Dear HR: I own a small retail shop with a warehouse full of product. My employees have to load and unload heavy boxes. I know that I can’t ask applicant’s if they have any health problems or back injuries that would prevent them from doing the heavy lifting, but I really don’t want to hire someone who’s not physically able to do the work. How am I supposed to find out if the people I […]
Dear HR: We are recruiting a new chef for our restaurant. We have a reputation for having the best food in town so we need to be sure our potential new hire will be able to keep up with our fast-paced kitchen, and that their skills measure up. Can we have the top four applicants come in for an evening shift for a “working interview?” HR Answer: Under wage and hour laws any work […]
Dear HR: My employee is consistently late and missing work because their ex-spouse took the car. So now I need to hire another person. May I require that applicants must have a car to apply for this job? HR Answer: You may require a car depending on the position, but ONLY if the requirement is job related. For example, if you have a job opening that requires traveling in a car throughout the workday—like […]
Dear HR, Our potential new hire has tested positive for THC – do I really have to wait an entire 180 days to hire my employee that has been tested? HR Answer: Although it is our policy to wait 180 days — since you have known the new hire for some time now and your workplace requires additional help immediately, we offer an exception clause that can be used sparingly. The new hire can sign a “Last Chance […]
Tips for Minimum Wage Hike Survival: HIRE RIGHT One of the most important elements of employee management occurs when selecting the right employee(s). Whether you are bringing on your first employee or are looking to retain a staff of hundreds, each new hire has the potential to make your company stronger or cause you unnecessary loss of time and money. Hiring mistakes cost an average of $14,000 per employee. Hiring the right person is an […]
Time is a precious commodity; a commodity that employers always need in abundance, but have difficulty managing efficiently. Even for the most organized business owner, there are never enough hours in the day to complete what’s on the agenda. So the solution is simple; create more available hours. MORE HOURS IN YOUR DAY Although extending the hours in a day is not possible, you can add more available hours to your day by restructuring […]
To Ask, or Not to Ask – Soon There Will be No Question! New “Ban the Box” Law Prohibits Asking an Applicants to Reveal Their Criminal History The new “Ban the Box” law (Oregon HB 3025) will take effect on January 1, 2016. What exactly is the “Ban the Box” law, and what will this mean for employers? The “Ban the Box” law restricts the timing of when an employer may ask about […]
Cardinal sent out an email alert on November 7, 2014 regarding Oregon Ballot Initiate 91, which decriminalized recreational marijuana. In the alert, we advised reviewing your DRUG TESTING policies and following some suggested best practices. This article focuses on best practices surrounding post-incident drug testing. Before we delve too deep, let us review what usually happens. Often an employee reports that they have been injured and files a workers’ compensation claim. That triggers paperwork, an […]
Ballot Measure 91 Passed. Now What? On November 4, 2014, Oregon voters passed Ballot Measure 91, legalizing the non-medical possession and use of marijuana for adults age 21 and older. The law goes into effect July 1, 2015. See Oregon: Recreational Marijuana FAQ
