Allen And Associates Complaints, Employment Opportunity

Posted by: Complaints

Author: Paul Megan

Everyone gets excited by a job offer. It’s the culmination of an industrious job search. At last you’ll be moving on . . . hopefully to something more interesting, challenging and lucrative.

A job offer is a vote of confidence in your ability to do a good job. And it says a lot about your skill in developing a rapport and chemistry with your next boss.

But the job search process isn’t over!

How you close the deal by successfully negotiating a compensation package can make or break the job offer on the table. Do it right and you lock up your new job and position yourself for the future. Do it wrong and you can lose the offer.

The solution is to do your homework. Here are 5 tips:

1. Research your pay level. Find out how it stacks up to similar jobs in other similar organizations.

2. Don’t bank on future promises. If part of your deal is some future compensation, promotion or benefit, get it in writing!

3. If possible get hold of the organization’s info packet. Often compensation, benefits packages and other expectations are spelled out there.

4. Get your new boss or the HR rep to spell out the organization’s expectations of their employees in general and of this job in particular.

5. Remember you are in the strongest bargaining position before you accept the job. That’s when your negotiating must be done.

Most managers expect you to negotiate. Don’t passively accept whatever is put on the table. Be prepared to discuss your concerns about the offer, e.g. level of compensation, benefits package, future growth, reporting relationships, etc.

Article collected by: Complaints

Author: Wade Anderson

Whenever a person wishes to find gainful employment, the first step he or she has to take is completing an employment application form for prospective employers. By doing so, the applicant will be furnishing all the required information to the would-be employer. Very often, a submission date is required before which the application, duly completed, must be submitted for consideration for the post applied for. Each employment application form must be completely filled out in its entirety and signed by the applicant. Very often, this should be accompanied by a cover letter and an up-to-date Resume, as well as any additional material required by the company.

Most companies keep your application active for a period of ninety days during which time they will review your application and make their decision. In case the ninety days lapses and no decision have been taken, then they may require the applicant re-submit the document for a further ninety days for fresh consideration. It is also usual for companies, as part of the selection process, to contact present and past employers as part of the selection process. So, when completing the form, make sure that these addresses and contact numbers are included.

The form itself should be carefully perused and completed giving each and every detail that is pertinent and should include every facet of the applicant’s personality, educational and work experience. The position applied for should be clearly stated as well as whether the applicant has ever applied for this position before.

For the applicants employment history, most companies will prefer that they begin by giving details about the current employer, and then work their way back for the preceding ten years (or more, if applicable) with all other past employers. Military service, if any, should also be detailed. In case their have been any gaps in employment that exceed six months in duration, then the applicant needs to give reasons explaining these gaps.

Pre-employment background questionnaires are required by some employers and all material information as asked for by this questionnaire is to be given and any misrepresentation or omission of material facts may lead to loss of employment. So, applicants should be aware that the information they offer should be both true and accurate. All supportive documents, as required in support of the answers given, must be attached along with the completed questionnaire. The information requested through the questionnaire is personal information, professional fitness, fitness, and criminal history, if any.

Article submitted by: Complaints

Author: Kevin Muir

If you’re not sure whether you are an at will employer it can be helpful to find out. The basic idea of at will employment allows an employee to quit a job without advance notice and without worrying about breach of contract. So it also allows employers to hire as well as fire employees for any reason - at least as long as you’re not violating any other laws in doing so.

According to the Equal Employment Opportunity Commission (EEOC), employees file more than 80,000 complaints each year based on discrimination. And, each year, these complaints resulted in more than $230 million in monetary relief. While race discrimination accounted for the largest portion of complaints, many others were on retaliation, age, sex and disability.

And, many of these were from termination complaints.

Now what does this mean for you?

Considering the large number of complaints filed each year and the percentage which result in monetary benefits, it is important to understand the area of at will employment and how it affects employers.

Does At Will Employment Allow You To Hire Or Fire For No Reason?

The answer to this is twofold. As long as you are acting within the letter of the law, then yes you can hire or fire for no reason at all within the scope of at will employment. This means you can choose not to hire someone because you believe they may not be a good fit in your company - as long as your decision does not violate any employment laws. (And, there are many!!!)

You can also choose to fire someone because they are not meeting performance expectations or even if they have a bad attitude.

At will employment; however, does not allow you to fire someone because they are disabled. And you also cannot legally elect to pass over a job candidate because they are female or Hispanic and so on.

The bottom line is you cannot use at will employment as justification to fire based on reasoning that is illegal. As long as your decision is job related, lawful and nondiscriminatory, you can still justify it under at will employment.

Therefore, you can fire an at will employee for any reason … except for illegal reasons. But be careful, because there are over usually over 40 to 60 employment laws (depending on your state) that protect the employee in some way. This is why it’s so hard to terminate an employee based on “at will” alone.

Does At Will Employment Need Justification Of Hiring Or Firing Decisions?

Considering the large number of suits that employees file each year, it is important for you to document thoroughly all decisions. Therefore, if an employee and his attorney file a discrimination claim, you can prove your decision was lawful and nondiscriminatory in nature.