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Good Guy = Bad Manager :: Bad Guy = Good Manager. Is it a Myth? |
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Five Interview Tips for Winning Your First $100K+ Job |
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Base Pay Increases Remain Steady in 2007, Mercer Survey Finds |
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Cartus Global Survey Shows Trend to Shorter-Term International Relocation Assignments |
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New Survey Indicates Majority Plan to Postpone Retirement |
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What do You Mean My Company’s A Stepping Stone? |
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Rewards, Vacation and Perks Are Passé; Canadians Care Most About Cash |
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Do’s and Don’ts of Offshoring |
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Over the past fifteen years, wellness programs have generated more than their fair share of litigation and regulatory scrutiny – primarily over the issue of whether they comply with the Americans with Disabilities Act. A related compliance issue that has attracted relatively little attention from courts and regulators is whether, under the Fair Labor Standards Act (FLSA), employees must be paid for time spent participating in wellness-related activities. This question was addressed in an Opinion Letter (FLSA2018-20) issued by the U.S. Department of Labor’s Wage and Hour Division on August 28, 2018.
Most companies perform background checks on employees at the outset as part of the application / new hire process. A number of background check companies are now offering “continuous screening” or re-screening services as a risk management tool where background checks are performed on all employees annually or semi-annually.
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