Jarvis Airfoil, Inc.’s Post

It’s no secret that workshop owners struggle to find technicians who they trust to do the big, complicated jobs - as efficiently as they can…🚙🛠️ This often means that the business owner is constantly on the shop floor working on vehicles all day long, instead of doing the things that need to be done behind the scenes, to grow the business. If you’ve struggled to hire decent, qualified staff over the years and you want some tips, click the link below👇to learn more about our ‘Ultimate Recruitment Kit’ - which we’re practically giving away for just $7! https://buff.ly/4bZvdMK This kit contains everything you need to find, hire and train the perfect person for your auto repair shop (technicians and service advisors who are actually great for your company culture!)

📋Conducting pre-employment checks is a critical step in safeguarding your organisation. And, in some regulated industries, this process is a legal requirement. Understand your responsibilities when it comes to pre-employment checks by reading our new article ⬇️

Industrial workplace dynamics are complex, often involving heavy machinery, regulated processes, and a commitment to safety and productivity. Employing individuals with an unverified background or a history of misconduct could significantly jeopardize the company’s performance, reputation, and workers’ safety. Read More: https://lnkd.in/gb_ddqBB #industrial #manufacturing #backgroundscreening #backgroundchecks #preemploymentscreening #safety #workplacesafety #drugscreening #hr #humanresources #hiring #hire #applicant #recruiting #credentialcheck

Tips For Answering Questions About Being Fired From Work Wondering whether employers can find out if you were fired can cause some worry, especially if you're not sure what your previous employer may say. Make sure you're prepared for an employer to disclose this information. One way to approach this situation is to be honest and upfront with a potential new employer. You may also want to consider if the termination was contentious, or if there is contention regarding issues such as a non-compete clause or legal claims. This may influence how an employer discusses your termination. Watch this short video and learn more. #jobtoks #jobtrends #jobtips #gettingfiredfromwork #hiringtips

What to do..and why are these questions being asked? I know government job policys do not permit posting of ANY kind on the clock. Also definitely no identifiable information of your job location or coworkers. A second part was asking if the applicant has any tattoos and/or body modifications? Why is that being questioned for employment?

Wishing you all the best ! the takeaways : From the Skill Development building and Employment agreement comparing non - compete and non- solicitation clauses in employment agreements for New York and California they protecting Company's interests , and Legal framework differences , clear guidelines for termination, fair treatment of employees , return of Company's property, release of claims , survival of obligations , Certain obligations such as confidentiality non- compete, IP, clauses continue to apply even after termination. Emphasizing the ongoing nature of these commitments beyond the employment relationship. Overall the termination and layoff clause serves to protect both the Company and the Employee by establishing clear expectations and procedures for the termination of employment. it ensures fairness Compliance with legal requirements, and the protection of Company's assets and interests. Protecting Company's interests - both type of clauses aim to protect legitimate business interests of the employer such as safeguarding , confidential information, trade secrets and Customer relationships . legal counsel can provide guidance on drafting enforceable clauses that balance the employers interests with Compliance with applicable laws and regulations . Overall it emphasizes the importance of understanding and navigating the legal landscape of each jurisdiction . # Chidimma Nwosu- Okoli, #Deepak Arora# Shatakshi Chauhan , Thanks

🔧💼 Attention Automotive Industry Leaders! It's time to tackle the $60,000 monthly monster lurking in your shop. 🔧💼 Did you know that every unfilled technician role could be costing your business a whopping $60,000 per month? That's a significant hit to your bottom line, but fear not – there's a solution on the horizon. Imagine a recruitment strategy tailored specifically to the automotive sector, designed to swiftly fill those critical roles without draining your budget. Sound too good to be true? Well, it's not. But the key to unlocking this game-changing solution lies in taking the next step. Ready to learn more about how we can conquer the technician shortage together and keep your business firing on all cylinders? The solution awaits. Connect with me today, and let's transform your recruitment woes into triumphs! 🚗💨 #AutomotiveRecruitment #TechTalentShortage #UnlockTheSolution #technicianjobs #recruitment

Can One Bad Decision Justify Getting Fired? - Kelly VanBuskirk, KC, PhD, C. Arb. I have the good fortune of meeting with large groups of people who are interested in employment law. Whether it’s a meeting hall full of company workers in Ontario, a Zoom room of executives in New York, or a classroom full of law students in New Brunswick, all of them understand that certain kinds of bad behaviour can justify firing an employee. The hard question is “When is bad behaviour bad enough to get fired?” That line has shifted over the decades that I’ve been a lawyer, and it appears to be taking another shift right now. Over the past few decades, Canadian courts have wrestled with the line between bad behaviour that warrants firing and bad behaviour that doesn’t. In a recent Ontario case, the Superior Court considered when being untruthful to your employer constitutes “just cause” for firing: Lagala v. Patene Building Supplies Ltd, 2024 ONSC 253 (CanLII), https://canlii.ca/t/k26p8. The outcome should be comforting to employers.   You can read the full blog post on our website at this link: https://lnkd.in/giMkXQyB

While the spotlight often shines on hiring, the topic of firing practices holds equal importance, albeit with a more somber tone. It's crucial, yet challenging, to navigate the process with fairness and respect. Here are some insights into doing it right: 1 - Legal Alignment: Always consult with your legal department first. The rules around termination vary widely and evolve. Ensuring compliance is paramount. 2 - Severance Consideration: Offering severance is not just about generosity; it's about providing a bridge for the individual as they transition to their next opportunity. 3 - Clear Communication: Deliver the news in person whenever possible, supported by a detailed termination letter. This document should outline the essentials, including the last day of employment and information on benefits. Handling terminations with care not only respects the individual but also maintains the integrity of the organization. #terminationdiscussion #hrtalks #recruiting