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February 2006

2006.02.28

【ニュース】採用が難しい仕事トップ10

採用が難しい仕事トップ10
マンパワーの調査によると下記の10の仕事の採用が難しいとのこと。
セールス担当者はナンバー1の難しさだ。
それだけ売ることが難しいということだろう。

Employers Report the 10 Jobs Most Difficult to Fill

Forty-four percent of employers in the United States are having difficulty filling positions because of a lack of qualified talent, according to a survey by Manpower, Inc.

The survey included responses from 1275 employers in the United States. The survey found that the top 10 jobs that employers are having difficulty filling are:

1. Sales Representatives
2. Engineers
3. Nurses
4. Technicians (primarily production/operations, engineering or maintenance)
5. Accountants
6. Administrative Assistants & PAs
7. Drivers
8. Call Center Operators
9. Machinists
10. Management/Executives

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【判例】ケガによる一時的な仕事の変更

ケガによる一時的な仕事の変更(軽い仕事への変更)を長期的な仕事にする義務はない。

ケガをしたことで、一時的に軽い仕事を与えていた雇用者に対し、FEHAではその一時的な軽い仕事を
長期的な仕事にする義務があるかどうかについて、カリフォルニアの連邦高裁が判断を下した。
FEHAの基でも一時的な仕事を長期的にする必要はないということだ。

注意すべきこと
・ケガをして十分な仕事ができないときに、一時的な軽い仕事をアサインする際には、合理的な期限を設けること。
・従業員ができるだけ早くもとの仕事に戻るように促すこと。たとえ、雇用者に軽い仕事をアサインする義務があっても。
・ケガをした従業員がすぐに対応してもらえるように、担当と密接にコミュニケーションをとること。
・ケガをした従業員への対応プランがうまく機能しない場合は、担当者と看護者の管理が必要か議論すること。

No Duty to Make Long-Term Temporary Accommodation Into Permanent Job

A California appeals court has addressed for the first time whether an employer who provides an employee a temporary light-duty position for an extended period to accommodate the employee's injury has an obligation under the Fair Employment and Housing Act (FEHA) to make that temporary light-duty assignment available indefinitely once the employee's temporary disability becomes permanent.

The judges agreed with federal court decisions under ADA that the city had no duty under FEHA to make the officer's temporary front-desk assignment permanent. Such a requirement would, in effect, have mandated the city to create a new sworn-officer position just for him, an obligation not imposed by FEHA's accommodation requirements. Raine v. City of Burbank, 135 Cal. App. 4th 1215 (2006)

What Should You Do?
・Establish reasonable time limits on how long you will provide temporary assignments for injured employees who cannot perform their regular jobs.
・Encourage employees to return to their regular jobs as quickly as possible even if it means making temporary modifications to their duties.
・Keep in close contact with claims adjusters to be sure injured workers are getting prompt and effective treatment.
・Discuss with claims adjusters the need to assign nurse case management in cases where treatment plans are not clear or being effectively maintained.

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2006.02.16

【トレンド】iPodは仕事場で許される?

Are iPods Good for the Workplace?
With a growing number of workers listening to music on their iPods at work, some employers are facing challenges with these personal music players and other personal technology, experts tell the Chicago Tribune.

"Music is usually resorted to as a form of self-therapy when you're not involved enough in what you're doing so that part of your mind needs to be distracted from what otherwise would become boring," Csikszentmihalyi tells the newspaper.

仕事中にiPod♪という風景が増えている。
あなたの会社のポリシーにiPodのことが書いてある会社は少ないだろう。
Chicago Tribuneの記事は賛否両論というところ。

確かに音楽を聴いていると、リラックスできたり、仕事に集中できるという声もある。
一方で、注意散漫になる。同僚や上司・部下とのコミュニケーションを遮断してしまうという可能性もある。


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2006.02.10

【トレンド】WebベースHRシステム

Use of technology to perform transactional HR functions.

As HR becomes more involved in the strategic end of business, there's a growing interest in giving employees the ability to perform transactional functions, such as updating name and contact information and changing beneficiaries, via intranets,

HRはどんどん戦略的な内容になってきているが、従業員とネット上でやりとりできる機能を与えることが
非常に多くなってきている。従業員が自分で名前や情報、ベネフィット関係をネット上で変更できるようする
わけだ。

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【ポリシー】Love Contract

'Love Contracts' Lessen Liability from Consensual Workplace Dating
Office romances pose several potential legal issues for employers, prompting some employers to use "love contracts" to help minimize their liability, explains attorney Marilyn Sneirson.

Love Contractのポリシーを導入することで、社内恋愛から生じる潜在的な法的な問題のリスクを低減することができる。

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2006.02.02

【労働法】最低賃金 厳しくとりしまるカリフォルニア

Greater State Minimum Wage Protections

Under federal law, the Fair Labor Standards Act (FLSA) requires payment of minimum wage to employees who work in any workweek. In contrast, the California Wage Orders provide that every employee receive not less than the state minimum wage per hour for all hours worked. The difference in these terms, supported by other provisions of the California Labor Code, resulted in a substantial award for minimum wage violations against a California employer.

カリフォルニア州は最低賃金を守ることに関しても大変厳しく規定されている。

■What Should You Do?
・Pay the agreed-upon or the legal overtime rate, as applicable, for all hours worked.
・Require non-exempt employees to prepare and submit accurate time records reflecting all hours worked and time off work for meal periods.
・Provide meal and rest periods in accord with California law.
・Maintain payroll records for at least four years following the end of the year to which they apply.

■すべきこと
・法定の残業レートについては必ず働いた時間にあわせて支払うこと。
・non-exemptは正確に働いた時間を記録し、食事時間かならず休みをとること。
・カリフォルニアの州法に従った食事時間、休憩時間をとること。
・ペイロールの記録はすくなくとも4年間残しておくこと。

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