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Csc AustraliaCsc Australia CSC BUSINESS SOLUTIONS TECHNOLOGY AND OUTSOURCING SEARCH ADVANCED About UsServicesCase StudiesInsightsContact UsCareers CORPORATE GOVERNANCE INVESTOR RELATIONS NEWSROOM LOCATIONS CSC PORTAL Please upgrade your Flash Player INDUSTRIES SOLUTIONS COUNTRIES LET’S GET STARTED Our experience across all industries enables us to harness the best ideas practices and solutions from both the public and private sectors for the benefit of every client + Chemical Energy Natural Resources Main Page Chemical Natural Resources Oil Gas Utilities + Financial Services Main Page Banking Insurance Life Annuities Pensions P&C General Insurance + Technology Consumer Communications Media Entertainment Technology Consumer Goods Services Fashion Retail Travel Transportation + Manufacturing Main Page Aerospace Defense Automotive Industrial Health Services Public Sector By design our services portfolio meets our clients most complex challenges We bring business perspective decades of experience and practical ingenuity to every engagement Application Services Cloud Computing Services Credit Services Cybersecurity Enterprise Solutions Finance Transformation Hosting Services Infrastructure Services Legal Solutions Managed Network Services Management Consulting Outsourcing Risk Management Claims Service-Oriented Architecture Supply Chain Management Testing Services Whether you’re around the corner or across the world chances are you’re near one of our locations AFRICA South Africa AMERICAS Brazil Canada en fr Chile AUSTRALIA Australia ASIA China Hong Kong India Japan Korea Malaysia Singapore Thailand Vietnam en vn EUROPE Austria Belgium Czech Republic Denmark France Germany Italy Lithuania Luxembourg Netherlands Norway Portugal Slovakia Spain Sweden Switzerland United Kingdom Let s work together to help your organization meet its most complex challenges.Talk to us today by Using our Contact Us page Finding a CSC location near you Seeing how our Global Alliances program works to your advantage WHAT’S NEW © Computer Sciences Corporation | Legal Disclaimer | Privacy Policy | Site Map | RSS | Mobile Tags: africa, americas, australia, Austria, Belgium, brazil, business, Canada, chain, chances, chemical, Chile, complex, consumer, czech, denmark, europe, experience, france, Germany, industries, Insurance, japan, Korea, Legal, locations, malaysia, management, natural, outsourcing, public, republic, resources, singapore, solutions, supply, technology, Thailand, vietnam, youre Job scam – Online Trade TrainingI came across this site last night and couldn’t believe it. This site is nothing more than a con for some company called online trade training. So the entire site is set up to look like a Consumer warning report site where this particular product, online trade training is been reviewed. However, the entire site has been established to sell the online trade training and there are no other products or information on there. Have a look at the following link. What you think? Should this be allowed? Tags: actually, address, admit, advert, Advertiser, allerguard, allowed, angeles, asking, built, business, certification, clearly, companies, company, contact, cover, credit, curious, designed, dodgy, Email, entire, established, false, following, Funny, Google, happen, hosting, impression, Instances, Legal, links, little, makes, making, mites, model, money, month, notice, olympic, online, outside, people, posting, pozycjonowanie, printing, problems, process, processed, product, products, program, przez, quicker, really, received, refund, reliable, responded, reviewed, sense, server, shuts, sites, states, substrate, suite, trade, training, trainingi, using, usugi, variations, website, whoisguard, words “Blind” Application Site Bids To Banish Job DiscriminationA new recruitment site is hoping to make job discrimination a thing of the past by offering candidates the chance to apply for roles anonymously. Recently launched 2Apply.co.uk also safeguards employers against discrimination claims by ensuring all personal details such as age and gender, are hidden from job applications when firms select for interview. Candidates are able to be judged solely on their merits and employers are able to compare applicants more objectively, in turn speeding up the recruitment process. The site hopes to safeguard firms against employment laws which are becoming increasingly stringent. Employers currently face fines and legal action if accused of discrimination. It’s free to use for both candidates and recruiters and founders hope the site will give employers greater confidence in managing recruitment in house, rather than relying on costly external agencies. For many recruiters finding the perfect employee can be a time consuming and expensive process. However, by hiding the applicant’s personal details this makes it simpler to select solely on merit and covers the recruiter against claims of discrimination should an applicant feel they have been unfairly overlooked for a role. Employers can access the 2Apply.co.uk system at any time and review the details of applicants responding to their advert. Once applications are closed the employer selects the people they want to interview. The system even emails the successful and unsuccessful applicants on the employer’s behalf. The site was launched by HR4UK.com, who have been working with UK employers for more than 30 years. Peter Abraham, MD at HR4UK.com, says he believes the tool will improve the recruitment process for both candidate and employer. Mr Abraham said: “Without the right resources, recruiting staff can be a costly and potentially risky process for many companies. “We’re seeing a significant increase in the number of firms affected by the changes in employment law and hope our new site will make it easier for companies to employ staff professionally, legally and effectively. “Candidates can apply safe in the knowledge that they’re being judged solely on merit so it really is something everybody can benefit from using.” For more information, visit www.2Apply.co.uk . Tags: act, companies, discrimination, Industry Chat, job, Legal, press-release, result Design & Build RecruitmentDesign & Build Recruitment Tags: alert, alike, Architecture, australian, browse, build, Construction, consulting, contact, create, design, designed, doing, employers, Engineering, finding, hiring, international, Jobseekers, leader, Legal, login, market, markets, member, password, powered, recognised, recruitment agencies, Register, right, search, sector, Sectors, sitemap, specialists, starter, support, thing, Timesheets Victoria University – Footscray Park CampusVictoria University – Footscray Park Campus Victoria University | Melbourne Australia Victoria University | Melbourne Australia skip to content Home About VU Courses Campuses Facilities and services Library Higher Ed and TAFE Search the VU site Search for courses Enter your keywords Future students International students Current students Research Industry and community Alumni and donors Media For staff Search for coursesI am an Australian resident a non-residentEnter some keywords Slideshow nbsp;Opportunities worth researching Postgrad degrees by coursework or research What will you do Find out more nbsp;Want to take your career higher You can study a postgraduate degree in coursework or research What will you do Find out more nbsp;Dreaming of a new start Grow your career at Victoria University Find out more nbsp;Dreaming of a new start Grow your career at VU Find out more Student essentials ASKVU MYVU student portal WebCT/Blackboard Commonly used forms Student email Timetables Quick links Jobs at VU For employers Teaching and Learning VU in your language اللغة العربية 中文 日本語 한국어 En español ภาษาไทย Ngôn ngữ Tiếng Việt What's in it for you Study in the real world Graduate with experience Why our students choose VU Ask a question at GOTOVU News and events Join new Gay and Lesbian Access to Apply for a 2011 scholarship VU Student Swim Squad See all news and events raquo Contact us Feedback Privacy Legal Copyright © 2011 Victoria University CRICOS Provider No.00124K Sitemap Tags: access, apply, australia, Australia Victoria, Blackboard, career, contact, copyright, courses, Coursework, Cricos, employers, espaol, events, experience, Feedback, Feedback Privacy, Footscray Park Campus, graduate, higher, Higher Ed, International Students, Keywords, language, learning, Legal, lesbian, links, melbourne, Melbourne Australia, Melbourne Victoria, nbspdreaming, Postgraduate Degree, Privacy, provider, raquo, research, scholarship, search, Services Library, sitemap, squad, Staff Search, start, student, Student Email, Student Essentials, Student Portal, students, Students Research, study, teaching, university, victoria, Victoria Australia, Victoria University Footscray, Victoria University Melbourne, world Will it really be easier to dismiss employees?This article has been sent from Flint Bishop Solicitors and as it is relevant I felt it was worth including here Recently announced proposals – Will it really be easier to dismiss employees? David Cameron’s plans to reform the Tribunal system by making it easier to dismiss staff in the first two years of their employment sound sensible. However, could they backfire and actually end up costing you more in Tribunal claims? – asks Rob Tice, partner and head of employment leading Midlands law firm Flint Bishop. “You’ll no doubt be aware that an employee can bring a claim for unfair dismissal against you after a year of continuous employment, but the Government’s proposal is to extend this to two years in order to give you additional time to assess staff before they gain protection from unfair dismissal. But in my view this proposal might encourage people to ‘shift the focus’’ of a claim to discrimination and other claims, which could be financially damaging as unlike unfair dismissal claims, compensation payouts in some of these claims can be uncapped. Whilst you may welcome a relaxation in the requirement to follow a ‘fair procedure’ before dismissing employees in the first two years of employment, without such a procedure to demonstrate a genuine (non-discriminatory) reason for dismissal, you may struggle to defend yourself against such claims. In fact in some respects this proposed legislation is actually going backwards as, some years ago, the qualification period of an unfair dismissal claim was two years and the ‘two year requirement’ was subject to a legal challenge on the basis that it discriminated against women (as they were less likely to remain with one company for long periods due to childcare commitments and other domestic responsibilities). If the Government’s proposals go ahead then it is likely the two year requirement will be challenged once more on the ground of sex discrimination and also age discrimination. To act as a deterrent to dismissed workers bringing ‘vexatious claims’, the Government has talked about charging people a fee in order to lodge Tribunal claims. From conversations with my clients this would be very welcome but, unfortunately, the idea has been shelved for the moment with a mere proposal that it is discussed again in the spring. Further news which might disappoint you is that, at the other end of proceedings, the Government is proposing to levy a fine (payable to the treasury) on employers who are found guilty of breaching employment laws. I believe the Government is genuinely trying to make it easier to dismiss employees who are not up to the job and by doing so, encourage businesses to recruit, knowing that they are not taking such a big risk on new employees. And anything to help you take a more flexible approach employment can only encourage economic growth. However, I feel there is a real danger of this proposal backfiring and, rather than reducing unfair dismissal cases, it will increase the number of cases built on allegations of discrimination which are more complex and can be more expensive to defend. Even without the proposed changes you can still dismiss disruptive and under performing employees (regardless of length of service), but my advice (with or without the proposed changes) is to ensure you have a proper and robust process in place that is always followed. For guidance on how to dismiss employees whose performance or behaviour is not meeting required standards, visit www.fb-support.co.uk or phone 01332 340211. Tags: act, government, Industry Chat, Legal, result, Vic Is online recruitment in Ebay’s future?As I’m sure may of you have heard the story of David Wood who recently became the first person to legally sell himself on Ebay. David came up with the idea, after having been out of work for sometime, of advertising himself on Ebay in the form of a business service. Listed as a ‘Super Sales Package’ with starting bids of £35,000 for a years service, he outlines the benefits that his package would bring to any business who chose to purchase it and stated that he would accept the listed price in 12 monthly instalments and would consider sensible offers. He’s managed to attract a storm of media attention for his innovative approach to finding a job including generating a great deal of hype on Twitter and other social networking sites. But the question many people are now asking is; will Ebay choose to add job seekers to their product list? Arguably they already have a lot of the infrastructure in place to do it given that they are a massive online retailer that regularly handles transactions worth tens of thousands of pounds. So why wouldn’t they? Part of me thinks it would be a great idea to see more candidate lead job sites, where people are encouraged to shout about their skills instead of just dropping into a CV database along with so many others. Though how successful are they likely to be? David Wood’s success is mostly due his status as a pioneer in this respect, he gained focus by doing something new, with hundreds or thousands of job seekers listing themselves how much success could any particular individual hope for? Also, by providing what is in essence a free CV database to recruiters Ebay would be throwing down the gauntlet to some extremely large online recruitment businesses such as Reed and TJG. Ultimately though I think the best lesson that can be drawn from David’s story is this; dare to think, be unique, find an empty stage and shout as loud as you can. People will notice.
Continued here: “Please note – this post was scraped from the original site as indicated above in the “read more about this article URL” and is in no way reflects the views, opinions or values of the team at Review Recruiter. More specifically, Review Recruiter is in no way connected with, associated with or involved with the original author or the original authors content. If you are interested in reading more about this article, please visit the original authors site as mentioned above.” Tags: act, Advertising, guest post, Industry Chat, Legal, media, result, Retail, Vic A contract recruitment solution is great for business!Why I hear you ask, well I’ll tell you. Having supplied contractors to companies since 1996,having placed thousands of contractors, helped hundreds, if not thousands of businesses, I believe I speak with authority on this matter. So, why is a contract solution often so great forbusiness? Here are my top reasons: Flexibility of hire, including agreeing a notice period and contract duration that you are comfortable with. No legal employee and employer relationship and the restrictions this places on the employer. Short-term cost: you only pay for the work or project completed. You can experience the person/ limited company in action prior to offering a longer term contract. For a permanent job (if the interim/ contractor will consider accepting a permanent contract of employment), you can see the person in action, be 100% clear it will be agood hire, then make the deal permanent. No advertising costs (assuming a recruitment agency is used). Very time efficient if done right (for example, minimal need to review multiple CVs, orinterviewing). No permanent lump sum fee is due, unless hired permanently after or during the contract period. Costs of hire are spread throughout the contract duration. Gives a fast moving, dynamic company the opportunity of putting a highly skilled,experienced person/s or team/s in place within hours, rather than weeks and months. Often for very niche skills/ experience or certain geographical locations, the very best people will only consider working in an interim/ contract basis. So, next time you find yourself with a skill shortage why not explore the option of a contractsolution, you may find it saves you time and money and opens you up to a previouslyuntouched set of candidates.
Continued here: “Please note – this post was scraped from the original site as indicated above in the “read more about this article URL” and is in no way reflects the views, opinions or values of the team at Review Recruiter. More specifically, Review Recruiter is in no way connected with, associated with or involved with the original author or the original authors content. If you are interested in reading more about this article, please visit the original authors site as mentioned above.” Tags: Advertising, companies, guest post, Industry Chat, Legal Elite law firms pass over qualified candidates whose accents don’t fit!Elite law firms pass over qualified candidates whose accents are “smart” enough, new study finds Some elite London law firms are passing over well-qualified, white working-class job applicants in favour of middle-class graduates from elite universities who they think they are better for their image, new research says. The firms studied had successfully recruited ethnic minority candidates as part of diversity programmes, but rejected able working-class students because their appearance or accent was not thought ‘smart’ enough. Dr Louise Ashley of the Centre for Professional Service Firms at Cass Business School, which is part of City University London, interviewed 130 staff at five prominent London law firms, many of them in senior roles. Her findings are detailed in the Work, Employment and Society journal due to be published this week by the British Sociology Association and SAGE. Dr Ashley said that though the firms were publicly committed to diversity in the workplace almost all of their lawyers came from more privileged backgrounds. More than 90 per cent of lawyers who took part in the research at the five firms had fathers who had been managers or senior officials, and at two of the firms more than 70 per cent of lawyers were privately educated. The elite firms told her that they didn’t recruit students from less prestigious universities because they believed they were less academically gifted. However, Dr Ashley found that the firms turned down candidates who looked or sounded working-class in order to preserve the upmarket brand, even when they were well qualified. A partner at one of the five case study firms told Dr Ashley: “There was one guy who came to interviews who was a real Essex barrow boy, and he had a very good CV, he was a clever chap, but we just felt that there’s no way we could employ him. I just thought, putting him in front of a client – you just couldn’t do it. “I do know though that if you’re really pursuing a diversity policy you shouldn’t see him as rough round the edges, I should just see him as different.” Another firm had changed its strategy from recruiting among a range of universities to hiring almost exclusively from Oxbridge. A partner in the firm told Dr Ashley: “We did suffer in terms of recruitment – we were losing out to rival firms. We changed our strategy and that’s helped with quality. We’re just a much smarter firm now.” Dr Ashley discussed a third firm which had put into place a programme of helping students at comprehensive schools in order to prepare them for working at leading law firms as part of its diversity programme. One of the firm’s senior associates told her: “There’s no point promoting diversity to the extent that it encourages people to become lawyers who are not lawyers. Image is everything in the law – it’s all we’ve got, our product. What’s the point of bringing these people along who are not lawyers to bring your diversity figures up? You’re only going to end up firing them.” Commenting on her research, Dr Ashley said: “Until relatively recently law firms have tended to focus on ethnicity rather than social inclusion in their recruitment and they have made some progress in this respect. “The strong consensus in this and other research was that middle-class ethnic minority candidates with the right education – and the right accent – would not necessarily experience discrimination, at entry level at least. “However, focusing on ethnicity enables law firms to boast excellent or at the very least improved diversity outcomes despite the fact that they have continued to recruit using precisely the same types of class privilege that have always been in operation.” “As it is, on either a personal or collective basis, individuals within the profession have little incentive to introduce a more progressive approach which would genuinely recognise and reward difference on the basis of social class, since the inclusion of lawyers who are visibly working-class, or have regional accents, is perceived to threaten both their brand and their bottom-line. “By not taking well-qualified people with working-class accents and by overlooking candidates with good degrees from new universities, law firms are arguably missing out on the skills and experience different people can bring. “They are contributing to the situation outlined in the Milburn Report to government last year which said that the professions have exemplified the old notion that a limited pool of talent was enough to get by on. “This is recognised as a problem by some progressive firms particularly those outside the legal sector, with some acknowledging that their most successful leaders include individuals who would not have gained access to the profession today on the basis of their academic qualifications. “A genuine commitment to diversity and inclusion as both a commercial and ethical imperative would mean that many more law firms go much further in opening their doors to a wider pool of talent.” For more information contact: Chris Johnson, Press Officer, Cass Business School ph: +44 (0)20 7040 5210, chris.johnson.1@city.ac.uk
View original post here: “Please note – this post was scraped from the original site as indicated above in the “read more about this article URL” and is in no way reflects the views, opinions or values of the team at Review Recruiter. More specifically, Review Recruiter is in no way connected with, associated with or involved with the original author or the original authors content. If you are interested in reading more about this article, please visit the original authors site as mentioned above.” Tags: education, government, guest post, Industry Chat, Legal Agency Workers Regulations: Do you understand?I read with interest the other day in Recruitment Consultant that Adecco revealed that 61% of HR professionals did not know the implementation date for the EU’s Agency Workers Regulations (AMR) also refered to as Agency Workers Directive (AWD). Well if you are unclear I will clarify for you, following a review of the Agency Workers Regulations 2010, the Government announced in October 2010 that these new rules will be coming into force as previously drafted. The implementation date will remain 1 October 2011. Adecco went onto say that 80% of those they surveyed said they had “no idea” what the consequences of non compliance are. One of the main principles underpinning AWR are to give temporary agency workers equal treatment with regards to pay and working conditions after 12 weeks of service in the same assignment. Out of 100 HR decision makers questioned, only 19% said they had a “clear” understanding, while 48% said they were “concerned” about understanding exceptions to the regulations which is a key area in which they could become non-compliant. Astonishingly, despite these concerns, 50% of those questions state that they would not be seeking professional guidance. This is a significant piece of legislation and getting it wrong could have major resourcing, financial and legal implications. For example, failure to provide recruiters with the right information on temps’ working and employment conditions could result in a costly employment tribunal, which could have major cost and reputational consequences. Is anyone excluded from the regulations? As things stand, it appears that if you are “genuinely one of the following: the self-employed; those working through their own limited liability company; or those employed on Managed Service Contracts”, you will be excluded from the regulations. If you want more information on AWR, Bar 2 have a useful article worth a read . REC have plenty to say on the matter, and there is plenty of information aroung the interweb. Are you ready for AWR? Do you know what impact it will have on your business? We are well versed in the implications to us and our customers, so if you wanted to discuss this further with us, please feel free to call me to discuss. We are always happy to help.
Excerpt from: “Please note – this post was scraped from the original site as indicated above in the “read more about this article URL” and is in no way reflects the views, opinions or values of the team at Review Recruiter. More specifically, Review Recruiter is in no way connected with, associated with or involved with the original author or the original authors content. If you are interested in reading more about this article, please visit the original authors site as mentioned above.” Tags: agency, government, guest post, Industry Chat, Legal, result, workers Ugly, Fat, or Too Sexy? There’s a Job Out There for You That You’re Not Right For.The unemployed aren't the only people suffering job discrimination these days. Have you noticed what's going on at American Apparel ? They're being taken to task for their hiring practices, and quite likely their promotional practices, which both require a photo submission and Project Runway-level fashion sense. Reaching further back in time, Hooters was up to their own shenanigans , allegedly firing a girl for being a few sizes too big for their micro-uniforms. (That made her, what, a size 2?) When the Hoosters story first hit the scene, a member of the Fistful of Talent crew asked if anyone wanted to cover it. My question was, “Why? They're Hooters. Anyone going in knows what they're about.” We unquestionably accept this size and shape B.S. for certain jobs. Please don't tell me you haven't noticed how cheerleaders look. Models. Actresses. Ballet dancers. While there are bursts of finger-wagging from within these industries and without, we've largely become comfortable that certain people look certain ways for certain jobs. At Hooters, and even at American Apparel, these employees are just as much a part of the show, if not “the” show, as with any of these other image-driven jobs. So, to me, Hooters letting a girl go who's literally too big for their company-provided britches is not comment-worthy (as long as their legal department covered their butts more than those shorts cover their girls'). However, factoring appearance where it shouldn't matter is comment-worthy. We're currently watching one example unfold at Citigroup. A few weeks back, there was another example. J ezebel blogger Hortense commented on Elle columnist E. Jean's advice . E. Jean gave unpopular, but, in my opinion, accurate advice about how an obese woman's appearance affects her opportunities for advancement. And Jezebel came down on her, hard. She reprimanded E. Jean for advising this woman to do anything but quit that job now . But research backs up E. Jean's response. Overweight men and women suffer hiring discrimination , lower pay, and fewer advancements. And the discrimination is worse for women than for men . (Who's shocked?) In the medical community, doctors dismiss overweight patients' complaints more regularly than their leaner counterparts. This is our world, and I'm a big fan of changing it. We can and should take umbrage at these occurrences, boycotting products and actively educating others about unfair, discriminatory, and biased practices and reflexes. The more we shrug off these situations, the more we allow them to become routine and acceptable. I'm also a big believer that changing the world takes time, and in the meantime we have to live in it. Would I counsel the Hooters gal, all of the girls at American Apparel, the woman who wrote E. Jean, and my own daughters not to work for these organizations? You bet. (I'd tell them not to buy from them, either.) And I hope they would know this without my counsel. Sometimes, a lack of alternatives, a lack of self-esteem, and other obstacles get in the way of telling an employer to take this job and shove it. While we patiently coax the world along, we can get more immediate traction through open communication. Assuming everything's on the legal up-and-up, which is worse? American Apparel hiding or being clear about their fashion requirements? E. Jean, who offers uncomfortable (and uncomfortable for whom , I might add!) but honest advice, or Jezebel, who pretends our biases and our fiscal realities don't exist? To me, what's nefarious is not being upfront about job requirements, whether that's being a fashion maven or boasting an M.B.A., and a candidate's expectations for career progression. Bring it out in the open so employees can make informed, intelligent decisions and know what it takes to succeed. Ok, let me have it in the comments. My post is going to be about as popular as E. Jean's, I'm afraid. Editor's Note - Fran Melmed likes to write everything in lower case letters over on her other blog, free-range communication , because she finds it more aesthetically pleasing… but we took away that freedom from her on FOT because the consistency of capitilization on this blog is more aesthetically pleasing to the editor. Her blog is an offshoot of context communication consulting llc , which Fran founded to help organizations communicate better on workforce issues… imagine that. Organizations not doing a good job communicating around workforce issues… [Image: Tschoerda ] Original post: “Please note – this post was scraped from the original site as indicated above in the “read more about this article URL” and is in no way reflects the views, opinions or values of the team at Review Recruiter. More specifically, Review Recruiter is in no way connected with, associated with or involved with the original author or the original authors content. If you are interested in reading more about this article, please visit the original authors site as mentioned above.” Tags: bad hr, fran melmed, Industry Chat, Legal, recruiting Legal Eagles RecruitmentWelcome to Legal Eagles Please note Legal Eagles Recruitment were absorbed by Ranstad and cease trading as Legal Eagles.
With offices in Brisbane, Sydney, Melbourne, Perth, Wellington and London we pride ourselves on offering our clients and candidates the best in service and expertise in all matters associated with recruiting. Legal Eagles is the original and longest standing national legal specialist recruitment business. Founded in 1983, Legal Eagles is a member of the Hughes-Castell group, and is a legal recruitment consultancy specialising in temporary and permanent assignments for all legal support roles including paralegals, legal secretaries and legal administrative staff. We recruit on behalf of private practices, government departments and the in-house legal departments of companies. Working in partnership with our sister company, Hughes-Castell (one of the largest dedicated ‘legal’ recruitment consultancies in the world, with 14 offices across 7 countries), we provide a comprehensive international recruitment solution to our clients.
Why Legal Eagles?Legal Eagles is an ethical agency. We put the needs and the interests of our candidates and clients first. At Legal Eagles, we adhere strictly to the RCSA conduct guidelines and all statutory and legislative measures and aim to ensure you receive a professional, ethical and knowledgeable service. Tags: Adele Bracegirdle, castell, clients, eagles, hughes, Hughes-Castell, job, Legal, legal egales recruitment, melbourne, ranstad, recruitment agencies Social Recruiting – Learn from the Best at the Social Recruiting Summit… for FREE!Who doesn't like free? Fat free. Free iPhone apps. Free speech. Free-ninety nine – that's the kind of price we like. And how about a free ticket and comped travel to the Social Recruiting Summit on May 17 in Minneapolis at the Best Buy Headquarters? That's right, we said FREE, baby! A few members of this motley crew called Fistful of Talent will be descending upon the 3rd Social Recruiting Summit on Monday, May 17, 2010. And we want to see you there which is why with our pals at ERE who put on this fine show called the Social Recruiting Summit (yep, the same brains behind the ERE Expo and the best news source in the recruiting industry around), and Pinstripe Talent (yes, as in the #recruitalicious Pinstripe folks where the famed Sue Marks resides) the main sponsor of the show, have hatched up a plan to get you there for free. Free! Click play to check out the details of the contest (email subscribers, click through to get to the video): Spread the word folks. Spread the word! And thanks again, a million thanks, to Pinstripe Talent. This contest would not be possible without them. Of course, this wouldn't be a legit contest without legalese fine print: By submitting an entry to this contest, you release that your content may be published on Fistful of Talent and ERE.net. Entries can be submitted in a variety of mediums including video, written word or PowerPoint and will become property of Fistful of Talent once submitted. Submissions will be accepted until Wednesday, May 5, 2010, 11:59:59 PM EST and should be sent via email to jessicalee.dc@gmail.com . Judging will be based on how well contestants illustrate a business case for why they need to attend SRS and how they can benefit from the conference. Employees (and the employees’ immediate family members living in the same household) of the Fistful of Talent, ERE, sponsors and its advertising companies, parent companies, affiliates, subsidiaries, promotion and delivery contractors and/or public relations companies affiliated with this contest, are not eligible to participate. One entry per person. All entries must be submitted and received within the contest period and the sponsor’s clock shall be the official clock of the contest. One complimentary ticket to the Minneapolis Social Recruiting Summit, one round trip economy class airfare ticket and two nights’ single-occupancy hotel accommodations at the Crown Plaza Bloomington, the designated hotel for this event. The winner will be responsible for all hotel charges other than room and applicable taxes. Prize is not transferable and prize substitution will not be allowed, except at the discretion of the sponsor. All prize-related travel arrangements will be administered by Sponsor’s authorized designee. No changes will be made to travel details once any element(s) of the travel arrangements have been booked, except at Sponsor’s sole discretion. Sponsor will not replace any lost or stolen tickets, travel vouchers or certificates or similar items once they are in the prize winner’s possession. Travel is subject to the terms and conditions set forth in these rules and those set forth by Sponsor’s air travel prize supplier. Contest rules are subject to change without notice. Here is the original post: Tags: contest, fistful, Legal, minneapolis, power, public-relations, recruiting, social, sponsor, spread-the-word, talent, travel Prolonged sick leave "triggers" OHS obligations: Case studyEmployers faced with the prolonged absence of a sick employee – and a “spider’s web” of associated legal obligations – are often scared into making hasty decisions, or paralysed by indecision, says workplace lawyer Brad Petley. Follow this link: Tags: associated-legal, Legal, making-hasty, prolonged, says-workplace, sick-employee, the-prolonged Corporate General Counsel Puts Fear of God into Legal Educators …From February 1992 to January 1993, Paul also served as Principal Deputy General Counsel of the Department of Defense and Deputy Director, Defense Legal Services Agency , including five months as Acting General Counsel. In January 1993, the Secretary of …. The problem isn’t the billable hour; it’s that some firms do a terrible job of allocating appropriate levels of responsibility to junior attorneys and then — god forbid — overseeing them. And some GC’s, who also came … See more here: Tags: defense-legal, department, deputy, god-forbid, Legal, problem-isn, secretary, terrible-job Social media as part of background checking (Part 3)This is part three in my four part series on social media and background checking. In the first post we looked at laying a foundation for the discussion and about how social media allows you access to a unique view on a candidate’s character. In part two I discussed the issue of cultural fit and it’s important and how social media can help assess the cultural fit of a person. In part three I want to look at some of the possible legal issues* with using the information found online as part of the selection process. Discrimination The first potential issue is that of discrimination. I would suggest if you want to learn more about discrimination in Australia head over to the Australian Human Right Commission website and review the information for employers . One thing to remember is there are five primary federal laws that cover this area and each state has their own discrimination Acts. While the overall content of the different laws cover essentially the same areas there are discrepancies at both a Commonwealth and state level and even between the states. Add to this sometimes Commonwealth law applies where at other times both Commonwealth and state laws apply and finally times when only state laws apply. This is a fairly complex area and a legal minefield. If employers are to use social media as part of the recruitment process to comply with Commonwealth law they need to ensure that the selection process is not influenced by information around race, colour, national or ethnic origin; sex, pregnancy or marital status; age; disability; religion; sexual preference; trade union activity; or some other characteristic specified under anti-discrimination or human rights legislation. It is the last point that is the one for concern, “some other characteristic” which is fairly broad and I suspect where the specific state laws come into play. However other than NSW all states cover similar areas in their laws which is basically you cannot discriminate on grounds of (from Victorian Act): Sex, sexual orientation, gender identity, pregnancy, breastfeeding, marital status, status as a carer, age, race (including colour, nationality, ethnic or national origin), parental status, physical features, childless or a de facto spouse, lawful religious or political belief or activity, impairment (including physical impairment, mental illness, mental retardation), industrial activity, lawful sexual activity, or personal association with persons having any of the above attributes. The NSW Anti Discrimination Act 1977 is fairly limited in its coverage; Race, (including colour, nationality and national or ethnic origin), sex (including pregnancy), marital status, disability, homosexuality, age (compulsory retirement only), transgender, carer’s responsibility. There is nothing in any of the laws that explicitly prohibits the use of information about a person’s character as part of assessing organisational fit through what is posted on social media. In the same manner that assessing their character based on simulations of values based questions are not prohibited. However given a lot of social media is about personal information there is a very large chance that you may discover information about a candidate that falls into the broad categories above. Which if the candidate does not get the role may have grounds to attempt to sue you on discrimination. Part four will deal more about this. Privacy The next area is that of privacy. It is well known in Australia that the Privacy Act 1988 and Privacy (Private Sector) Act 2000 applies to recruitment activities, specifically with regard to the collection, use and storage of personal information. Now this is where things differ between recruitment agencies and employers. Over the last few years agencies have worked very hard to develop clear and consistent policies around how the comply with the Privacy Act’s specifically in the areas of a collections statement, referral consent, reference checking and access to information. Employers while required to comply with the same principles, have not necessarily been under the same specific pressure to openly state how these policies apply to recruitment activities. Most employers do provide some form of privacy policy and larger ones require you to agree to it before applying for a job. The issue here when it comes to social media and background checking is around how have you been complying to your organisation’s Privacy Act’s during the process. Have you collected information that is broader than your collections statement? Have you extended your reference checking process beyond the stated personal information within your privacy policy? It is the breech of this policy and the ethical implications that have been stated by some as a reason not to use social media as part of background checking. However I would say the same about verbal reference checks as well. But let us review some privacy policies. Now in reviewing the publicly stated privacy policies of six Australian agencies (three large and three small) five out of the six stated something along the lines of they will collect both specific information and “any additional information about you” that you provide. The last agencies policy had the broadest catch all statement that they may “source personal information from an external third party, or a publicly available source”. At all times the policy went on to say the agency would take reasonable steps to inform the candidate that this information has been collected. Excluding the broadest statement all of these policies could be read to say that information a candidate has published about themselves in the public domain is information provided by the candidate. Potential grey line I know but that is where lawyers come in. The one policy which covered any publicly available source already covers social media. Essentially if you use social media, make sure you store the sources and inform the candidates that you will use “publicly available source”. Part four will try to tie this all together, address some of the outstanding issues and provide some potential best practices. * Although this post discusses legal issues related to recruiting processes, I am not a lawyer nor do I provide legal advice or services as such this post should not be construed or used as such. (Images: Flickr Hippie and Privacy )
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