Archive for category: Employment

Work environment: something that is often overlooked and ignored but can also be the most extraordinary staying power in an employee’s work life and a company’s biggest asset. If it remains ignored, however, it can also lead to a great downfall for the employees and the company. The term “hostile work environment,” however, has an exact legal meaning in the context of workplace discrimination legislation and does not include all situations that the word “hostile” may imply. The concept of civility in the workplace is not codified in law.

Of course, there are always outliers. What if, for instance, someone’s animosity is limited to a particular group, such as women or individuals of a particular ethnicity? Such conduct might be illegal in certain jurisdictions and is certainly unacceptable in any workplace. In such a case, consulting a violent crime attorney is highly recommended. They will be able to provide you with solid, legally binding advice on how to proceed with your employment dispute.

Any workplace where prejudice or abuse is so pervasive that it alters an individual’s or group’s working circumstances is considered hostile.

Read on for more information on this.

Recognising the “Legally Protected Group”

One must demonstrate they were singled out for harassment because they belong to a legally protected group to raise a case of a hostile work environment. Potentially covered categories include:

• Beliefs
• Sexual orientation
• Pregnant Women
• Race/Ethnicity
• Age/Disability
• Physical illnesses/disability

Individuals who fit into one of these categories have the right to appeal their case to court.

An Objective Conduct

For a claim of a hostile work environment to succeed under federal legislation, a plaintiff must allege that the defendant engaged in conduct that:

• A rational individual would find hostile or disrespectful.
• The complainant qualitatively sees as adversarial or violent.
• The defendant engaged in such conduct based on the complainant’s protected characteristic.

Please note that the offensive behaviour or abuse needs only to be “severe or pervasive,” not “severe and pervasive,” to be deemed actionable. Thus, creating an unsafe workplace may just take one extreme incident.

Variables such as the regularity of the misconduct, whether it is verbally harassing or humiliating if it interferes with an employee’s work performance, and whether mental damage has been prompted all play a role in determining whether the purported behaviour ends up creating a hostile work environment.

Employer Liability

If a defendant claims they were subjected to a hostile work environment, the burden of proof shifts to them to show that their employer was responsible for the behaviour that led to the hostile work environment.

When: (1) the worker or agent had an executive or supervisory duties; or (2) the company knew about the worker’s or agent’s illegal discrimination and either let it happen or didn’t take immediate action to stop it, the company will be held responsible for an unjust form of bias based on the worker’s or agent’s actions that violated one or both of these categories.

Working in a hostile environment can be difficult for anyone. Work performance and enthusiasm for coming to the office might be affected.

Conclusion

Creating a positive work environment that respects the dignity and rights of all employees is not only a moral obligation but also a legal one. Employers must take proactive steps to prevent and address hostile work environments by implementing clear anti-harassment policies, providing training, and promptly addressing any complaints. By doing so, they can ensure a productive and harmonious workplace while avoiding the legal and reputational consequences of allowing a hostile environment to persist.

Hiring new employees is arguably one of the most difficult tasks that an organisation can do. There are dozens of different things to consider, from finding talent to conducting thorough reference checks to sorting through the hundreds of resumes an employer receives for every job listing they post.

But hiring decisions don’t have to be hard or time-consuming if employers make use of technology designed specifically for their needs. While no tool will ever take all the stress out of recruiting and interviewing new employees, here are six tech-backed tools that streamline the hiring process:

Recruiting Software

Recruiting software is designed to help employers find people who meet specific job qualifications or fulfil certain skill sets. Using recruiting tools to find candidates eliminates time-consuming Internet searches and reduces the number of resumes employers have to sort through before finding somebody qualified for a particular position. This type of software is most often used by organisations that need to fill positions quickly, however, any employer can benefit from recruiting software if they need someone with very particular skills.

Companies that use recruiting software typically receive hundreds if not thousands of resumes for each position they post online. These tools help employers sort through all those resumes and identify qualified candidates more quickly, which saves them time and energy.

Applicant Tracking System

Applicant tracking systems or ATS allow an employer to keep track of applicants and references in a centralised database where all of the relevant information is stored and easily accessed by recruiters whenever they need it. Employees whose resumes go into an ATS never have to worry about their applications getting lost or forgotten about. These systems also give employers access to reference checks without having to stress about contacting former bosses and colleagues every time they want another piece of information before making a final offer.

Most applicant tracking systems work with third-party services, which make it possible for employers to conduct background and reference checks in a fraction of the time it would normally take. Tools like these make the hiring process faster and more efficient, which helps employers avoid burning out their best employees with long hours and busy work schedules.

Applicant Testing

Applicant testing is a great way to determine the skill level of applicants for a position before they even set foot inside of an office. Online tools like virtual tests ask potential employees questions about their skills and how they would respond to certain scenarios. Some recruiting software programs have built-in applicant testing that employers can use to further determine whether or not prospective employees are qualified for a particular role.

Applicant testing is typically used by organisations with high turnover rates because it helps them find people who are better suited for their work environment. It’s also an excellent way to weed out applicants who don’t have the necessary skills to do the job.

Salary Calculator

Salary calculators provide potential employees with information about typical salaries within an industry based on factors like education level, job type, experience, and location. When prospective employee uses a calculator to find out what they might earn working for a specific company, it gives them an idea of the type of salary that would be appropriate during a discussion with a hiring manager or recruiter.

Salary calculators not only give applicants more information about pay rates within different companies, but they also allow employers to see where their salaries stand in comparison to those other companies as well. This is helpful because it allows employers to make better offers to new hires without overpaying for people who don’t deserve higher salaries based on their skill levels or level of education.

Social Media Integration

A lot of companies are hesitant about integrating social media sites into their daily business activities but there are several ways that social media can help with the hiring process. One of the biggest benefits of social media integration is that employers can use social profiles to identify who is a pool of job applicants is most qualified for a position without having to contact each person individually.

Employers can search out specific keywords in an applicant’s profile and then immediately weed out people who don’t have the necessary skills or experience needed for a particular role. This saves time and energy, which ultimately gives employers more time to focus on other aspects of their businesses.

CRM Integration

Customer relationship management (CRM) integration is beneficial to all employers, but it can be especially useful when hiring new employees. Like social media integration, CRM systems allow employers to store and sort through a large number of resumes quickly and find applicants that fit into specific criteria. This saves time for hiring managers and recruiters and allows them to focus on more important matters than sorting through stacks of resumes or trying to contact potential employees to set up interviews. An excellent feature about using CRM software with recruiting tools is the ability for employers to track whether or not someone has responded after being contacted by phone or email.

Each of these elements has its unique benefit and helps employers perform their jobs more easily. By using multiple tools at once, hiring managers can save time, reduce energy consumption, and have an easier time finding the right people for the right roles. So if you are on the hunt for new hires,  try using some of these tools and make your job easier.