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...covery process begins. Through the court, the plaintiff's attorney will reques...ed or forced in an attempt to avoid a court trial. This whole process can be e...

... and other questionable items on their application. The employment application should include a statement about at-will employment as a defense against potential employee contract claims. Have employees sign an agreement that any disputes concerning hiring, termination or wages be resolved through binding arbitration before a retired Superior Court Judge. REVIEW OF CANDIDATES' QUALIFICATIONS: Besides the standard job interview, employers should consider the following ways of checking a candidate's qualifications: Drug Tests: Many problem employees have drug or alcohol problems. Credit Check: A credit report will reveal if the applicant ... listed all previous employers. The new Fair Credit Reporting Act (FCRA) amendments require employers to get permission from applicants before obtaining their credit reports. The notice and authorization must be on a separate document, consisting solely of the FCRA language. Background Checks: Many applicants fail to disclose past employment or misrepresent the reason for their termination. Amendments to the FCRA apply if the background check involves using an outside agency to collect information. CONCLUSION Even with smart hiring practices, employers are still getting drawn into employment disputes and litigation. ... of successful public and private corporations of all types and sizes have benefited from these "best practices" for hiring: ALTERNATIVE HIRING PROCEDURES With today's low unemployment rate, newspaper ads generally don't attract the best applicants. Consider alternative recruiting sources, such as trade and vocational schools, community colleges, and local universities for recent graduates who are highly motivated and willing to learn. Also look into these options: Employees with excellent performance records often have friends and relatives with similar traits. Laid-off workers are often experienced, hard working, and ...

... Keep the ball in the department's court by making certain the application and...

...itration before a retired Superior Court Judge. REVIEW OF CANDIDATES’ QUALI...ous employers. The new Fair Credit Reporting Act (FCRA) amendments require em...

...rors and Omission actions filed in court. Our information comes from our exper...

... wide variety of problems, including drug and alcohol abuse. Group rates for the program were available through Tucsonians for a Drug-Free Workplace. Although Ellison would like to institute a random testing program for all employees, he is waiting for a few more cases to clear the courts before taking that step. Login or Register (for FREE) to gain access to thousands of other great articles. Need more reasons to join? Need insurance for you, your business or your family? Get quality appointments - Save yourself a whole lot of ... abuse, organized seminars, and invited speakers from around the country. A couple of years ago, Tucson Rubber Corporation instituted pre-employment drug screening. All successful job applicants are required to sign the company's written policy, stipulating that they must pass a drug test prior to reporting for work. At first, the results were unbelievable, ' according to Ellison. Almost every third person who walked in that door couldn't pass a drug test, ' he said. Many applicants eagerly took the test, assuming the results would be negative; ... 30/2013 10:38:56 PM by CompleteMarkets Editor This content has not been rated yet. DRUG SCREENING YIELDS QUALITY WORKING PARTNERS Tucson Rubber Corporation is a manufacturer of rubber mechanical parts. The approximately 60 employees are predominantly entry-level workers with less than a high school education. Ian Ellison, Tucson's Vice President, was disturbed by a high degree of absenteeism, a general lack of attention, and low productivity. Through conversations with trusted supervisors and workers, he was able to estimate that approximately 20% of his work force ...

... invested in Steps No.1 and 2 will pay dividends in time and energy, particularly if you have to move into Step No. 3. 3. The complaint has been filed, and attorneys are involved. At this stage the formal discovery process begins. Through the court, the plaintiff's attorney will request certain documents material to the case (production of documents), and statements and other information from the defendants (interrogatories) . Likewise, the defendant's attorney will request the same kind of information from the plaintiff. Both the plaintiff ... This content has not been rated yet. There are three discrete stages of discovery' in an Errors and Omissions (E &O ) claim. Discovery begins when the agency first becomes aware that there's a problem. The second stage comes after the claim has been reported to/filed with the E&O carrier. The third takes place after the complaint has been filed and attorneys are involved. All three phases of discovery should be taken seriously and thought of as a formal process the agency must go through. The initiatives ... range of questions. Part of the strategy some attorneys employ is to ask the same question a number of times and in different ways, in order to cross up' the person being questioned. This process can be brutal or relatively easy. Attorneys learn in law school that if they can emotionally involve the person being questioned, they have the advantage. The attorney representing the side being questioned will usually take pains to carefully explain the process to the person being questioned, and they'll have opportunities during the deposition to raise objections to ...

...ne of them have been tested in the courts, at least of this writing (mid 1995)...d, the Department may bring action in court to compel compliance. An eligible...

...s cause, preparation of documents, court appearances (in law) where the client...