If you are an employer with 1 or more employees, you might need to brush up on your local and national employment laws. Legal employment laws are complicated, strict and change often. Employment laws protect the employee most of the time. Hardly ever is the Employer given the benefit of the doubt if taken to Tribunal. Every employer needs to have their company's protection well thought out and documented.

There are many such companies online you need to keep in mind to help you with this daunting task. Who has time to sit down and write a procedures manual that captures all the current employment laws every six months. Some websites has the ability to create with you just those protective documents and keep them updated to reflect the latest changes in the laws protecting employees.

These days when almost everyone has access to a computer, an employee with a grievance against their employer has plenty of resources and ammunition on the internet to become knowledgeable enough to take the employer to task for discrimination, sexual misconduct or to fight back over the wrong procedures taken for a dismissal. Are you aware that each employee you hire must agree to and sign an Employment Contract? What is an employee contract? It is a document that lays out your company's expectations and procedures for employees to follow in the day to day workplace environment.

Your company's employment contract could save you a great deal of money in legal fees, law suits and grievances, not to mention the cost of down time to management personnel having to deal with the employee issues. There is a company geared towards helping you become well protected against situations involving disgruntled employees and other national employment law issues. They are not your normal law firm that asks for a signed contract from you and charges you monthly for services whether you use them or not.

The Human resources laws charges you for services that you do use. No monthly charge. For example: did you know that you legally need to issue Contracts of Employment to each employee? These are signed by the employees in agreement for the employer's statement of employment terms. This document needs to be provided and signed by each employee within 8 weeks of being hired. Failing to do so may lead to penalties of two to four weeks pay per employee, if taken to a Tribunal. Did you know that it is a National law that you pay each employee the National Minimum Wage? Do you know what those wages are?

Employment laws can change up twice a year. Who has time to stay on top of this? Just search a website that can be there to make sure you are in compliance for each change that comes about. They can give employers peace of mind by ensuring them that all policies and procedures are in place.

Job search is a matter of great concern for today's youngsters that they vigorously search for jobs through many ways like newspaper ads, employment agencies, and job search websites and so on. But among these different means of acquiring a job, websites are the most commonly used method of job search by the youngsters and freshers since most of the employers are now searching for recruiting their employees through websites and online services only. But on the contrary, the truth is, in these days of tough employment opportunities in India, online job search is very important for the job seekers. They are the most advantageous modes of recruitment and easy way of job searching since its very fast and inexpensive. When applying online, people can find the latest employment news and apply for the best jobs that suit their skills, educational qualification and abilities.

However it's not that easy task as it's said regarding the job applications on these online job search sites. The truth is, even though the internet is a great marketplace for manpower, unless you do it correctly, you'll be rejected or thrown to the least of all the millions and millions of candidates on the cyberspace. Here are some of the online job search tips to apply to different websites such as Sarkari Naukri and how to come out successfully with the online job hunting activity.

- The first step is to create a professional email address for yourself with which you should sign in to the online job search websites. There are always some good techniques in selecting a professional user name such as including your name and also a few numbers from your birthday date and so on. However you choose the name, the mandatory requirement is to keep your email to be updated with all hourly updates and notifications about the different kinds of Government jobs or private jobs available in the different regions of the country till-date.

- Your resume should be uploaded in a universally readable form with fonts like Times New Roman or Verdana in the font size 10 to 12. It's better to keep your resume in PDF format so that the recruiters would find it easy to read and analyze the resume.

- Be tactful and clever in managing your personal profile information since this would be the content that the potential job searchers would be going through in your profile. You should be very careful in not leaking out all information to all viewers of your profile.

- Another possible guideline is to be genuine and truthful to the employers who call you on for an interview. In case of unavoidable circumstances, you have to ring up and explain that you won't be attending the interview.

With all these guidelines in mind, you can start searching for your government jobs in different job search websites with confidence. OnlineBharath, founded in April 2010, is an employment website featuring the best and the latest employment news on all types of jobs including Public Sector Units, Central and State Government jobs, vacancies and Walk-ins in India. For further details, please visit http://www.onlinebharath.co.in

Gaining Justice with Employment Solicitors

All workers in the UK, irrespective of the industry in which they are employed, are legally entitled to certain standards in the workplace. As well as the more obvious things such as adequate health and safety levels, there are various other laws which are in place, and employment solicitors are on hand to help when employees are treated illegally.

For example, it's a sad yet inevitable fact that some companies do not meet the minimum standards required for working conditions. Employment law solicitors can advise workers who have suffered in this area, and it needn't cost a penny. No win no fee employment solicitors work hard from day one to get you the maximum possible compensation you deserve. Unfair Dismissal? Employment Solicitors Can Help

Losing a job is a traumatic experience at any time, but it's even worse when it's done illegally. Anyone who feels they have been the victim of unfair dismissal needs to contact a reliable firm of employment law solicitors. London is home to a vast number of businesses operating in all industry sectors, some of whom do not treat their staff as well as they should.

With such a wide choice of employment solicitors, London workers are never likely to be far away from a reliable firm. Whether the individual employee works for a small, family-run business or a huge multinational corporation, he or she is legally entitled to certain standards within the workplace. Making Contact with Employment Solicitors

It's straightforward for any employee to take their case to employment law solicitors. Most employment law firms offer clients a free consultation to start with, and once they've assessed the merits of the case they usually act on the basis of no win no fee.

Employment solicitors have specialist knowledge of this often complex area, and will be on hand to guide clients through the whole process. A telephone call or email is all it takes to start the ball rolling and in no time, you could be under the expert guidance of employment law solicitors. With them on your side, your chances of success are greatly increased.

If you suffer from a long-term mental illness, like bipolar disorder, it's possible that your level of confidence in your ability to successfully start and manage a business of your own has eroded with time. Your efforts in the past may have left you feeling like a square peg trying to fit into a round hole - both in your business pursuits, and in the path of traditional employment.

If not approached correctly, starting a business can be dangerous for a person with bipolar disorder, adding fuel to the fires of both mania and depression. People with bipolar disorder can be subject to manic delusions of grandeur, pursuing unrealistic business ideas, along with having grandiose and unrealistic expectations of themselves. After the period of mania wears off, the depressive mindset will likely set in, and with it, a realistic view of the unrealistic business they had been so excited about. They may feel foolish, and like a failure, and they may have also hurt and let down many people who believed in them.

This cycle of feelings of grandiosity followed by feelings of failure is harmful to the health and stability of the person with bipolar disorder, and may cause them to give up on themselves altogether. After many such let-downs and disappointments, many people with bipolar disorder who have great potential end up on disability, or otherwise dependent on others for their survival.

If you have bipolar disorder, starting your own business can be one of the best things you can do for yourself and your health as long as you approach it in the right way. It's important for you to gain perspective and understanding in order to tame the possibility of poor judgment based on manic impulses. You may gain this insight from recognition of your past patterns and mistakes in business, or if you're lucky enough not to have made any, from awareness of the potential pitfalls of both mania and depression in your business.

Ideally you can find a trusted friend and advisor to help support you with your goals of successful self-employment. This person should be a logical, grounded and rational critical thinker who has an understanding of bipolar disorder. He or she can be the sounding board for your plans, and you will need to rely on this person to help you by telling you when your ideas or judgment is poor. Your advisor can also help motivate you when your mood is depressed.

You're going to need to train your mind to approach your business in the right way, rather than in the incredible excitement, creativity and grandiosity that may have fueled your past endeavors. Be realistic, and know your weaknesses. You want to keep your stress levels down, so be careful not to do too much. If you find yourself beginning to work unstoppably 12-16 hours a day, it's time to force yourself to stop. Check in with your advisor to let them know you have to take a break, and do whatever you need to do to take care of your elevating mood, such as calling your psychiatrist and/or therapist.

Have realistic expectations and set small goals. This will prevent you from setting yourself up for disappointment, failure and depression. Don't start with dreams of becoming an overnight millionaire - simply begin with small steps. Be sure to find a good accountant - many small businesses may start out by making only a hundred or a few hundred dollars a month. By maximizing your tax write-offs, you can make up for this.

A good type of business for someone with bipolar disorder is a small home business. A home business is something you can start small and build up slowly, you won't need a lot of money to get started. You can set your own hours and limits, taking on only as much as you are capable of without over-stressing yourself. With a home business, you have the flexibility you need in coping with this disorder. You'll still be able to find the time for all the various tasks you already have throughout the week such as doctor's appointments, support groups, exercise, therapy, filling prescriptions, and so on.

There are an incredible number of benefits for a person with bipolar disorder starting a home business. You will find something that uses your talents and skills, and your confidence will increase dramatically. Having a regular responsibility that you enjoy will help you to be more healthy and stable. Your business will keep your mind active, and if you've been on disability it's likely you'll appreciate having something to do.

Your increasing income and tax deductions can help you get better insurance, pay for your medication, and overall begin to enjoy a better quality of life. As you take control of your income, you can begin to be relieved of the major stressor of poverty and financial need. Your self-esteem will rise as you become more independent and less dependent. You'll be able to start paying off your debts. And, being self-employed, you have created your own job security.

There are a great many more benefits to having your own home business if you have a mental illness. Finding a home business that fits and approaching it in the right way is one of the best things a person with bipolar disorder can do for their financial, mental and emotional health.

Our mothers challenged many stereotypes in the 70s and were still doing it today, particularly in the workplace. We really are still dusting off the residue of career stereotypes that were entrenched in our parents era. Whilst there has been some blurring towards non-gender specific occupations there are many that are genderised. Just naming a few occupations such as landscapers, housecleaners, electricians, nannies, babysitters and interior designers still has us categorising them in either a male or female occupation.

The fact is, many females are moving into male dominated careers and some males are finding the more feminine careers to their liking. But theres a long way to go before weve reached equality. Women still have many barriers to overcome when it comes to career choice, employment opportunity and equitable wages.

The necessity to focus on employment issues for women and towards developing female friendly policy has largely been driven by the high entry of women into the labour market. Not only are females today more career driven, but also the economic necessity of our times places a financial pressure on mothers to contribute to the familys weekly income.

Women now make up over 45{16b9a5ac788756a792acab6370d2a74ec0f609c7f0f3dea22fdcdaa9b5e4cf4d} of the Australian workforce and the proportion of both parents working fulltime has also risen to over 62{16b9a5ac788756a792acab6370d2a74ec0f609c7f0f3dea22fdcdaa9b5e4cf4d}. In light of this, it could be argued that women bear the heaviest burden of family care and that the Australian workplace environment is moving far too slowly to address the inequities and needs faced by the working woman.

When it comes to career choice, not only are there the normal non-gender specific barriers such as personal fit, skills, experience and knowledge but also a woman can face other issues that have a cyclical nature, feeding off the other , such as:

Stereotyping  Even now we have many occupations that can still be categorised as either male or female. This can limit the apparent choice for females. A nanny is seen as generally a female occupation whilst a plumber is viewed as predominantly male. A text by P Tully, titled Counselling Issues for Women in Non-traditional Careers found that these feminine occupations can have a lower wage and a lower prestige. Tully argued that within these occupations it has been found that there are fewer opportunities and that female personnel are treated as transient and easily replaceable members of staff.

Discrimination: Hand in hand with stereotyping comes discrimination. The discrimination and stereotyping of female career choices can be harshly perpetuated through family values, a mangers attitude or even a career counsellors belief system. Tully believed that there was a real need for society to overcome some long held and false beliefs about women in the workforce. Initially those beliefs included the idea that women would take away the jobs from men. Employers may hold the assumption that the cost of training a female is wasted because they do not stay in employment as long as their male counterpart. On top of that an employer has some legal obligation to pay some means of maternity support when a female staff member has time away from work to have a baby.

Poor Self-Efficacy: A persons efficacy relates to their power of effectiveness, their virtue, energy, potency or efficiency. Some academics such as, Herr and Cramer who wrote Career Development and Counselling of Special Populations (1992) highlighted the fundamental differences between men and women in terms of their own self- efficacy beliefs. They found that women tend to lack strong expectations of their personal efficacy and therefore fail to fully realise their talents and capabilities. To compound this issue, women appear to have fewer opportunities to demonstrate successes in task accomplishments and therefore are unable to raise their self-efficacy. Women also lack the number of same-sex role models as men, which could, in turn, break this cycle.

Pioneer Versus Homemaker: Institutional practice by employers has limited womens choices. Women are placed in a difficult position over the conflict between choosing the role of homemaker or career woman. The lack of childcare available to working mums as well as the economic need to enter the workforce has seen women channelled into low-paying and low prestige positions, usually on a part-time or casual basis. This therefore perpetuates the false beliefs and stereotypes about women in the workforce.

The limiting factors of not having a flexible workplace environment for women who choose to have a family, also impacts on her choice of career and the timing associated with leaving the workforce to have a baby. The many issues faced by women in a once traditionally male workforce have constrained her choice of career, achievement in her career and her personal fulfilment. The demands and needs placed on her by societal expectation, family, husband/partner, financial necessity and her own need for personal fulfilment can lead a woman to feeling incapable of fully succeeding in her many roles that she takes on day to day. She carries with her a sense of guilt for not fully succeeding in any of those areas of her life. With our unemployment rate at an all time low, there has never been a better time than now to reform our stereotypes, remove career choice barriers and create more female friendly workplaces.

Many believe that keeping records regarding workplace investigations leads to greater risk, because it becomes challenging to hide the fact that you were aware of an important issue that should have been given attention. The Labour and Employment Law Blog has worked to debunk many common workplace myths- one of them tackles the issue of documenting workplace issues.

In the post "Employment Laws Mistake #7 - Documenting Workplace Issues", they state that "jurors, EEOC investigators, unemployment insurance judges and everyone in between, expect employers to keep good records and be able to produce them when there is an issue about the actions that were taken and the reasons for doing so." Therefore, it won't cut it if you try to avoid responsibility for your actions by simply not recording them.

The Importance of Record Keeping
There are a growing number of rules and regulations that businesses have to adhere to in order to demonstrate that sufficient action was taken regarding all workplace complaints. One of the easiest ways to create evidence to prove your case is to document all of the steps taken from the time an incident was reported to the conclusion and decision made after the completion of an investigation. The article "Documenting Employee Behavior and Performance" on HRHero.com states that:

"Documentation can be used as a key tool for legal defense. Good documentation by supervisors and managers can mean the difference between a company winning and losing an employment-related lawsuit. For example, good documentation of an employee's pattern of poor performance and discipline can establish that the employee's firing wasn't related to discrimination based on race, sex, age, religion, disability, or national origin. An employer may have a much more difficult time proving that without such documentation."

The above quote brings up a valuable question- can you afford not to take the time to document internal incidents and the rest of the investigation process? If taking the time to record incidents and information means the difference between winning or losing a case in court, wouldn't it be easier to start documenting these matters now?

It's important for business leaders to understand that problems will only escalate if you neglect to record incidents- the idea that you cannot be held liable simply because there's no written record of an incident isn't going to help you out. Documentation can also benefit your business should an employee lodge a complaint after they have been removed from your company. The longer it takes for an incident to be reported, chances are, your recall of events- when left up to memory, will likely lead to a poor account of the events and reasoning behind decisions made, which could make your statements invalid.

The post "Employment Laws Mistake #7 - Documenting Workplace Issues" states that "there are also a number of practical reasons to maintain proper documentation. While business organizations are dynamic and individuals may come and go- as well as their feelings toward an employer, the documents will always remain. Also, creating a written record helps to focus one's attention and thinking and leads to better decision making."

What to Record
In the article "Resolving Workplace Problems", they reinforce the importance of documenting complaints, as well as providing a list of information that you will want to keep. "Set up a file and keep records of all relevant documents and correspondence. Records should include:

- Factual written summaries of incidents noting date, time, location, and persons involved.
- Memos and letters
- Relevant work documents
- Meeting notes
- Performance evaluations
- Any other relevant paperwork to document your workplace problem- investigation interviews, witness statements, etc.
- Keeping a paper trail is essential for providing needed evidence should legal action be needed down the road." It's impossible to have too much information regarding an incident- you would much rather be safe than sorry when it comes to legal matters.