Category Archives: Employment

Choosing the Best Method for Employment Criminal Background Checks

Ordering employment criminal background checks before making an offer to a prospective employee has become more and more necessary in today’s society. Rising crime rates make it imperative that you always perform employment criminal background checks before making a final hiring decision. Using background screening services is the only way to protect both you and your business from the potential harm that a criminal can do. Background screening services ensure that no matter the industry, you don’t hire someone that could cause problems. Hiring a drug addict to work at a pharmacy is never a good idea, or a thief to work at a bank. Make sure that anyone you hire is ready and able to do the job. If you need to order employment criminal background checks there are several things to remember before you decide on background screening services.

Research is Your Friend/b>

Choosing the right background screening services company is important. You need to ensure that the company you retain provides comprehensive and accurate background checks, in a timely fashion. When you are performing employment criminal background checks you can’t afford to wait weeks while information is gathered, you need to hire someone immediately. Background screening services that offer instant employment criminal background checks are a great way to get all the needed information, as quickly as possible.

Instant Background Checks are Available Online

There are tons of websites that offer free employment criminal background checks available in moments, but the information provided for free is usually simple address verification. If you are looking for more in-depth information paid background screening services are your best bet. The old saw, -You get what you pay for,- is still as true today as ever.

Find the Right Website

A paid service online is the best method for getting employment criminal background checks completed timely. The trick is choosing the best website for your needs. First, make sure they offer all the information you are looking for, and then take a look at the pricing. Setting up an account with a reputable agency is the best bet, since once you start for business reasons you will quickly discover how much you will come to depend on the service to make decisions about both business partners and social friends. The fact is that many people have something to hide, and often that information can impact how you would choose to interact.

Don’t let yourself be fooled by a good lie, instant online employment criminal background checks can keep your life safe and secure from the criminal element.

Resume Writing Tips From Abl Employment

Are you seeking a rewarding job but dont know where to look? ABL Employment can help! As a locally owned staffing agency, ABL can help you find temp-to-hire jobs in London, Burlington, Hamilton, Toronto and the surrounding areas. We also offer job opportunities in Vancouver and throughout BC. We specialize in general labour jobs, like assembly jobs and packaging jobs, as well as forklift, material handling and warehouse jobs.

When reviewing potential candidates applications, the staffing coordinators, or recruiters, at ABL Employment look for well-formatted and informative resumes. To help give you a leg up on the competition, we have formulated a list of valuable resume writing tips. Making use of these tips will ensure that you stand out from the competition and get you one step closer to an interview.

Know your resumes purpose: You are not writing a resume in hopes of getting a job; you are writing a resume in hopes of getting an interview. Try to briefly summarize your best qualities. You can expand on the information you provide in your resume when you meet with the employer in person.
Keep it clean: Whether you like it or not, most employers will make a judgement about your resume without even reading it through first. Make sure it is organized, with eye-catching typography and appropriate titles.
Edit: Editing is key for resume writing. Tailor your resume for the job you are applying for. Most employers probably wont care about that job you had as a grocery store cashier when you were 14. Also, do NOT try to cram three pages of information onto one pageit looks crowded and messy.
Short & sweet: Be concise and to-the-point. Try to keep your resume to one or two pages. Beyond two pages, employers will lose interest and you will miss out on a chance to get a job!
Provide professional contact information: If you dont already have one, create a professional-sounding email. Nobody is going to take you seriously with an email like . Similarly, make sure the answering machine at the phone number you provide on your resume isnt silly or inappropriate.
Proofread: There is no place for spelling or grammar errors in your resume. Make sure the language you use is accurate, but stay away from slang and jargon. You should never assume that the employer knows all the specialized terms you do.

Preparing An Employment Contract

An employment contract should be well drafted and reviewed thoroughly. And then reviewed some more. Its best to get advice and guidance from experts in state and federal employment laws when drafting the contract to avoid phrases that are unclear and would lead to misunderstanding and possible legal problems. And also, to make sure that both the employer and the employee are protected.

A contract of employment is not at all the same as a letter of employment. A contract of employment is more detailed. Letters of employment should be kept only to the most essential facts; the details should be reserved for the contract.

The contract that details an employees engagement with the company should state the salary in terms of payroll increments, not in yearly salary terms. Stating the salary in terms of years could be misconstrued and lead the employee to expect at least a years employment. If there is no promise of employment to reach one full year at the minimum, the contract should not have anything that might imply otherwise.

The conditions of employment should be clearly stated in the employment contract. This includes probationary period, if any, continuation or extension of employment and evaluation. This type of contract also typically mentions that continued employment depends on job performance and also on the employees compliance with companys policies.

Most contacts of employment also include details like employment status; the employee and employers names and addresses; the official title; probationary period and dates covered by this period, if applicable; rate of pay; frequency of pay; names of immediate boss or bosses and hours and days of work.

Remember to always be concise and clear, and to choose words and phrases carefully. Incomplete phrases, sentences or ambiguous words and statements can lead to legal disputes.

One of the advantages and the most obvious one — of a well prepared contract of employment is that there would be no room for misunderstanding and legal disputes. Another is that a well prepared contract can help retain employees that are vital to the organization. The contract should state that there would be a specific number of days of notice before the employee can leave the company. This makes sure that the company can prepare, find a replacement and train the new employee.

If its very important for the company to keep trade secrets that are critical for the organization, a contract of employment that includes a confidentiality clause and non compete clause are crucial. A confidentiality and non compete clause should state that the employee is not allowed to share company information to others, solicit work from the companys clients and work for a competing company. These kinds of clauses usually specify a number of years or a specific period that the clause or agreement would be in effect.

Another advantage of an expertly written, well prepared employment contract is that it helps make a clear description of the employees job, including the responsibilities and what the company expects of him or her these typically include meeting job performance requirements and adhering to company policies.

Employment Law Advice That May Facilitate Your Business

Employment Law AdviceSeeking the advice of an employment law skilled may be a sensible idea if you are an employer in the UK. Employment law solicitors and advisors will help you to perceive the ever changing laws in the UK, which may, in turn, help keep you out of pricey lawsuits and other legal trouble that will arise.

Employers are legally accountable for his or her employee’s welfare and should abide by the typically complex employment laws of the UK. Invariably these laws modification throughout the course of the year and keeping latest should be a priority. Employment Law specialists will help to interpret the laws for you and apply them to your particular business. They can also offer regular training if you have got a department at intervals your company responsible for your employees.

There are many totally different laws governing personal leave, vacations, minimum wages, sick time, benefits, the grievance method, discrimination, harassment, and different workplace concerns that you would like to be familiar with and of course abide by. It can be troublesome for busy employers to stay track of all the laws and requirements also run their business.

You’ll find your business in trouble if you are doing not abide by all of these laws, even if the infraction is unintentional. Such an incidence will ruin the reputation of your business in addition to value large sums in legal fees, fines, and settlements. This is often where UK employment law advice from an employment solicitor is notably indispensable; to stay your business protected by keeping you recent and in compliance with the law.

With over one hundred employment laws introduced every year for the last four years in the UK, keeping track of all of your responsibilities as an employer can be challenging. More than 100,000 individuals took their employer to court last year alone over varied violations of those laws. With one third of employment disputes resulting in dismissal and compensation limits currently over ?sixty,000, businesses stand to loose a considerable amount from these disputes. Added to the actual fact that ninety eight% of employers who win their cases are unable to recover their legal fees, being incompliant with employment laws can be pricey and even devastating to a business.

UK employment law solicitors will facilitate your to remain abreast of revisions to employment laws and new ones that can have an effect on your business. They can help you to compile your employment handbooks, training materials, and workplace policies and ensure that they follow the laws. If you want to protect yourself as an employer and your business, consider a specialist employment law solicitor to help you create sense of it all.

The Equal Employment Opportunity (eeo) Act Benefits, Rights And Responsibilities

The Equal Employment Opportunity (EEO) Act, implemented by the federal government, applies to private employers, labor organizations, employment agencies, and educational institutions under states and federal governments. In this article, we briefly discuss the benefits, rights and responsibilities under the EEO Act.

EEO Equal opportunities and benefits to all employees

Equality with respect to employment opportunities is a fundamental right and must be implemented for every aspect of work life. Equal opportunity encompasses equality in access to jobs, promotions and other opportunities in associations, corporations and nonprofit organizations.

The EEO Act protects employees and job applicants against discrimination on the basis of an individuals national origin, color, race, religion, sex (including pregnancy), age (40 or older), disability, or genetic information.

Rights and responsibilities of executives, managers, directors
The EEO asserts certain responsibilities for personnel in businesses – executives, managers and directors.

Should ensure fair workplace practices

Executives, managers and directors are responsible for effective enforcement and management under the Act through company policies and practices.

Should consult employees about decisions that affect them

Executives, managers and directors should make sure that employees are aware of the implications of a decision that could affect them. Doing so will lead to clarity among the workers on these issues.

The aforesaid personnel should take the viewpoint of the employees. It will lead to the alleviation of fear and confusion occurring due to some issues between employees and their employers. It will also encourage employees to stay focused on their jobs.

Give equal rights to all employees

Employees at managerial and supervisory levels must be fair and award equal consideration to all employees. They must build a mechanism to judge the quality of performance and other attributes such as personal integrity, high level of skills, etc. so that discrimination of any sort is averted.

Provide opportunities for employees to brainstorm with diverse workforce

Employees may have different issues and concerns due to discrimination in the workplace. Managerial and supervisory personnel should create a platform to facilitate opportunities for different classes in the workforce. For this, employers should engage in interactive discussions with employees in designing the appropriate platform. This is likely to help both employers and employees to address issues without compromising the stake of either party.

Ensure diversity in employment

Employers should be aware that diversity in the workforce is good. Make diversity one of the principles of hiring and build a hiring strategy accordingly.

Make sure that employees are aware (as a matter of fact) that hiring criteria is based on merit, skills, competence and no other consideration. Make the norms clear to avoid confusion and give clarity to employees.

Ensure legal compliance while hiring

It is important to be in compliance with the rules under the EEO Act while hiring. Failing to do so constitutes noncompliance.

Personnel at the managerial/supervisory level must not show any discrimination while hiring applicants. For example, assume a woman applies for a job. Rejecting the womans application based on the concern that she may eventually take family and maternity leave, would be a violation under the act.

Benefits of EEO to businesses

Staff retention
Diversity policies adopted in consideration of the EEO Act lead to trust between employers and employees and encourage committed and loyal employees.. This helps employers retain skilled and competent workers.

Greater business productivity
EEO compliance leads to mutual trust between employers and employees. Because of this, employees will stay focused on their jobs, in turn increasing productivity.

Better way of recruitment
Transparent hiring policies coupled with compliance of the laws help employers attract higher quality workers from different sections of society based on merit. Encouraging diversity among the workforce ensures that people belonging to one particular race, color, national origin, etc., would not be dominant.

The EEO Act is beneficial to both employees and employers. By ensuring compliance with this law, employers can boost employees’ trust and goodwill, and make the workplace more productive.

Pre-employment Screening Of Doctors

Employment 2Verification Of Professional Degrees

Among other things, doctors as a profession and Healthcare as an industry share a common need a good reputation. For doctors their good name is as important as their medical skills and abilities. For hospitals, an excellent reputation is as desirable as modern equipment and the best facilities.

A good name, like good will, is got by many actions and lost by one.. Lord Jeffery

When the good name is brought into disrepute it is the hardest of tasks to remedy. That is precisely the predicament in which Delhi hospitals find themselves.

Over the last few months there has been a spate of reports in various media about unscrupulous people practicing medicine and masquerading as doctors. They have been carrying on their wicked work without the education, training or qualifications to do so. These quacks have even infiltrated the sanctums of private hospitals and are no more confined to the narrow lanes and backstreets of crowded slums and unauthorized colonies.

Reports reveal that the problem is rather large and widespread. Large enough to be alarming. The, now dissolved, Medical Council of India had estimated that the number of quacks operating in the Delhi region would be about 40,000! Now compare that number with 45,000 (DMC database), which is the number of genuine registered doctors.

The erstwhile Medical Council of India (MCI) and the Delhi Medical Council (DMC) have been working hard to get a grip on the problem and clean out the Augean stables. As a result of their efforts some 25 fake doctors were discovered working in respected private hospitals. These quacks have been suspended – with police cases filed against them – and are now enmeshed in the judicial process.

The lesson to be taken from these findings is that hospitals should wake up quickly to the vital necessity of verifying the educational and medical qualifications and antecedents of the medical staff they hire. They cannot afford being tarnished by the bad reputation that comes with hiring quacks and other unqualified medical personnel.

Background Screening and authentication of education qualifications should be rigorously carried out along with checks of professional degrees and references. These checks are especially crucial in an industry such as healthcare where the price of wrong hiring could be the loss of a life.
In a recent AuthBridge study, Background Screening Trends: October 08 July 09 it was found that 69% of discrepant cases relating to education were due to fake/forged documents. The bigger picture is even more disquieting. They show that 30% of all the cases we handled were discrepant – for a variety of reasons. Of these the majority pertained to false and fake qualifications. While these statistics do not directly relate to the medical profession, it is a pointer to what could be the magnitude of the problem facing it.

While hospitals of all hues and sizes need to be alive to the seriousness of the problem, it is also important for the various medical governing bodies to conduct checks of their own. They too have to retain their good name and integrity of their associations. The reconstituted Medical Council of India has to work, now and in its future avatar, to safeguard its international reputation too.

The right for employment and the criminal record

criminal records?

Chances are that there are criminals who pose themselves as a different person either using another name or just made himself someone out of thin air to get into employment or lives of others. From fake names to fake IDs or even fake college degrees, it is now possible to forge documents. These however are the real criminals. There maybe those who do this out of desperation yet a wrong doing can never be right. For those however who see themselves inline with -second chance-, what others has first set wrongly can greatly affect them. This is one hard throw for those who want to start in a clean turf.

It is indeed a pity for someone who wishes to start anew, throw his first chance of having one. A criminal record seems to be a billboard on neon lights posted on ones head. It’s hard to look past it yet it seems inhuman to not give a chance when it is being asked. Consideration-can it be given or not? This is one question that each of us must answer. “> Once convicted of crime, a person, after detained in prison, is usually given the benefits as allotted to them by the government supported by law. However, this freedom is bounded by the decision of an employer as to whether give them the consideration for employment or not. Is this discrimination or not?

It cannot be blamed that a persons with criminal records are given the benefit of the doubt when it comes to employment. Those under probation are usually the ones gravely faced with this problem than those who have gone out of jail for quite some time. It seems that trust is being questioned rather than the potential or talent one can offer for the affectivity of the job. People can not help but be careful nowadays when anyone can be suspected of even being a terrorist. A bag that was left, even if it was unintentional, in front of the store alerts the bomb squad or any swat team. If things can pull the alarm trigger what more a person whose face has been laid in criminal records?

Chances are that there are criminals who pose themselves as a different person either using another name or just made himself someone out of thin air to get into employment or lives of others. From fake names to fake IDs or even fake college degrees, it is now possible to forge documents. These however are the real criminals. There maybe those who do this out of desperation yet a wrong doing can never be right. For those however who see themselves inline with -second chance-, what others has first set wrongly can greatly affect them. This is one hard throw for those who want to start in a clean turf.

It is indeed a pity for someone who wishes to start anew, throw his first chance of having one. A criminal record seems to be a billboard on neon lights posted on ones head. It’s hard to look past it yet it seems inhuman to not give a chance when it is being asked. Consideration-can it be given or not? This is one question that each of us must answer.

Most Common Office Work Injuries

Most people would likely agree that offices are relatively safe work environments. Unlike other industries, individuals who work in a corporate or professional office are not expected to handle the same types of heavy-duty equipment as those who work in manufacturing or construction fields. Despite all expectations, there are still a number of injuries that occur in offices around the United States each year-such as broken bones, strained muscles, headaches, and bruises/lacerations. Office workers who wish to avoid these injuries should have a better idea of the risk and how it can be prevented.

Broken Bones

Broken bones are perhaps one of the most serious types of injuries faced by individuals who work in an office. Unfortunately, they are also relatively abundant-in fact, some research suggests that at least 10% of all office employees can expect to suffer from a work-related broken bone at some point in their career. In most cases, these breaks occur as a result of a slip, trip, or fall, though other causes can also be to blame. Remaining vigilant about office safety can be an effective way for employees to ensure optimal results when it comes to the prevention of broken bones.

Strained Muscles

According to WebMD, musculoskeletal injuries, such as strains and sprains, are the most common types of injuries suffered by office workers. While strained muscles can be caused by a number of issues, improperly adjusted work stations and incorrect body mechanics are most often to blame. For example, a computer chair that does not fit the body type of a specific employee can often lead to significant amount of lower back strain and subsequent inflammation. Similarly, lifting heavy boxes or other types of office equipment without the proper form can cause serious musculoskeletal injuries.


Though office workers may be required to perform a number of different tasks over the course of a day, computer work often plays a substantial role. It should come as no surprise, then, that headaches, eyestrain, and other injuries associated with long-term computer use often occurs in people who work in these types of positions. To avoid the development of these conditions, most experts agree that computer use should be limited to two to three hours at a time. Taking a break from staring at an electronic screen every so often is essential for those who wish to maintain their health and avoid potential burn-out when it comes to a career in a business office.

Bruises and Lacerations

Finally, people who work in an office may suffer from bruises and lacerations from time to time. In most cases, these injuries occur as a result of bumping into a desk or piece of furniture, improper use of office equipment, or other similar mishap. While these injuries are not life-threatening, they can still be painful and cosmetically unappealing. Individuals who wish to avoid bruises or lacerations while working in an office should be sure to familiarize themselves with their environment and the pieces of equipment with which they will be working.

Discover How To Legally Do Employment Screen

Have you been assigned to do pre employment screening for your company? Many companies don’t even do any type of employee screening and leave themselves open to unwanted employees. Your company and it employees need to be safe in their environment from individual that could harm them. Use the following tips to uncover unwanted employees.

Make sure you employee application obtains plenty of information to start your background check. Missing information that helps you learn more about the applicant will make your checking more difficult. Look over your application form and create one that will help you in your background check.

Your first check is to look into the persons Social Security information. This is the starting point for your employment screening check. This check is done to make sure the Social Security belongs to the individual. It also gives you information on his past addresses and alias identity. Many people hide their own status by using other people’s Social Security.

Once you have new addresses or alias, you can check the employment criminal background check and driving record with the new address or new names. This gives you a more accurate picture of what the prospective employee is like.

After you have gathered the information from the Social, Criminal, and Driving Records compare it to the application filled out by the individual. If some things don’t match, then you should talk to the individual and ask why the difference. Many times they will not remember that they had made some changes in their past with names or addresses.

The next thing to do is a pre-employment credit check. This part of the employment screening is where you look at credit report, which is not the typical credit report. You are not allowed by law to see their actual credit report with all of their financial data. You will see their report with many items blanked out.

To do an employment criminal background check you will need the applicant’s birth date. The law does not permit you to ask for a birth date on the initial employment application. What you have to do is to hire the person and make his employment status based on passing the criminal check.

One thing most screeners miss is getting past co-workers names and phone numbers. Usually they will get supervisor’s names but also fail to get their phone numbers. So get these names and phone numbers so that you can call and get more information on the prospective individual than would be provided by Human Resources.

There you have it a good outline to start your employment screening. You first start with a good application form. Move on to do the Social Security check and then do a driver’s license and employment criminal background check. End with a credit check. If you want more screening consider using a pre employment screening services.

Fired After a Work Injury

Donna* is an assistant in a senior assisted living facility. Most of the residents are highly mobile and rarely need help getting in and out of bed or assisted with walking. Donna’s work duties include light housekeeping for residents, assistance with getting dressed for outings, assistance with food prep and other basic needs. One afternoon, when she was walking to the outdoor garden with Mrs. May, Donna noticed another resident, Mrs. Adams, struggling to get off the ground. Mrs. Adams was weeding around the perimeter of the garden and while she had been advised to ask for help, she rarely complied. Donna helped Mrs. Adams up, but as she backed away, she tripped on the pile of Mrs. Adams’ weeds and twisted her ankle. She was able to slowly walk back to the nurse’s station for an ice pack and elevation, but Donna’s ankle got progressively worse after she returned home. When she went to the doctor the next morning, x-rays showed that she had a torn ligament and a hairline fracture in an “old injury.”

Her doctor prescribed pain meds, a walking cast, specific exercises, a week and a half off of work and light work duty once she returned to work. Donna expressed her worry that she would be permanently demoted if she took time off or requested a lighter work load, but her doctor insisted that she must if she wants to heal faster. She was also concerned that she may be fired, but her doctor told her that she shouldn’t be due to her work injury. When Donna returned to work, her supervisor was helpful, agreeable, and created light work for Donna. A couple of days later, 5 residents in the facility came down with the flu and needed lots of attention and assistance. Donna tried the best she could, while sticking to doctor’s orders, but sensed her supervisor was frustrated. After a particularly trying day, Donna’s supervisor told Donna that she should stay home until the residents get back on their feet; as they needed someone who could do more physical assistance.

Donna immediately sensed her job was at risk, but followed her supervisor’s orders. Donna checked in, via phone, every day. After a week, Donna got a call from her supervisor who told her that they were going to “let her go” because her recent job performance was not satisfactory. Donna filed for workers’ compensation and began looking for other work, additionally; she consulted with a workers’ compensation lawyer.

Hurt on the Job: Can you be Fired?

According to the Bureau of Labor Statistics, in 2011 alone, there were a total of 2,986,500 reported nonfatal injuries and/or illnesses in the workplace. Of those reported cases, 908,300 involved days away from work. Workers’ Compensation Laws protect people who are injured on the job and are designed to ensure that employees, who are injured or disabled on the job, are provided with benefits without needing to take legal action.

In several states, an injured employee is entitled to receive weekly temporary total benefits if the employee misses more than seven days from work. During the time that an employee misses work, however, there is no law preventing an employer from dismissing the worker. While it is unlawful to fire someone for their work related injury, it is still legal to fire the injured worker for other reasons.

While Donna’s supervisor fired her for “unsatisfactory work”, Donna strongly suspects it was due to the injury she suffered while on the job. Because she missed over seven days from work, Donna is eligible for workers’ compensation benefits and because she was fired, she may be able to have an extension of workers’ compensation benefits until she finds another job. Donna’s choice to consult a workers’ compensation lawyer was wise as Workers’ Compensation Law can be confusing and is rarely “cut and dry”.

If you were injured on the job, make sure you report the injury. You are entitled to benefits, but you are unable to receive them if you’re too afraid to file because you might get fired. Would you rather struggle, financially, after a work related injury or have the assistance you deserve?