landscape City Village Real Estate Summer

Such divisions also can be found in the workplace. For years, employers have touted the advantages of diversity and have worked toward racial, ethnic, religious, and gender diversity. But what about geographic diversity? Is there a business advantage to attracting a mix of people from rural and urban backgrounds?

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Are decisions made for the reasons you think?

by Dinita L. James

Employment laws prohibit intentional discrimination based on race, sex, or other protected characteristics as well as practices that have a discriminatory impact if they’re not supported by business necessity. Implicit or unconscious bias isn’t technically unlawful in the workplace if it doesn’t cause an unjustified adverse impact.  Bias

Yet a presidential candidate in the most-watched debate ever recently responded to a question about whether she “believed that police are implicitly biased against black people” by stating, “Implicit bias is a problem for everyone, not just police.” The FBI director also recently acknowledged overwhelming research demonstrating the presence of widespread unconscious biases and the way in which those biases may manifest in policing.

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The digital natives are restless

Hiring people with disabilities: ideas on meeting challenges, enjoying benefits

December 20, 2015 - by: Tammy Binford 1 COMMENTS

Searching for employment often feels like one of life’s most difficult challenges. The job seeker has to find a suitable position, go through the application process, hope to advance to the interview stage, and then find a way to stand out in what may be a crowd of applicants vying for the same job.   Impairments

Employers looking for the right hire face equally daunting challenges. Matching a position to someone with the right skills, experience, and attitude is no easy task, but successful employers develop methods to help them find the right talent. When reaching out to applicants with some type of disability, though, they may need to alter their process.

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The H-1B loophole: replacing American workers with foreigners to cut costs

by Cristopher Willis

Each year, the United States grants 85,000 H-1B employment visas, and every single one is highly sought after by American companies. These temporary work visas allow companies to hire international applicants with college degrees—often advanced—in a variety of fields, such as medicine and health care, engineering, architecture, accounting, and the arts.P52 - Week 3 Circles - Mickey Power

H-1B visas broaden the pool of highly skilled workers from which an employer can draw, and federal guidelines allow their use only when American workers cannot be found. What’s not to love? Just ask the hundreds of Disney employees who were recently laid off.

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Looking to hire former service members? Veterans offer advice, encouragement

October 18, 2015 - by: Tammy Binford 0 COMMENTS

As Veterans Day approaches, the nation looks at ways to honor those who have served in the military. But honors alone don’t get former service members employed once they re-enter the civilian world. So employers need not just an understanding of the legal requirements related to employing or reemploying veterans; they also need to understand the attributes veterans bring and the challenges they face when searching for civilian employment.  Military Veteran Goes to Work

Paul J. Sweeney, an attorney with Coughlin & Gerhart, LLP in Binghamton, New York, logged 29 years of active and reserve service in the Marine Corps, including a deployment to Iraq. He points to important benefits employers enjoy when hiring veterans. “As a general rule, the armed forces sets high standards when recruiting service members,” Sweeney says. “Unlike the general population, more than nine out of 10 of those who enlist in the armed forces have a high school degree. Also, the armed forces screens out those with criminal convictions and drug issues.”

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