In This Issue:
Receive a Tax Credit for Hiring Veterans,
Do Your Homework When Checking Out a Candidate's Background,
Stress Prevention Policies
Receive a Tax Credit for Hiring Veterans
You already know veterans bring unmatched training, education, expertise, work ethic and flexibility to any workforce. But, in addition to their instrinic value they bring to any company, hiring veterans can earn your company a tax credit of up to $4800 for each eligible veteran.
The passing of the American Recovery & Reinvestment Act of 2009 has expanded the WorkOpportunity Tax Credit Program to include new provisions for hiring veterans, so that employers can earn a tax credit of up to either $2400 or $4800 for each eligible veteran hired in 2009 and 2010.
Eligible veterans include unemployed veterans who have served on active duty with an honorable discharge after September 11, 2001, are hired within 5 years of their separation date and must have received unemployment compensation for a minimum of 4 weeks in the previous year. For unemployed veterans, your organization will receive a one year tax credit of 40% of up to the first $6,000 in wages, or $2400. Disabled Veterans are also eligible as well, and must have a greater than 10% service connected disability, be hired within 1 year of their discharge date and have combined periods of employment within the previous 1 year period that equal to, or greater than 6 months. For disabled veterans, your organization can claim a one year tax credit of 40% of up to the first $12,000 in wages, or $4800. Employers can file for this credit by submitting both the IRS 8850 and ETA 9061 by mailing them to the WOTC Coordinator within their State Workforce Agency within 28 days of your new hire's start date.
Thanks to the expanded Work Opportunity Tax Credit Program, employers can now add saving money to a long list of benefits that come with hiring veterans, a benefit that everybody can appreciate.
Do Your Homework when Checking out a Candidate’s Background
A recent survey from Right Management reported that the cost of a bad hire can be as high as 5 times the individual’s salary. One mistake that employers make is to rely solely on what might be inaccurate or exaggerated information supplied on a resume or application. Many job seekers often exaggerate or lie about their credentials or experience. While identifying job candidates who attempt to conceal the truth can be tricky and time consuming, employers should be aware of the following tactics some candidates use to embellish or falsify their resumes.
1. Exaggerating dates of past employment. Candidates often stretch the truth to cover gaps in work history they do not care to explain. Employers should always verify employment dates from past employers.
2. Falsifying the degree or credentials earned. Tricks such as forged diplomas, claiming degrees actually earned by family members or purchasing from a diploma mill gives the illusion candidates are more qualified for certain position than they really are.
3. Inflating salary or title. It’s not surprising that a candidate might report a higher salary to receive a higher start salary when applying for a new job. Although salary verification is difficult since many companies will not disclose such information, most companies will at least verify the salary range.
4. Concealing a criminal record. Candidates who are trying to hide a criminal record are more attracted to smaller companies because they assume they will not perform a background check. Other candidates may change minor details on their applications, such as spelling of their name or their date of birth to avoid disclosing a criminal record.
5. Hiding a drug habit. When an employer supports a drug free workplace or require agency performed drug test for certain positions, they should be aware there are some tactics candidates use to hide a drug habit.
To avoid making this mistake, employers should perform background checks and do any research necessary to verify information candidates supply on applications or resumes. This is one practice that can certainly save money by catching falsifications or inaccuracies before a candidate is hired.
Work-related stress is common for the average worker and can be caused by a variety of situations including communication difficulties between workers and management, work overload/understaffing, insufficient training, and inadequate resources. Considering the toll that stress can take on an employee’s health, and therefore their productivity, it may be time for your company to create its own stress prevention policy.
Stress prevention policies should be a combined effort between both employees and management. Policies should focus on work organization, and companies should take the same approach as they would to address safety hazards and health issues, by eliminating the issues where possible.
Some basic steps a company can take to reduce or eliminate work-related stress include:
Ensuring management styles are consultative, so that employees take part in determining the expectations of the job and the arrangement of their work situation.
Avoid pay arrangements that encourage excessive overtime.
Distribute workloads fairly and with realistic goals.
Make sure the work environment is safe and comfortable.
Eliminate or control all safety hazards and health concerns.
Ensure vacation, family and sick leave time is adequate.
Removing all stress factors from the workplace many not be possible, but taking small steps to reduce workplace stress, or creating stress prevention policies will keep workers happy, healthy and more productive.
You already know veterans bring unmatched training, education, expertise, work ethic and flexibility to any workforce. But, in addition to their instrinic value they bring to any company, hiring veterans can earn your company a tax credit of up to $4800 for each eligible veteran. 
A recent survey from Right Management reported that the cost of a bad hire can be as high as 5 times the individual’s salary. One mistake that employers make is to rely solely on what might be inaccurate or exaggerated information supplied on a resume or application. Many job seekers often exaggerate or lie about their credentials or experience. While identifying job candidates who attempt to conceal the truth can be tricky and time consuming, employers should be aware of the following tactics some candidates use to embellish or falsify their resumes.
Work-related stress is common for the average worker and can be caused by a variety of situations including communication difficulties between workers and management, work overload/understaffing, insufficient training, and inadequate resources. Considering the toll that stress can take on an employee’s health, and therefore their productivity, it may be time for your company to create its own stress prevention policy. 
