Questions To Ask Potential Employer
Questions To Ask Potential Employer. Bring a notebook and pen or pencil to the interview so you can take notes on the hiring manager's responses to your questions. First, great questions can make you sound interested.
There are a variety of types of employment. Certain are full-time, while others are part-time. Some are commission-based. Each has its own guidelines and policies. However, there are certain things to think about when deciding to hire or dismiss employees.
Part-time employeesPart-time employees are employed by a company or other organization, but they work fewer hours per week than full-time employees. However, these workers could get some benefits from their employers. These benefits can vary from employer to employer.
The Affordable Care Act (ACA) defines"part-time" workers" as workers who work less that 30 days per week. Employers can choose to provide paid holiday time to part-time employees. The majority of employees are entitled to at least 2-weeks of pay-for-vacation time every year.
Many companies offer classes to help part-time employees learn new skills and grow in their careers. This can be an excellent incentive for employees to stay in the company.
There's no federal law or regulation that specifies exactly what a "ful-time" worker is. Although they are not defined by the Fair Labor Standards Act (FLSA) does not define the term, many employers provide different benefits to full-time and part-time employees.
Full-time employees typically make more than part-time employees. In addition, full-time employees can be qualified for benefits offered by the company including dental and health insurance, pensions and paid vacation.
Full-time employeesFull-time employees are usually employed more than five days per week. They may be entitled to more benefits. But they could also miss time with their families. Their work schedules can be excessive. Then they might not see the potential to grow in their current positions.
Part-time employees may have better flexibility. They're more efficient and have more energy. It can help them to fulfill seasonal demands. However, part-time employees typically receive fewer benefits. This is the reason employers must make clear the distinction between part-time and full-time employees in the employee handbook.
If you choose to employ employees on a temporary basis, you need to determine how you will allow them to be working each week. Some companies have a paid time off policy for workers who work part-time. You may want to provide other health advantages or paid sick leave.
The Affordable Care Act (ACA) defines full-time employees as those who work for 30 or more days a week. Employers must provide health insurance for employees who work 30 or more hours.
Commission-based employeesThey receive compensation based upon the extent of their work. They are typically employed in positions in sales or marketing in retail stores or insurance companies. However, they may also consult for companies. In any event, commission-based workers are governed by national and local laws.
The majority of employees who work on services for commission are paid an amount that is a minimum. For every hour worked in commissions, they receive an hourly wage of $7.25 and overtime pay is also mandatory. The employer is required to pay federal income taxes on the monies received through commissions.
People who are employed under a commission-only pay structure are still entitled to some advantages, such as the right to paid sick time. They also are able to take vacation leaves. If you are unsure about the legality of your commission-based income, then you may wish to talk to an employment attorney.
For those who are eligible for exemption by the FLSA's Minimum Wage and overtime requirements may still be eligible for commissions. They are generally referred to as "tipped" workers. Usually, they are classified by the FLSA as those who earn more than $30.00 per year in tipping.
WhistleblowersWhistleblowers within the workplace are employees who speak out about misconduct in the workplace. They may reveal unethical criminal conduct , or disclose other infractions of the law.
The laws protecting whistleblowers are different from state to the state. Certain states protect only private sector employers, while others offer protection for employees in both public and private sector.
While some laws are clear about protecting whistleblowers at work, there are others that are not as widely known. However, most state legislatures have passed whistleblower protection laws.
Some of these states include Connecticut, Idaho, Nevada, Ohio, Oregon, Pennsylvania, Vermont, Washington, Wisconsin, and Virginia. Additionally, the federal government has a number of laws to protect whistleblowers.
One law, the Whistleblower Protection Act (WPA) provides protection to employees against Retaliation when they speak out about misconduct in the workplace. Enforcement is provided by the U.S. Department of Labor.
Another federal statute, called the Private Employment Discrimination Act (PIDA), does not prevent employers from removing an employee for making a protected statement. However, it allows the employer to make creative gag clauses within an agreement to settle.
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