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How to Choose 21st Century Job Search Tools, Strategies and Techniques

Career Search

Did you know that the monthly US jobs report where they tell you that so many jobs were created last month is the difference between the jobs lost and jobs created?  When you hear that the US economy created 200,000 jobs last month, it really means somewhere between 5,500,000 and 6,000,000 jobs (give or take a few hundred thousand) were created while almost as many were either lost, or people quit.  That’s right, all across the US economy, each and every month, millions of people are using job search tools to get hired, while millions more lose or quit their jobs. 

Millions of People Must Find a New Career Every Month

That means no matter how well the economy is performing, a job seeker needs to be highly organized when it comes to finding that next job.  It is also why managing human resources, which includes recruitment and many other tasks, is an enormous undertaking. 

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Organizing Your Job Search

Most popular job boards, such as Indeed, CareerBuilder, Ziprecruiter and LinkedIN, have millions of resumes on them.  For many people, they sometimes work well.  Yet, they were built around a job search paradigm from the distant past.  They are essentially automated versions of the old Help Wanted section of newspapers. 

Like a help wanted section of a newspaper, when you are searching for a job online, you first have to search for a job, ‘circle it’ or pin it somehow, then begin the application process.  One by one, you then have to apply for a job.  The first issue the typical job seeker runs across is that the job boards are an intermediary between the job seeker and the business needing a job.  When you, the job seeker, find an interesting opportunity, you then are usually taken to the individual company website where you will have to fill out an application online.

If you are unemployed, you will be told to treat pursuing the job as your job, working at it 8 hours a day, in an organized fashion.  Theoretically, you should keep track of each job you applied for, making note of the company name, position name, job name, when you applied and other relevant information you have about the job.  That implies you have a spreadsheet and know how to use it and are staying organized enough to use it.  It could happen.  Here’s is where one of the key requirements of the job search tool mapertunity comes into play – providing visibility into your job search process.

Sometimes, You Have Inbound Calls For Jobs

For some lucky people, who happen to be in ‘hot fields’, recruiters will be calling and emailing them.  For example, those in the SAP field, who often seek SAP Career Advice from me, will often get calls from recruiters all day long.   In addition, you will receive dozens of emails.  These inbound opportunities often amount to well over 100 job opportunities a day.  It is a challenge to actually keep track of such job opportunity volume  To further complicate making use of what is, in reality, a valuable situation, many of these ‘inbound jobs’ will actually be coming from recruiters, typically based out of India.  It is basically impossible to keep track of these, and it is also usually the case that these calls don’t actually represent real opportunities or at least they haven’t done any work to see if you’re really a good match with the job requirements.  You will also quickly realize that these positions never pay good rates.  That is the same thing as saying you need to have a direct line to the job and eliminate the middle man.

So Which Job Search Tool Do You Need

As a Theory of Constraints (TOC) practitioner, I am always looking for the constraint in the system.  When it comes to the job search process, having the right tool is critical to exploiting the constraint once identified.  When it comes to choosing the optimal Job Search Tools, Strategies and Techniques, it is critical to know what the Goal Units are of my job search system.  It isn’t just to get a job.  It is the get a job that pays me the most amount of money.  Some may find this position controversial.  However, for at least 49% of people, it isn’t.

The most important factors in accepting a new job is compensation (49%), professional development (33%) and better work/life balance (29%).  LinkedIN, The Ultimate List of Hiring Statistics, 2019.

After all, if I view myself as a business, who produces value, in the form of time, then I only have a certain amount of time available everyday.  Therefore, in order to maximize my goal unit, I need to make sure I am doing not just what I love to do, but at the highest rate possible, now and in the future.  Ideally, I am getting paid for the value I bring to the business, not for the time I spend doing it.  That’s another discussion.  The constraint I have identified and to which I focus all effort on, is to generate the maximum number of opportunities.  In effect, I have to fill my sales pipeline up and then sell to the highest bidder. 

The tool I need, in order to focus my effort on the constraint, is one that allows me to see where the jobs are for me, on a map, and lets me apply for them.  Even better, it helps me find the ones I want, where I want and it gets them to find me.  In other words, a jobs map.  The more job opportunities the tool helps me identify, the more likely I am to find the one that helps me get the best deal, in other words, maximizes my return.

Which is The Right Job Search Strategy and Technique?

While according to LinkedIn, 87% of active and passive candidates are open to new opportunities, the answer to this question varies by individual.  There are some common job search strategies I believe you should employ.  The first, of course, is to have an up-to-date resume.  Though you will be advised to customize each resume for each job, (and perhaps you should), for the most part, I find that approach to be mostly impractical.  Just make sure you have a complete profile here on mapertunity.com and a paper copy to send along (actually, a soft copy).  I do, however, recommend you make specialized versions of resumes for distinct types of jobs you may pursue.

For instance, while I am a Senior SAP Project Manager and have a highly tuned resume for such jobs, I am also an Inbound Marketing and Sales expert and have a completely different resume for those types of jobs. 

Why? 

Simple, setting up and running an Inbound Marketing system using the Hubspot Inbound Marketing and Sales Platform, Salesforce, Shopify and a variety of other non-SAP systems, for a newly launched business is a completely different beast than running a SAP Implementation.  While I’ve never had to learn how to set up and run Google PPC campaigns, LinkedIn paid ad campaigns nor Facebook advertising campaigns as part of my role as SAP Project Manager, I’ve have done just that for many, many clients. In fact, I’ve set up and am running multi-million dollar paid ad campaigns for clients using Google PPC as I write this. 

Recruiters can’t quite wrap their head around how I could have more than one such skill so I have found it more effective to have two different resumes for two different audiences.  However, I typically do not modify either one for a particular job.  That isn’t focusing on the constraint.

The second strategy is to have a large network, which I do.  But much of this ‘network’ is really just people on LinkedIN trying to sell me something.  So the right strategy for any network is to have a large one, composed of the right people, in the right jobs, and in the company or companies you want to work in.  If you want to work closer to home, perhaps across the street, at a business you may be able to see, the odds are you don’t know anyone there.  To remedy that situation, mapertunity does two things no other system does:

  1. It allows you to find the name of the company by looking on a map and
  2. It allows you to find the name of the hiring manager within that company.

Now you can either reach out directly via mapertunity to that person in that company or you can begin on-the-ground networking.  The first is fast while the second approach takes a little longer.  But both strategies need to be employed as part of your job search. 

Online Job search tools help you manage the job search process

When we set out to build Mapertunity, we did so recognizing that the current system wasn’t designed to help you manage your job search process.  In fact, it wasn’t ‘designed’ for you at all.  It emerged, over time, without any overarching goal in mind, except for the owners of the individual systems.  The system, if it can be called one, is very complex.  There are individual Human Resources departments within each company, all of whom operate very distinct systems.  There are unemployment offices, who you would think would have the goal of helping every available person in their territory to find a job.  There are countless job boards, such as LinkedIN and Indeed, who actually insert themselves between you, the job seeker and the company who needs to know about you to offer you a job.

Mapertunity Reduces Complexity

Human beings are visual creatures.  We can look at an image for an instant and be able to determine what we saw.  That’s why we built our entire system to use a map.  By placing both jobs and candidates on a map, searchable without knowing either the name of a company or a job title, we’ve created what we consider a revolutionary tool for the job market.  That’s why whether you are company looking to hire someone or a candidate looking to get hired, you need to create your profile today, post your job or your resume and find each other.

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Let Every Candidate See Every Job and Every Employer See Every Candidate

Find your next candidate

Did you know that the human brain can achieve the incredible feat of processing an image in 13 milliseconds.  That’s right, according to a study completed in 2014 by MIT Professor Mary Potter, if you were looking at an image of job candidates on a map, you could scan 77 of them in 1 second.  But they would somehow need to be presented to you in a visual map.  That’s why you should consider using Mapertunity to find your next candidate.  Many candidates are using it to conduct their job search. 

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About Mapertunity

Our Goal: 

Let Every Candidate See Every Job and Every Employer See Every Candidate

Our concept is very simple – we have created a system that displays the physical location of every job candidate and every job on Google Maps.  We call it Mapertunity.  Opportunity+Map.  If you’re looking for a job, starting today, you’ll be able to visually find every job around you by simply looking at google maps. 

This is How to Find Candidates in the 21st Century

 

While if you’re an employer, starting today, you’ll be able to post jobs with descriptions which will show up on Google maps, right where the jobs are at.  Mapertunity is your candidate finder.

How Is This Different Than How You Do It Today?

First, you need to know a little bit about us, the founders of SAP BW Consulting, Inc. and developers of Mapertunity.  We are both SAP Consultants, and in constant high demand.  Yet, like everyone else in the SAP Consulting space, we struggle to land the next project.  It’s not that there aren’t a large number of jobs coming our way every single day – there are.  The problem is that most of the jobs don’t work when you run the numbers.  But the financials are only one small but important part of the equation.  The other is the location.  If you’ve been on the road for decades, which we both have, you’ve probably concluded you need to cut back on your travel schedule. 

When Problems Reveal Themselves as Opportunities

A while back, I happened to be in the car with my brother when a recruiter called.  During the course of this call, I heard him tell the recruiter there were no jobs in Huntsville, Alabama, which was where he was living at the time.  The recruiter was incredulous, and said that can’t be right, Huntsville was a big government jobs location.  My brother then said, ‘haven’t found one there in a year, have had to take contracts elsewhere’.  Thinking through that whole conversation, and combining it with some other ideas we’d been working on for the past 20 years, we concluded there had to be a better way for all parties concerned.  Thus a problem began to reveal an opportunity to solve and one that needs to be solved on a global scale.

The first thing we noticed during our brainstorming was that he claimed LinkedIn never worked for him while I said that for me, it had been a primary source of jobs since I joined it when it opened way back in the early 2000s.  We then looked at Indeed, CareerBuilder and as many other job sites as we could find.  There are lots of them.  

Hidden Job Market

What we noticed was that all of these job sites created barriers that were, in reality, keeping us from finding a job.  They had, in effect, inserted themselves, whether by omission or design is not clear, between us and the jobs we knew we could do.  Sure, LinkedIn was sending me plenty of opportunities, yet they were mostly overseas recruiters working on behalf of other companies.  What we did not know was where the actual job was located or who it was with and what the recruiter’s employer did not know was where the actual candidates were. For the other job boards, like CareerBuilder or Monster, no one we know has ever gotten a job using them.  They must work or they wouldn’t survive as they do.

At the same time as we were looking at our own internal sources of jobs, we noticed a lot of the stores and shops where we were working at the time had help wanted signs that never seemed to come down.  If you were to ask the shop keepers if they were getting many people to apply, you would find that almost no one is. 

In the current economic climate, it seems to be extremely difficult for companies to find candidates.  We’ve got clients who have been searching for six months or more to fill both high level positions and temporary hourly positions and everything in between.  Many are employing ‘recruiters’ to help them ‘source’ candidates.  Yet, despite the low unemployment rate, there are apparently tens of millions of Americans who are not employed, not counted as unemployed and yet, need a job.  Or they are underemployed, or in the wrong job versus their qualifications.  And many are deep in student debt with little hope of ever paying it off.

Does Networking Still Work?

You might say to yourself that networking is how most people get most jobs.  You may also have heard that most jobs go unannounced.  We’ve concluded that this reliance on a network is at least partially due to the extreme inefficiency in the existing worker+opportunity matching system.  In other words, yes, someone you know who recommends you for a job is a very good member of a network for you to already have.  But there’s networks and then there’s LinkedIn networks, which, frankly speaking, are mostly weak in terms of relationship strength. 

As to the ‘fact’ that most jobs are unannounced, as in not advertised, it may be true, but the reason for it being true is not quite so clear cut.  It may be that the job is unpublicized because it cost too much to advertise it.  It also may be the case that it isn’t an actual known job opening, yet.  Other times, a company may just be collecting resumes for a variety of reasons known only to themselves.  There are other places in the world where candidates are expected to pay to get a job, so jobs are not advertised, otherwise, this model wouldn’t work there.  On top of these factors, many people do not have much of a network, either because they’re very young and just starting out, or they didn’t realize they needed a network and hadn’t intentionally built one for themselves.

When you take into consideration all the barriers to finding jobs or finding candidates, it’s a wonder anybody gets hired.  That’s why the “Mapertunity” approach is different: 

  • By showing all available jobs in your search area on a map, you no longer have to know a company’s website or physical address. 
  • By showing all available job candidates available in an area on a map, you can easily see if there is anyone available who fits your hiring requirements.  By using normal database search capabilities to search by keyword or other characteristics, you can get the system to surface just the right candidate.  If there happens to be 77 “star candidates” in year search area, you can see them all in one second on the integrated Google Map.  If you filter on candidates who are actually available, you can eliminate the time-consuming problem of simply finding out if someone is available.
  • By doing this at the same time, you have an opportunity map.  You have a visual picture of every job and worker made visible to the world for the first time.   

It’s like a Tri-Coder for jobs  

Imagine walking around town with your smartphone in hand.  You like the area and think maybe I would like to live and work around here.  Time to scan the area for jobs.  In the traditional scenario, what would you do?  You might pick up a newspaper, but few jobs are found there anymore.  Even if they are advertised there, they are often times not as they appear.

It’s more likely you would log into LinkedIN and search for jobs.  You might even be able to find something.  But how likely are you to find every available job within 1,000 feet of where you are standing?

With the Current Approach, It’s Not At All Likely You Would Find Available Jobs.

With the revolutionary Mapertunity tool, you could. You could find them all in under a second, in fact, you could find the first one in 13 milliseconds.

Why Wouldn’t The Current Approach Be Likely To Work?

First off, a company would have to be advertising their job opening on LinkedIn.  If they happen to be a multi-national with locations all over the place, they might well have a job for you, but just not there.  Useful, but not what you are looking for.  If you want to see what I mean by not useful, log into LinkedIn, click on jobs and search ‘my location.  In my case, without me filtering, it is showing 46,000 jobs available around me.  But the smallest area I can filter down too is 10 miles.  I also might filter out a relevant opportunity by not using the correct keywords or other criteria. 

But I cannot see where any of these jobs are.  I could look each one up individually on a company career page, where they often appear on a map.  However, I woud then run into the second great problem of using LinkedIn and other such services – many of the jobs at my level are posted by recruitment agencies, not the actual companies with the job opening.  This translates into me taking home less money as there is now a layer between me and the actual client.  This is also true of the jobs that just show up in my inbox constantly; they are almost all from 3rd party recruiters.  Nice to get the jobs in, but really, not a highly effective way to find candidates or find jobs. 

If you can see the jobs, they should be able to see you as well.  If you want to get found by employers while you’re out probing the area for jobs, Mapertunity can do that too.  Just log in and enable location awareness and you are now visible to potential employers.  In this super heated job environment, don’t be surprised if you don’t get a random visit from HR – wanting to hire you on the spot.  Imagine landing in Paris, turning on your Mapertunity Tri-Corder and finding that once-in-a-lifetime opportunity to work in the city of lights. It could happen.  It could happen to you. It will happen to you!

Can You Tell How Many Jobs Are Actually Available Anywhere Now?

If you were to go to the unemployment office, and ask them where are all the jobs, they would simply direct your attention to a job board, like USAJobs.  It is an aggregator site.  But no tool in the quiver of the unemployment office can actually reveal where the jobs are nor where the workers are.  Mapertunity.com shows you both, visually, with easily clickable options to put you in direct touch.

Who might want to know where all the candidates are within a geographic area?  Apart from the unemployment office, economic development agencies are exceptionally interested in knowing this number.  It is one of the key pieces of information companies, whom they are trying to persuade to relocate to their area, are looking for.  Without an adequate supply of labor, a company is unlikely to spend resources on setting up a new operation, in say, Seymour, Indiana. 

On the other hand, if I wanted to escape the cold Hoosier winters for the warm tropical breezes of Florida, I would have an extreme interest in finding all of the available jobs in my geographical area of interest, say, Miami.  In fact, on a recent Small Business Administration (SBA) radio broadcast from their Miami office, they said if you were to draw a horizontal (East to West) line across Florida just South of of Orlando, there are 1.2 million businesses below that line.  Wouldn’t it be amazing to be able to visualize each and every one of those businesses and find your next job in the exact location you want to live in. 

Right now, without the amazing power of Mapertunity, it can’t be done, not even by our government.  Sure, they can produce tables that show businesses by location.  That’s just not the same as seeing them on a map and being able to find your next job. 

What You Need to Do Now

How do you get found on Mapertunity.com?

If you’re a job seeker, register now and create your profile on Mapertunity.com.  It’s free.  You’ll be able to see your listing on Mapertunity immediately.  If there is more than one member of your household looking for a job, each of you should create your own profile.

Once you’re registered you can easily apply for a job right from within the integrated Mapertunity Google Map. 

If you’re an employer, register and create your first job listing.  Your first listing is free.  You can reach out to a candidate directly and let them know you are interested.  They will also be able to find your job listing and apply from within the same integrated Mapertunity Google Map.

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Should you hire at-will employees

at will and for cause employees

Should you hire at-will employees and if you do how does that affect potential employee terminations?

Generally speaking, the American workplace has two types of employment relationships: At Will and Just Cause Employment. Several alternative types of employment arrangements also exist. ^ Back to Top

What is an employment contract?

An employment contract is a legal binding agreement between an employer and employee that sets forth the expectations of both parties. The contract can be oral or written, and will typically outline the duties of the employee and the terms of employment. It is important to have a clear understanding of the contract before signing it. Employment Contract ^ Back to Top

What is an at will employment relationship?

An at-will employment relationship is a type of employment contract in which either party may end the arrangement without cause and without notice. This type of relationship is common in the United States. ^ Back to Top

Who are at will employees?

An employee who is “at-will” can be terminated by their employer at any time and for any reason, with or without cause. An employer does not need to provide notice or a specific reason for terminating an at-will employee. In contrast, employees who have an employment contract specifying the terms of their employment are not considered at-will and may only be terminated according to the terms of their contract. people, girls, women, At will Employees At-will employees are those who do not have an employment contract specifying the terms of their employment. This means that they can be terminated by their employer at any time and for any reason, with or without cause. ^ Back to Top

How does public policy affects employee termination?

In the United States, public policy affecting employee termination is set at the federal level by the National Labor Relations Board (NLRB). The NLRB is responsible for investigating and adjudicating complaints of unfair labor practices, including those involving termination of employment. The NLRB also has the power to issue rules and regulations governing labor relations in the private sector. In general, public policy concerning employee termination favors employer prerogatives. event venue, auditorium, meeting, Public Policy As a practical matter, public policy concerning employee termination is often shaped by court decisions. ^ Back to Top

Let’s Briefly Discuss Just Cause Employment

If the employer has promised the employee a specific length of employment in a contract then the employment could be construed to be a Just Cause Employment relationship. Just Cause Employment is a type of employment relationship in which an employer can only terminate an employee for a good reason. This means that the employer must have a valid, legally-acceptable reason for terminating the employee. Some typical examples of just cause include: -Incompetence -Misconduct -Theft -Violation of company policy These are just four of the usual Just Cause reasons for employee dismissal or termination. Reasons for dismissal However, employers can often be very creative when dreaming up additional reasons for Just Cause. ^ Back to Top

What are some bad reasons for a Just Cause Employee Termination?

Exceptions to Just Cause termination include violating a public policy or statute such as discrimination laws. Dismissal due to public policy or descrimination probably would not be considered a good reason. Just cause employment is less common than at-will employment, but it does offer more protection to employees. If you are employed under a just cause contract, be sure to familiarize yourself with the specific reasons that your employer can terminate your employment. woman, baby, mother, illegal dismissal ^ Back to Top

What is the at will employment doctrine?

The at-will employment doctrine is a principle that an employer may terminate an employee at any time and for any reason, provided that the reason is not illegal and as long as there is no contract in place that states otherwise. Under the “at-will” doctrine, employers are generally free to terminate employees for any reason or no reason at all. This doctrine is based on the theory that an employer and employee are free to end their relationship at any time. However, there are a number of exceptions to this rule. For instance, employers cannot terminate employees in violation of anti-discrimination laws or in retaliation for engaging in certain protected activities, such as filing a complaint of discrimination. page, text, doctrine ^ Back to Top

Can You Explain the At Will Employment Agreement

In the United States, employment-at-will is the most common type of employment relationship.

Why is it called at-will employment?

At will employment is an employment contract where either party can terminate the agreement. At Will Employment means an employer can terminate an employee at any time, for any reason, with or without notice or a just cause. This is in contrast to contracts that have a specified term, or require a valid reason to justify the cause for termination. In most areas of the country, employers are free to set the terms of at-will employment, and employees are free to accept or reject those terms or negotiation new conditions. decide, at will employment, You...gotta go At-will enables a company to terminate workers at anytime and relieves the employer’s need to provide a valid cause to take the termination action. The reason for termination is simply “at will”. There are a few exceptions to at-will employment. Some states have laws that protect employees from being fired for discriminatory reasons, or in retaliation for reporting illegal activity by their employer. Additionally, some contracts may override the at-will presumption and allow either party to terminate only for cause, or specify a term for the contract. However, in the absence of such a contract, at-will employment generally is assumed. ^ Back to Top

What is an at will employee?

An at-will employee is someone who is employed under an at will contract or employment agreement. clock, pocket watch, clockwork, your time is up ^ Back to Top

What are the Main Elements of an At Will Agreement?

The major elements of an at will employment agreement is that either party (the employer or the employee) can end the employment relationship at any time. An at-will employee can be terminated by the employer at any time, for any reason, with or without notice. Likewise, an at-will employee can quit his or her job at any time, for any reason or no reason at all, with or without notice. ^ Back to Top

Can at will employees quit at any time?

Yes, at will employees can quit at any time. However, there may be consequences for doing so. Coersion such as not receiving severance pay or having to forfeit vacation pay has happened. Hitting the road Additionally, some employers have required the employee to sign a non-compete agreement, which limited the employee’s ability to find future employment. Finally, the employer may report the employee’s departure to the credit bureau, which could damage the employee’s credit score. ^ Back to Top

The word “Ghosting” comes to mind

At a minimum, out of courtesy to the other party, the reason should at least be communicated but this is not a hard necessity. For example, “I want to spend more time with my family” is a typical reason often heard in the press when employees suddenly and unexpectedly quit a good job. capitol, washington, dc, Congress makes employment law ^ Back to Top

Who Determines Employment Law?

In the United States, employment law is a collection of federal and state statutes, regulations, common law, and judicial decisions governing the employer-employee relationship. Federal law preempts (overrides) state law in certain areas, such as anti-discrimination laws. However, in others areas, such as wage and hour laws, states are free to enact their own laws, which may provide employees with greater protections than federal law. Many states have “mini-versions” of the federal statutes, such as the Civil Rights Act of 1964 and the Americans with Disabilities Act of 1990. The primary source of employment law is statute, or legislation enacted by Congress or a state legislature. Secondary sources of law include administrative regulations and executive orders, and judicial decisions interpreting the statutes. court house Administrative agencies, such as the Equal Employment Opportunity Commission (EEOC) or the National Labor Relations Board (NLRB), are charged with enforcing the laws enacted by Congress or the state legislature. ^ Back to Top

At Will Employment is Governed by State Laws

Besides Congress, the at will employment type of relationship is governed by state laws, which vary from state to state. Some states have laws that protect employees from being fired for exercising certain legal rights, such as taking leave under the Family and Medical Leave Act (FMLA). If you are an at-will employee, be sure to understand your state’s laws so that you know your rights and what you can expect from your employer. usa, capitals, map, at will employment is controlled by state law ^ Back to Top

What are the At Will Employment Exceptions

There are a few exceptions to the at-will rule. For example, an employer cannot terminate an at-will employee for an illegal reason, such as discrimination or retaliation. This does not mean you will likely not be improperly terminated, it just means it is probably illegal for them to do so. Even if they back off with “this” excuse for termination, they will surely dream up a dozen valid other reasons that are not illegal and terminate you anyway. Seek competent legal help if you feel this has happend to you. ^ Back to Top

What does faith and fair dealing mean?

Faith and fair dealing is a concept that requires parties to act in good faith and with fairness in their dealings with one another. This principle is often incorporated into contracts, as it ensures that both parties are treated fairly and in accordance with the terms of the agreement. In some cases, faith and fair dealing may also be implied by law, even in the absence of an explicit contract. This principle is important in ensuring that both parties to a contract or agreement fulfill their obligations and do not take advantage of one another. office, business, business people ^ Back to Top

Bargaining in Bad Faith Comes to Mind

When defining what faith and fair dealing is, it is helpful to consider its two key components: faith and fairness. Faith refers to the idea that both parties must act in good faith and with honesty. This means that they must keep their promises and not try to deceive one another. Fairness, on the other hand, requires both parties to act fairly and in accordance with the terms of the agreement. This means that they must not take advantage of each other or act in a way that is unfair or unreasonable. When both parties to a contract act in good faith and with fairness, it helps to ensure that the agreement is carried out as intended. This can provide greater certainty and stability for both parties, as they can be confident that the other party will not try to take advantage of them. hand, greeting, agreement, a hand shake implied agreement ^ Back to Top

What is an implied contract?

An implied contract is an agreement between two parties that is not expressly stated in writing, but is inferred from the actions or words of the parties involved. An implied contract can be created by the actions or behavior of the parties, even if they did not intend to create a contract. But like a smart guy once said, “when it comes to matters that are important, get it in black and white”. ^ Back to Top

How should employee termination be discussed in the employee handbook?

Employee termination should be discussed thoroughly in the employee handbook so that employees are aware of the company’s expectations and the consequences for not meeting those expectations. The employee handbook should outline the process for terminating an employee, including any warnings or steps that must be taken before termination occurs. This will help to ensure that employees are treated fairly and consistently. a book, literature, pages, employee handbook ^ Back to Top

What should employers do when terminating at-will employees?

If you don’t violate any Civil Rights Law, there’s nothing special that needs to be done other than tell the employee their services are no longer needed. Nevertheless, there are a few good ways of minimising headaches. ^ Back to Top

Is there a good way to fire an employee?

The best way to fire an employee is to do so in a way that is respectful and considerate of their feelings. It is important to be clear about why the employee is being terminated, and to provide them with any resources they may need to transition into a new job. Additionally, it is helpful to give the employee time to collect their personal belongings and say goodbye to their coworkers. Finally, it is important to thank the employee for their contributions to the company. It’s always best to leave the door open and to not burn any bridges. pull it off fast or slow eitherway it's gonna hurt someone ^ Back to Top

What is the wrong way to fire an employee?

Firing an employee is always a difficult, stressful, gut wrenching task. There are certain ways to do it that are wrong and will only make the situation worse. Employees are very proud of their work and accomplishments so saying negative things about their work or the employee usually works against the company and is very upsetting to the employee being terminated. One of the worst things you can do is to try to fire an employee without cause. This will only lead to legal problems and will make the situation much more stressful for everyone involved. Instead, make sure that you have a good reason for firing the employee before you take any action. Another mistake that many employers make is to try to fire an employee without giving them any warning. This is unfair and will likely only cause the employee to become upset. Ask youself “how would you like to be fired”. Instead, give the employee a chance to improve their performance or correct any issues that you have with their work. Open and honest communication works well too. If they are still not meeting your expectations, then you might decide to proceed with termination. Finally, make sure that you handle the situation with professionalism and respect. This includes treating the employee fairly throughout the process and providing them with any severance pay or benefits that they are entitled to. By taking these steps, you can make sure that firing an employee is as smooth and stress-free as possible. If you follow these tips, you can avoid many of the common mistakes that employers make when terminating an employee. By being fair, respectful, and professional, you can ensure that the process is as smooth and stress-free as possible. ^ Back to Top

Which states are at-will states?

Some of the states that have at-will employment policies include Alabama, Alaska, Arizona, Arkansas, California, Colorado, Delaware, Florida, Georgia, Hawaii, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maine, Massachusetts, Michigan, Minnesota, Mississippi, Missouri, Montana, Nebraska, Nevada, New Hampshire, New Jersey, New Mexico, New York, North Carolina, North Dakota, Ohio, Oklahoma, Oregon , Pennsylvania , Rhode Island , South Carolina , South Dakota , Tennessee , Texas , Utah , Vermont , Virginia , Washington , West Virginia , Wisconsin and Wyoming . ^ Back to Top

How the Mapertunity Experience is Different

When we designed Mapertunity, we optimized for both the candidate and the hiring managers experience.
  • Candidate wants to find jobs that are not only a perfect fit for them but are closest to where they are currently located.
  • Hiring Managers wants to find the perfect candidate and would love to avoid the expenses of relocating someone.
Mapertunity brings both of these desires together. But it does much more than that. Mapertunity removes all the friction that the current system has built into it. There is no more guessing what candidates are available or what jobs are available. Both available jobs and available candidates in a geographic searchable region are simply displayed on the map to be further explored. In addition, contact information is not hidden for either the Hiring Manager or potential Candidates. There are no hidden barriers, like third party recruiters, between candidates and job posters. There is currently no system in the world that will tell a company how many actual workers are available within any geographic region in the world. There is currently no system in the world that will display on a map all the jobs and all the companies hiring in any geographic region in the world. Just center the map on your location and press SEARCH. Mapertunity can do this. Mapertunitye will show you where both the jobs and the candidates are located. There is no system that will tell workers which companies are hiring in any geographic radius where the job seeker might be interested in searching. ^ Back to Top

Mapertunity reduces the global carbon footprint of both workers and businesses.

We believe the closer a job is to someone’s current location, the more likely they will stay in that job and the closer a worker is to a business, the more likely a business will be able to hold onto those workers. Economist calls this “being sticky”. Global Carbon Footprint. best talent acquisition strategy ^ Back to Top

On Mapertunity you can Search Jobs and Candidates By:

  • Job Title or Keyword
  • City
  • State/Region
  • Country
  • Postal Code
  • Industry
  • Distance from Map Center ( Search the whole Earth if you want)
^ Back to Top

Join Mapertunity

Your first job posting is Free

1Your Name
2Choose ID
3Contact Info
4Tell Us About You
5Your Resume
Posted on

Sexual Harassment and Other Forms of Harassment

Definition of Harassment

Note: It is not our intention to give legal advice. If you have a legal question, it is best to consult directly with a lawyer of your choice.
 

Harassment is a form of discrimination that includes any unwelcome, offensive, or threatening behavior directed at an individual because of their protected characteristic, such as race, sex, disability, or age. Harassment can take many forms, including but not limited to: physical violence, verbal abuse or threats, sexual harassment, and stalking.

Harassment as a form of discrimination occurs when an individual is subjected to unwelcome comments, actions, or advances that are based on a protected characteristic such as race, sex, age, disability, or religion.

Harassment can occur in many different settings, including the workplace, school, and online. When harassment persists and creates a hostile environment, it may become illegal.

There are two types of harassment: quid pro quo and hostile environment. Quid pro quo harassment occurs when an individual’s submission to or rejection of unwelcome conduct is used as a basis for making employment decisions.

man, looking, words, definition of Harassment

Hostile environment harassment occurs when unwelcome conduct is so severe or pervasive that it alters the conditions of the victim’s employment and creates an abusive working environment.

Harassment is a serious issue that can have a negative impact on an individual’s physical and emotional well-being. If you or someone you know has been subjected to harassment, it is important to seek help from a qualified professional.

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A Reasonable Person

A reasonable person is a term used to describe someone who acts in a way that a typical person would, under similar circumstances.

Reasonable people are expected to exercise good judgment and take into account all relevant facts and circumstances before taking any action.

The standard of care that a reasonable person must meet is higher for professionals, such as doctors or lawyers, than for someone who does not have any specialized training.

man, bow, tie, reasonable person

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What Are Anti-Discrimination Laws

Anti-discrimination laws are designed to protect people from being treated differently or unfairly based on certain characteristics, such as their race, gender, age, or disability.

These laws vary from country to country, but they typically make it illegal for businesses or other organizations to discriminate against people in areas like employment, housing, education, and access to public services.

Discrimination can have a negative impact on people’s lives in many ways. It can make it harder for them to find a job, get housing, or go to school. Discrimination can also lead to feelings of isolation, anxiety, and low self-esteem.

While anti-discrimination laws are not always perfect, they are an important tool for protecting people from unfair treatment. They help to create a more just and equal society for everyone.

It is not our intention to give legal advice. If you have a legal question, it is best to consult directly with a lawyer of your choice.

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Governmental Agencies Regulating Workplace Conduct

There are a variety of government agencies that help to regulate workplace conduct in the United States.

statue of liberty, new york, statue, Government Agencies

The Occupational Safety and Health Administration (OSHA) is a division of the U.S. Department of Labor that helps to ensure safe and healthful working conditions for workers in the private sector.

The Equal Employment Opportunity Commission (EEOC) is another federal agency that works to protect workers from discrimination and harassment in the workplace. State and local governments also have agencies that help to enforce workplace laws and regulations.

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Harassment is not always Illegal

It is important to remember that harassment is not always illegal but it is never a good thing. For behavior to rise to the level of illegal harassment, it must be severe and pervasive enough to create a hostile or offensive work environment, or result in an adverse employment action (such as being fired or demoted). If you are unsure whether the behavior you are experiencing is illegal harassment, you should consult with an attorney, or at least your Human Resources Manager.

boy, bully, cartoon, Bully

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Bullying

Bullying is a form of aggressive behavior in which someone intentionally and repeatedly tries to harm or control another person. It can take many forms, including physical violence, verbal attacks, and online harassment.

Bullying can have serious short- and long-term effects on its victims, both physically and emotionally. It can also lead to social isolation and anxiety, and can make it difficult for children to succeed in school.

Bullying is not a new phenomenon, but it has become more visible in recent years due to the rise of social media. With the click of a button, bullies can now reach a wider audience than ever before. This can make it harder for victims to escape bullying behavior, and can also lead to more serious consequences, such as public humiliation and cyberbullying.

If you or someone you know is being bullied, it’s important to reach out for help. There are many resources available to both victims and bullies, and there is always hope for a resolution. Remember, you are not alone.

typewriter, hashtag me too, hashtagm unwelcome conduct

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Unwelcome Conduct

Unwelcome conduct is defined as any behavior that is offensive, intimidating, or threatening. This can include, but is not limited to, comments that are sexual in nature, racial slurs, and physically threatening or abusive behavior. Unwelcome conduct can occur in person or online, and can be directed at anyone regardless of their race, gender, sexual orientation, or any other protected characteristic.

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Offensive Conduct

Offensive conduct is defined as any behavior that is intended to harm, insult, or intimidate another person. This can include physical acts such as hitting or punching, as well as verbal abuse such as name-calling or making threats.

Offensive conduct can also include non-verbal behaviors such as making obscene gestures or displaying offensive materials. middle, finger, gesture, offensive conduct

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Emotional Harassment

Emotional harassment is a type of harassment that involves making someone feel uncomfortable, threatened, or embarrassed. This can include making derogatory comments, making sexual advances, or making threats.

Emotional harassment can be just as harmful as physical harassment and can have a lasting impact on the victim. If you are being harassed in this way, it is important to speak up and get help.

There are many resources available to assist you, and you should not hesitate to seek out help if you are feeling unsafe or threatened.

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Deliberate Psychological Bullying

Deliberate psychological bullying refers to a systematic and repeated effort to inflict emotional pain on another person. This type of bullying can take many different forms, including spreading rumors, making hurtful comments, or excluding someone from social activities.

art, mask, head, psychological bullying

Unlike physical bullying, which is usually easy to spot, deliberate psychological bullying can be much more subtle and harder to detect. However, the effects of this type of bullying can be just as damaging, if not more so.

Victims of deliberate psychological bullying may experience a wide range of negative emotions, including sadness, anxiety, loneliness, and low self-esteem. In severe cases, psychological bullying can lead to depression, suicidal thoughts, and other serious mental health problems.

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Verbal Harassment

Verbal harassment is defined as any type of unwanted, offensive or threatening language directed at another person. This can include name-calling, making sexual comments or threats, and using racially or ethnically derogatory remarks.

Verbal harassment can occur in person, over the phone, through text messages or online. It can be directed at anyone, regardless of their age, gender, race or sexual orientation. Verbal harassment is a form of discrimination and can be extremely damaging to the victim.

people, person, female, verbal harassment

It can cause them to feel isolated, anxious, depressed and even scared. If you are the victim of verbal harassment, it is important to speak to someone who can help you. There are many organisations that offer support and advice to victims of verbal harassment. You can also report the incident to the police.

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What is Gender Identity

Gender identity is the gender which a person sees themselves as. This can be different from the gender a person is assigned at birth. Gender identity is not the same as sex.

Sex is the biological characteristics of a person, for example, the sex chromosomes a person has, their hormones, and their reproductive organs.

People with female sex characteristics can have a male gender identity, and people with male sex characteristics can have a female gender identity.

A person’s gender identity is not always the same as their sex assigned at birth. For example, a person with a female sex assigned at birth may identify as a male.

female, gender, genders, gender identity

Gender identity is a personal experience. It is different for everyone.

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Digital Harassment

Digital harassment is a form of online bullying that involves using technology to threaten, humiliate, or intimidate another person. It can take many different forms, including sending abusive or threatening messages, posting embarrassing photos or videos, and spreading rumors or false information.

Digital harassment can be extremely upsetting and can have a serious impact on a person’s mental health and well-being. It is important to remember that online bullying is not a harmless prank – it is a serious crime that can have serious consequences.

If you are being harassed online, it is important to seek help from a trusted adult or professional. There are also many organizations and resources that can provide support and assistance. Visit stopbullying.gov for more information.

social media, facebook, twitter, digital harassment

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Hostile Environments

A hostile environment is a place where someone feels unwelcome, threatened, or harassed. This can be due to the actions or words of another person, group, or organization. Hostile environments can be found in workplaces, schools, homes, and other public places.

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Quid Pro Quo Harassment

Quid pro quo harassment occurs when an individual in a position of power requires another person to engage in sexual activity in order to receive some type of favorable treatment.

This could be something as simple as a promotion at work or a better grade in school. If the individual being harassed refuses to comply, they may be threatened with negative consequences, such as being fired from their job or receiving a lower grade.

This type of harassment is often seen in workplaces or educational institutions, where there is a clear power dynamic between the individual doing the harassing and the victim.

hand, help, write, quid pro quo harassment

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Harassing Conduct

Harassing conduct is defined as unwelcome or offensive behavior that creates an intimidating, hostile, or offensive working environment. It can take many forms, including but not limited to:

  • Verbal abuse, such as name-calling, insults, threats, and intimidation
  • Physical abuse, such as pushing, shoving, hitting, and kicking
  • Sexual harassment, such as unwelcome or offensive sexual advances, comments, and actions
  • Stalking or cyberstalking

Harassing conduct is often directed at someone because of their protected characteristic, such as their race, religion, gender, or sexual orientation. For example, the Equal Employment Opportunity Commission (EEOC) prohibits workplace harassment that is based on a person’s protected characteristic under Title VII of the Civil Rights Act of 1964.

man, hat, glasses, stalking

Harassing conduct can also occur outside of the workplace, such as in social settings or online. When it occurs in these contexts, it is often referred to as bullying.

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Workplace Conduct

Workplace conduct refers to the way employees behave while at work. It includes such things as dress code, attendance, attitude, and performance. Employers typically have a set of workplace conduct guidelines that they expect employees to follow. Violations of the guidelines can result in disciplinary action, up to and including termination of employment. Employees who fail to adhere to the workplace conduct guidelines can also create an unpleasant or unproductive work environment for their co-workers.

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Workplace Harassment

Workplace harassment is any kind of behavior that creates a hostile or offensive work environment. This can include things like making demeaning comments, making threats or unwelcome advances, or even engaging in physical violence.

bully, harassment, workplace, workplace harassment

Workplace harassment can occur between co-workers, between a supervisor and an employee, or even between customers and employees. It’s important to remember that workplace harassment doesn’t necessarily have to be directed at a specific person – it can be general behavior that makes the workplace environment uncomfortable or difficult to work in. If you’re not sure whether something constitutes workplace harassment, err on the side of caution and report it to a supervisor or human resources department.

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Unlawful Harassment

Unlawful harassment is a type of discrimination that occurs when an individual is subjected to unwelcome comments or conduct that is based on their protected status. Protected statuses can include race, sex, religion, and national origin. Harassment becomes unlawful when it creates a hostile work environment or when it results in an adverse employment action, such as being fired or demoted. Unlawful harassment can also occur when an individual is retaliated against for reporting or testifying about harassment.

Note: It is not our intention to give legal advice. If you have a legal question, it is best to consult directly with a lawyer of your choice.

disciplinary, hearing, people, unlawful harassment

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Physical Harassment

Physical harassment is any unwelcome physical contact. It can range from someone invading your personal space to outright assault. Physical harassment can be a single event or a series of events. It can be committed by anyone, regardless of gender, race, or age. If the contact is unwanted and makes you feel uncomfortable, it is considered physical harassment. This type of harassment can have a lasting impact on the victim and can lead to fear, anxiety, and depression. Physical harassment is a serious matter and should be reported to the authorities immediately.

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 Physical Harm

Physical harm is any type of injury that results in damage to the body. This can include cuts, bruises, burns, broken bones, and organ damage. Physical harm can be caused by accidents, violence, or even medical procedures. In some cases, physical harm may be the result of neglect or abuse.

man, punch, face, bruise

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There is no single answer but many types

There is no single answer to addressing harassment. It is important to tailor responses to the specific situation and needs of the individual who has experienced the harassment. Possible actions include but are not limited to: informal resolution between the parties, filing a formal complaint, or pursuing legal action.

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What to do in the case of Workplace Harassment

There are a few different ways to report workplace harassment, depending on the severity of the incident and who is involved. If the harassment is coming from a co-worker, you can talk to your supervisor or human resources department.

If the harassment is coming from someone outside of your company, like a client or customer, you can also contact your company’s customer service department.

security, man, escalator, safe place

In any case, it is important to document the incidents of harassment so that you have a record if you need to take further action.

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 What To Do If You Are Experiencing Harassment in the workplace

If you are being harassed, there are a few things you can do.

  • First, try to stay calm and avoid getting angry or defensive.
  • Second, try to document the harassment by taking screenshots or saving any relevant emails, texts, or social media messages.

This can be helpful if you decide to report the harassment to your employer or file a police report.

  • Third, you can reach out to a trusted friend or family member for support.

Finally, if you feel comfortable doing so, you can confront the person who is harassing you and let them know that their behavior is unwanted and unwelcome conduct.

silhouette, couple, people man, confront the harasser

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What to do if you are being harassed

If you have been the victim of harassment, there are a number of steps you can take. First, document the behavior. This can include keeping a written record of incidents, saving any relevant emails or other communication, and taking screenshots if the harassment is happening online. It is also important to tell someone about what is happening – this might be a friend, family member, co-worker, or supervisor. If the harassment is happening at work, you should report it to your HR department. You can also file a complaint with the Equal Employment Opportunity Commission (EEOC) or your state’s equivalent agency.

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Harassment is a serious issue that can have a lasting impact

Harassment is a serious issue that can have a lasting impact on those who experience it. If you have been the victim of harassment, it is important to reach out for help. There are a number of resources available to assist you, including the EEOC, state and local fair employment practices agencies, and private attorneys.

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How the Mapertunity Experience is Different

When we designed Mapertunity, we optimized for both the candidate and the hiring managers experience.

  • Candidate wants to find jobs that are not only a perfect fit for them but are closest to where they are currently located.
  • Hiring Managers wants to find the perfect candidate and would love to avoid the expenses of relocating someone.

Mapertunity brings both of these desires together. But it does much more than that. Mapertunity removes all the friction that the current system has built into it. There is no more guessing what candidates are available or what jobs are available. Both available jobs and available candidates in a geographic searchable region are simply displayed on the map to be further explored. In addition, contact information is not hidden for either the Hiring Manager or potential Candidates. There are no hidden barriers, like third party recruiters, between candidates and job posters.

There is currently no system in the world that will tell a company how many actual workers are available within any geographic region in the world.

There is currently no system in the world that will display on a map all the jobs and all the companies hiring in any geographic region in the world.

Just center the map on your location and press SEARCH.

Mapertunity can do this. Mapertunitye will show you where both the jobs and the candidates are located. There is no system that will tell workers which companies are hiring in any geographic radius where the job seeker might be interested in searching.

^ Back to Top

Mapertunity reduces the global carbon footprint of both workers and businesses.

We believe the closer a job is to someone’s current location, the more likely they will stay in that job and the closer a worker is to a business, the more likely a business will be able to hold onto those workers. Economist calls this “being sticky”.

Global Carbon Footprint. best talent acquisition strategy

^ Back to Top

On Mapertunity you can Search Jobs and Candidates By:

  • Job Title or Keyword
  • City
  • State/Region
  • Country
  • Postal Code
  • Industry
  • Distance from Map Center ( Search the whole Earth if you want)

^ Back to Top

Join Mapertunity

Your first job posting is Free

1Your Name
2Choose ID
3Contact Info
4Tell Us About You
5Your Resume
Posted on

The Employee Handbook and Manual

book, paper, document, Employee Handbook and Manual

The Employee Handbook

Core Values

An organization’s core values are the fundamental beliefs of the company. These guiding principles dictate how employees should interact with customers, vendors, and each other. Core values represent an organization’s culture and identity. They provide a framework for decision-making and help employees understand what is acceptable behavior.

Core values are important to an organization because they provide a sense of direction and purpose. They give employees a standards to follow, and help to create a cohesive work environment. Additionally, core values can help attract like-minded employees and customers, who are more likely to be loyal to the company.

Some common examples of employee core values include: honesty, integrity, teamwork, respect, communication, and accountability. It is important to note that these values will vary from organization to organization, and should be tailored to fit the company’s unique culture and goals.

team, work, building, core values

When writing or revising your company’s core values, it is important to involve employees in the process. After all, these are the people who will be expected to uphold the values. Furthermore, be sure to communicate the values to all employees, and make sure they are understood and embraced.

Embody and Communicate the Company’s Core Values through the Employee Handbook.

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What is an Employee Handbook?

An employee handbook is a document that contains important information about your company’s rules, policies, procedures, and expectations for employees. It is typically given to new hires during their onboarding process, and it serves as a reference guide for employees throughout their time with the company. It helps employees understand what is expected of them while they are working for the company.

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The Contents of an Employee Handbook

The contents of an employee handbook may vary from organization to organization. The handbook should list the company’s mission statement, values, and code of conduct. It should also include information on vacation days, sick days, and holiday pay.

book, cover, employee handbook

The Employee Handbook should cover common topics like attendance, dress code and workplace conduct. The handbook should also explain the company’s policy on sexual harassment and discrimination. Additionally, the handbook should detail the process for filing a grievance or complaint. Finally, the handbook should list the contact information for the human resources department.

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Benefits of Employee Handbooks

An employee handbook is an important tool for communicating your company’s policies and expectations to employees. It can help to prevent misunderstandings and miscommunications, and it can provide a reference point for employees if they have questions about company procedures. If you are thinking about creating an employee handbook for your organization, there are a few things to keep in mind. First, make sure that you include only information that is relevant and up-to-date. Second, keep the language clear and concise, so that employees can easily understand it. Finally, be sure to have the handbook reviewed by a legal professional to ensure that it complies with all applicable laws and regulations.

man, woman, dog, employee benefits

An employee handbook is an essential tool for any business. It communicates your company’s expectations, policies and procedures to your employees, and gives them a resource to reference when they have questions. An effective employee handbook can help reduce misunderstandings and disputes, and promote a positive work environment.

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The Employee Manual can Streamline Onboarding.

An employee manual can streamline onboarding by providing new employees with a clear and concise overview of the company’s policies, procedures, and expectations. This can help to eliminate confusion and ambiguity, and make it easier for new employees to hit the ground running. Additionally, an employee manual can be a valuable reference tool that employees can refer back to as needed.

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Why Small Businesses Should Develop an Employee Manual

Every small business is different and will need to weigh the pros and cons of developing an employee manual based on their specific needs and circumstances. However, in general, having an employee manual can be extremely beneficial for small businesses.

airport, international, munich, On The Same Page

An employee manual can help to ensure that everyone is on the same page in terms of expectations and can provide a valuable resource for employees. Additionally, an employee manual can help to reduce the risk of legal problems down the road. Overall, while there is no easy answer to this question, small businesses should carefully consider whether developing an employee manual is right for them.

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What is an Employee Manual?

An Employee Manual is different from an Employee Handbook.

An employee manual is a more detailed document that includes instructions on how to perform specific tasks. Employee manuals are usually only given to employees who need to know how to perform a specific job.

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What are Company Policies?

A company policy is a set of rules and guidelines that employees must follow. Company Policies can cover a wide range of topics, from dress code and attendance to social media use and confidential information.

coffee, coffee roasting, coffee roaster, Our Company Policy for Roasting Coffee Beans

Having clear and concise company policies helps to ensure that everyone is on the same page and knows what is expected of them.

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What are the contents for an effective Employee Handbook requirements?

There are no hard-and-fast rules for what should be included in an employee handbook, but there are some key elements that are typically included. Here are some of the most common topics covered in employee handbooks:

– Company history and culture

– Mission, vision and values

– Code of conduct

– Anti-discrimination and harassment policy

– Compensation and benefits

– Leave policy

– Attendance and punctuality

– Work hours and break times

– Dress code

– Use of company property (including computers, email and the internet)

– Cell phone use

– Personal conduct

– Conflict of interest

– Safety procedures

– Security procedures

– Emergency procedures

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Key Policies that Should be Included in an Employee Manual

Some key policies that should be included in an employee manual are:

– attendance and punctuality

– dress code

– use of company property

– electronic communications

– social media

– confidentiality and non-disclosure

– conflict of resolution

– workplace harassment and discrimination.

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Key Policies that Should Not Be Included in an Employee Manual

An employee manual should not include any illegal or discriminatory policies. Additionally, any policy that would put the company at risk of liability should also be excluded. Some specific examples of such policies include:

-Policies that allow employees to work excessive overtime hours without proper compensation

-Policies that do not provide adequate safety measures for employees

-Policies that allow for discrimination or harassment in the workplace

-Any policy that is not essential to the running of the business should also be excluded from the employee manual. This includes policies that are simply preferences of the company owner or management, rather than actual rules or regulations that must be followed. Some examples of such non-essential policies include:

-Dress code policies that are not necessary for safety or professional reasons

-Policies regarding personal use of company property (e.g. internet, email, etc.)

-Policies regarding vacation time or other paid time off

father, daughter, beach, Vacation Time Off Policy

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Review and Updated The Employee Handbook on a Regular Basis

An employee handbook should be reviewed and updated on a regular basis to ensure that it accurately reflects your company’s current policies and procedures. If you have any questions about creating or updating an employee handbook, consult with an experienced business attorney.

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An Employee Handbook is a Useful Resource

An employee handbook can serve as a guide for shaping employee behavior. By outlining expectations and providing clear guidelines, an employee handbook can help employees understand what is expected of them. This can lead to more positive workplace behavior and increased productivity. Additionally, an employee handbook can help to create a more positive work environment by promoting respect and professionalism.

knife, swiss knife, tool, The Employee Handbook is like a swiss army knife

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The Human Resources Manager should consult with an employment attorney when developing an employee handbook.

As a Human Resources Manager, you may find yourself wondering if you should consult with an employment attorney when developing an employee handbook. The answer to this question depends on a number of factors, including the size and scope of your company and the nature of your business. If your company is large and complex, or if you are in an industry with a lot of regulations, it is probably a good idea to consult with an attorney. Even if your company is small and simple, you may still want to consult with an attorney if you are unsure about any of the policies you want to include in your handbook. An attorney can help you make sure that your policies are legally sound and will protect your company in the event of a dispute.

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Company Culture Shapes the Employee Handbook

The company culture has a big impact on the employee handbook. The way the company operates and the values that it upholds will be reflected in the employee handbook. It is important for companies to make sure that their employee handbooks are aligned with their

woman, veil, hijab, Company Culture

culture so that employees know what is expected of them and can be comfortable working within the company. A good employee handbook will help to create a positive and productive work environment.
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The Company’s History also Shapes the Employee Handbook

A company’s history can play a significant role in shaping the employee handbook. For example, if a company has a long history of success, this may be reflected in the employee handbook in the form of high standards and expectations. Alternatively, if a company has a history of problems with employee morale, this may be addressed in the employee handbook with policies and procedures designed to improve employee satisfaction. In either case, it is important for companies to be aware of how their history may impact the employee handbook.
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Including Performance Reviews in the Employee Handbook

Performance reviews are a necessary part of every employee’s development and growth within an organization. They provide employees with the opportunity to sit down with their manager and openly discuss their successes, challenges, and goals.

tampa, florida, pole vault, Employee Performance Reviews

Additionally, performance reviews help to identify any training or development needs that the employee may have.

While some organizations choose to address performance reviews in their employee handbooks, others do not. There is no right or wrong answer when it comes to this decision. Some organizations opt to include performance review procedures in their employee handbooks so that employees are aware of the process and what to expect. Other organizations prefer to keep performance reviews separate from the employee handbook.

Ultimately, the decision of whether or not to address performance reviews in the employee handbook is up to the organization. There are pros and cons to both approaches, and it ultimately depends on what will work best for the company and its employees.

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Company Equipment

The employee handbook may discuss company equipment and how it should be used. It is important that employees understand how to properly use and care for company equipment.

car wash, clean, wash, Company Car Policy States Cars Must be Returned Clean

The handbook should outline what is expected of employees if they need to use company equipment for personal use.

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Part Time Employees and the Employee Handbook

The employee handbook usually applies to part time employees in the same way as it does to full time employees. All policies and procedures outlined in the employee handbook must be followed by all employees, regardless of their employment status. Part time employees are subject to the same attendance policy, code of conduct, and workplace safety rules as full-time employees. Additionally, part time employees may be eligible for the same benefits and perks as full-time employees, such as vacation days, sick days, and health insurance.

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General disclaimers to include in Employee Handbooks

The employee handbook should include general disclaimers to protect the company from liability. These disclaimers should make it clear that the company is not responsible for any injuries or damages that may occur while employees are on the job.

clay, brick, wall, Disclaimers

The handbook should also state that the company is not responsible for any losses or damages that may occur as a result of employee negligence or misconduct. Additionally, the handbook should include a disclaimer that all information contained in the handbook is confidential and should not be shared with anyone outside of the company. Finally, the handbook should include a disclaimer that the company reserves the right to change any of the information contained in the manual at any time without notice.

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Wrongful Termination

A wrongful termination is a firing that is done in violation of an employment contract or law. Wrongful terminations can also occur when an employee is fired in retaliation for whistle-blowing or filing a discrimination claim. In some cases, a worker may be wrongfully terminated because of their race, gender, religion, or national origin.

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Substance Abuse Policies

A substance abuse policy should be included in an employee manual to ensure that employees are aware of the company’s stance on drug and alcohol use.

doctor, patient, psychiatrist, Welcome Home From Rehab

Companies should offer help and assistance to Employees when possible.

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Internet Usage

Internet usage is addressed in the employee handbook by specifying what types of activities are considered inappropriate and prohibited. These activities include, but are not limited to: accessing or disseminating inappropriate or pornographic material, downloading copyrighted material, and engaging in any activity that could be considered harassment or cyber-bullying.

Consequences for employees who violate these policies such as disciplinary action up to and including termination, should be fully explained in the Employee Handbook.

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Remote Work and Remote Working

Remote Working should be included in the employee handbook. It should state when employees are allowed to work from home and how they should coordinate with their supervisor to make sure it does not interfere with their job duties.

covid-19, work from home, quarantine, Remote Work

The handbook should also outline the expectations for communication and collaboration when working remotely.

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How State Law affects the Employee Manual

In the state of California, employers are not required to provide employees with a written employee manual. However, if an employer chooses to create an employee manual, it must comply with certain legal requirements. For example, the manual must include a statement that employment is at-will and that the employer reserves the right to change the terms and conditions of employment at any time. Additionally, the manual must not contain any provisions that would violate an employee’s rights under state or federal law. Finally, the manual must be made available to all employees in a format that they can easily understand.

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Federal Laws Affecting the Employee Handbook

There are many State and Federal Laws that can affect the Employee Handbook. The employee handbook must comply with all relevant federal laws, including those relating to discrimination, harassment, and privacy.

phone wallpaper, capital, usa, Federal Laws

These laws may change from time to time, so it is important to keep the handbook up to date. Some of the most relevant federal laws are described below:

Title VII of the Civil Rights Act of 1964

–Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, sex, or national origin. This law applies to all aspects of employment, including hiring, firing, promotion, compensation, and benefits.

-The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing Title VII. The EEOC has issued guidelines that employers must follow in order to avoid discrimination. These guidelines include ensuring that job advertisements do not discriminate against any protected group, and that job applicants are evaluated on their qualifications, not their race, color, religion, sex, or national origin.

The Age Discrimination in Employment Act of 1967 (ADEA)

–The Age Discrimination in Employment Act of 1967 (ADEA) prohibits discrimination against employees who are 40 years of age or older. This law applies to all aspects of employment, including hiring, firing, promotion, compensation, and benefits.

labor, black and white, hands, Older Workers Are Protected

-The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing the ADEA. The EEOC has issued guidelines that employers must follow in order to avoid discrimination. These guidelines include ensuring that job advertisements do not discriminate against any protected group, and that job applicants are evaluated on their qualifications, not their age.

The Pregnancy Discrimination Act of 1978 (PDA)

–The Pregnancy Discrimination Act of 1978 (PDA) prohibits discrimination against employees who are pregnant or who may become pregnant. This law applies to all aspects of employment, including hiring, firing, promotion, compensation, and benefits.

-The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing the PDA. The EEOC has issued guidelines that employers must follow in order to avoid discrimination. These guidelines include ensuring that job advertisements do not discriminate against any protected group, and that job applicants are evaluated on their qualifications, not their pregnancy status.

woman, baby, mother, Maternity Leave

The Family and Medical Leave Act of 1993 (FMLA)

–The Family and Medical Leave Act of 1993 (FMLA) provides employees with up to 12 weeks of unpaid leave for certain family and medical reasons. This law applies to employers with 50 or more employees.

-The Department of Labor (DOL) is responsible for enforcing the FMLA. The DOL has issued guidelines that employers must follow in order to comply with the law. These guidelines include ensuring that employees are eligible for leave, providing employees with information about their rights and responsibilities, and maintaining records of leave.

The Health Insurance Portability and Accountability Act of 1996 (HIPAA)

–The Health Insurance Portability and Accountability Act of 1996 (HIPAA) protects the privacy of employees’ health information. This law applies to employers with 50 or more employees.

The Department of Labor (DOL) is responsible for enforcing HIPAA. The DOL has issued guidelines that employers must follow in order to comply with the law. These guidelines include ensuring that employees’ health information is kept confidential, and that only authorized individuals have access to it.

doctor, patient, hospital, Health Insurance

The Genetic Information Nondiscrimination Act of 2008 (GINA)

–The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits discrimination against employees on the basis of their genetic information. This law applies to all employers with 15 or more employees.

-The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing GINA. The EEOC has issued guidelines that employers must follow in order to avoid discrimination. These guidelines include ensuring that job advertisements do not discriminate against any protected group, and that job applicants are evaluated on their qualifications, not their genetic information.

dna, project lumina, DNA, SNPs

The Americans with Disabilities Act of 1990 (ADA)

–The Americans with Disabilities Act of 1990 (ADA) prohibits discrimination against employees with disabilities. This law applies to all employers with 15 or more employees.

-The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing the ADA. The EEOC has issued guidelines that employers must follow in order to avoid discrimination.

reserved, sign, car, Handicap Parking

These guidelines include ensuring that job advertisements do not discriminate against any protected group, and that job applicants are evaluated on their qualifications, not their disability.

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How the Mapertunity Experience is Different

When we designed Mapertunity, we optimized for both the candidate and the hiring managers experience.

  • Candidate wants to find jobs that are not only a perfect fit for them but are closest to where they are currently located.
  • Hiring Managers wants to find the perfect candidate and would love to avoid the expenses of relocating someone.

Mapertunity brings both of these desires together. But it does much more than that. Mapertunity removes all the friction that the current system has built into it. There is no more guessing what candidates are available or what jobs are available. Both available jobs and available candidates in a geographic searchable region are simply displayed on the map to be further explored. In addition, contact information is not hidden for either the Hiring Manager or potential Candidates. There are no hidden barriers, like third party recruiters, between candidates and job posters.

There is currently no system in the world that will tell a company how many actual workers are available within any geographic region in the world.

There is currently no system in the world that will display on a map all the jobs and all the companies hiring in any geographic region in the world.

Just center the map on your location and press SEARCH.

Mapertunity can do this. Mapertunity will show you where both the jobs and the candidates are located. There is no system that will tell workers which companies are hiring in any geographic radius where the job seeker might be interested in searching.

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Mapertunity reduces the global carbon footprint of both workers and businesses.

We believe the closer a job is to someone’s current location, the more likely they will stay in that job and the closer a worker is to a business, the more likely a business will be able to hold onto those workers. Economist calls this “being sticky”.

Global Carbon Footprint. best talent acquisition strategy

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On Mapertunity you can Search Jobs and Candidates By:

  • Job Title or Keyword
  • City
  • State/Region
  • Country
  • Postal Code
  • Industry
  • Distance from Map Center (Search the whole Earth if you want)

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