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... need to keep up with ever-changing employment laws, Shroeder says. So how can you avoid hiring a victim? According to Burnham, thousands 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 grateful for a new opportunity. A staffing firm that screens candidates can be a valuable source for temporary or permanent workers. Cities ... local communities may be potential recruiting sources through their workforce and economic development efforts. The Internet has become an increasingly valuable resource for recruiting skilled workers. DETAILED EMPLOYMENT APPLICATIONS One of the most important hiring tools is a careful review of the applicant's background. It's important to use an application with detailed questions. Also, be sure to: Require candidates to answer all questions completely. An applicant who leaves blanks usually has information they don't want to disclose. Ask an applicant why they wrote see resume' on the employment background section of the application. Were they trying to avoid answering any of the questions or just offering supplemental information? Pay close attention to the applicant's reasons for leaving a job. Applicants who claim they left because of poor management' or that they disagreed with company policy' are ...

... the safety information they need-even on jobs involving dangerous equipment where training is clearly essential. In one BLS study of workers injured while operating power saws, nearly one of every five said no safety training on the equipment had been provided. This problem deserves immediate attention from both the federal and private sectors. The Occupational Safety and Health Administration (OSHA) wants to work with workers, employers, and vocational schools to increase protection for new employees. WHAT WORKERS CAN DO Be sure you understand all necessary safety measures before you start to work. If the explanation is unclear, ask again. Use what you learn-all the time. If respirators or other personal protective equipment are required, wear them consistently and maintain them properly. If guards are required on equipment, make sure they are in place. ... take short-cuts; follow safety and health instructions to the letter. Follow the hazard warnings on chemicals you use. Obtain further information from the material safety data sheet on hazardous chemicals. Ask your employer about emergency procedures and be prepared to follow them in the event of chemical spill or fire. WHAT EMPLOYERS CAN DO Make safety training an essential part of plant routine. OSHA standards require safety training for workers in many types of hazardous work. A comprehensive safety training program will ensure compliance and can also pay off in reduced absenteeism, lower compensation costs, and increased efficiency. Use the free, penalty-free consultation service available in every state; consultants can help you design an effective safety program. WHAT OSHA CAN DO Safety and health experts are available at every state and federal OSHA office to answer questions ...

...rce accounting, psychology, and vocational activities. Your attorney should de...

...ting sources, such as trade and vocational schools, community colleges, and local univ...