Connecticut’s wage payment laws (including Conn. Gen. Stat. 31-71b) are quite clear: Employees must be paid wages on a weekly basis.  In addition, the employees must be paid within 8 days of the close of a pay period.

In practice, this means that employers typically have a pay period that runs either Sunday to Saturday or Monday to Sunday.

Upon the close of the pay period, the employer collects the time sheets, calculates overtime, and then "runs" the payroll.  For many employers, they can they make payments on Thursday or Friday (for the prior week.)

While that is the general rule, the law also allows employers to apply for a waiver of that requirement with the Department of Labor (Conn. Gen. Stat. 31-71i). 

For approval of a bi-weekly payroll system, the Department has an easy online form that employers can fill out here. 

For anything further, a letter is required.  Semi-monthly and monthly payment of wages are not looked on favorably by the Department of Labor so employers must make a fairly compelling reason for that request.  

And what is you’re one of those employers that hasn’t been following the rules to date? Work with an attorney or the Department of Labor to get into compliance as soon as possible.  That may mean asking for approval retroactively or changing the system of pay that you already have.

Related posts:

1. More on Velez: How This Decision Might Impact Employers My post yesterday on a new Superior Court decision in...
2. HAWAII EMPLOYMENT LAW BASICS: PREGNANCY DISCRIMINATION LAW UNDER FEDERAL AND HAWAII LAW HAWAII EMPLOYMENT LAW BASICS: PREGNANCY DISCRIMINATION LAW UNDER FEDERAL AND...
3. Still No GINA Regs, But New Website on the Basics Employers and human-resource professionals have been anxiously awaiting the issuance...

Related posts brought to you by Yet Another Related Posts Plugin.

The Basics for Elementary School Career Education Programs

In career awareness programs, students do not make premature career choices. Elementary school career education is not career exploration or career preparation. Elementary students remain open to new career ideas and possibilities. (7,8,13,15) Elementary students build awareness of self, personal interactions, school, and the workforce. (2,15) Elementary school counselors and teachers build self-awareness, family awareness, school awareness, community awareness, career/ work awareness, attitude development, skill development, decision making strategies, and self-worth. (2,4,11)

Career awareness programs use age appropriate materials that match the developmental levels of the students. Age appropriate activities expose students to a variety of different jobs, career information sources, and the reasons why people work. Programs also incorporate academic career pathways into classroom activities. According to CareerTec (2000), the preliminary career education skills serve as foundations for future skills. As the students progress, previous skills are reinforced, developed, and expanded. (2,4,11)

As elementary students get older, the students modify career visions and goals. After completing an elementary school career awareness program, students have higher grades, higher academic achievement, improved school involvement, as well as an increase in career awareness exploration, personal, and interpersonal skills. (1,15) In addition, the students complete more complex courses and have a higher graduation rate from high school. (9)

In summary, in career programs, students:

Learn and apply the academic material

Know and value self

Build self-esteem and confidence

Identify interests and build relationships between the school environment and the work force

Build academic, communication, problem solving, and social skills

Increase awareness of the need for future jobs skills

See the connections between learning in school, academic skills, job related skills, and careers

See career possibilities

See themselves as a future contributor to the job force

Receive empowerment

Build self-determination (2,7,9)

Examples of Elementary School Career Education Resources

Career awareness programs widely use tools are the Individual Career Plan (ICP) and the Individual Career Develop Portfolio. According to the Ohio State Department of Education (2000), Individual Career Plans (ICP) are essential for the development of self-awareness, employability skills, decision making and goal setting, community involvement, economics, and the reduction of bias. Students use the Individual Career Plans as they identify and explore initial career goals and educational plans. Elementary students use Individual Career Plan (ICP) to develop skills and to prepare to make future educational and career decisions. (12)

Another important tool is the Individual Career Develop Portfolio. Individual Career Develop Portfolios are collections of the career awareness activities and experiences that have occurred during the school year. (12) Other elementary school career awareness activities include:

Artistic displays

Career Days

Career Fairs

Career research

Career videos

Collages, murals

Community speakers

Educational games

Family group discussions

Field trips

Information interviewing

Job shadowing

Library book report

Mentors

Poetry

Phonics

Pictured dictionary

Puppets

Role playing

Scrapbook

Story reading

Student group discussions

Word search and comprehension activities (8,9,11,12,16)

Elementary school programs help students build connections between academics and real life situations. (9) Teachers and counselors use career education principles to stress the importance of language arts, mathematics, social studies, and science. Language arts have many uses in the workplace: Reading, writing, and listening skills. The uses for Mathematics include: Addition, subtraction, multiplication, and division skills to solve problems. In Social Studies, students gain understanding about other countries, languages, cultures, and the aspects of living in a global marketplace. Students learn the importance of Science having skills to solve problems as well as understanding how science is involved in different industries, such as food, media, agricultural, and automotive industries. (8)

Guidelines for Elementary Education Career Resources – National Career Development Guidelines

The NCDG Guidelines is a career knowledge, skills, and decision-making framework. The NCDG framework has three domains, goals, and indicators. Teachers and counselors use the domains, goals, and indicators as guidelines to design and create career resources. The three domains are: Personal Social Development (PS), Educational Achievement and Lifelong Learning (ED), and Career Management (CM). Each domain represents a developmental area in a career education program. Under each domain are goals or competencies. Under each goal, indicators highlight the knowledge and skills needed to achieve the goal. The National Career Development Guidelines (NCDG) is the foundation for career education products, research development, tests and tools. (14)

Summary

Elementary school career education programs build self-awareness, family awareness, school awareness, community awareness, career/ work awareness, attitude development, skill development, decision making strategies, and self-worth. Elementary school career awareness programs use age appropriate materials that match the developmental levels of the students. As a results of career education, schools reported that students had higher grades and academic achievement, improvement in school involvement and performance, as well as an increase in career awareness exploration, personal, and interpersonal skills. Career awareness activities include Individual Career Plan (ICP), Individual Career Develop Portfolio (ICDP), Career Days, Career Fairs, Field trips, information interviewing, and library book report.

References

1. American Counseling Association, Office of Public Policy and Legislation. (2007). Effectiveness of School Counseling. Alexandria, VA: Author.

2. Angel, N. Faye; Mooney, Marianne. (1996, December). Work-in-Progress: Career and Work Education for Elementary Students. (ED404516). Cincinnati, OH: Paper presented at the American Vocational Association Convention.

3. Benning, Cathleen; Bergt, Richard; Sausaman, Pamela. (2003, May). Improving Student Awareness of Careers through a Variety of Strategies. Thesis: Action Research Project. (ED481018). Chicago, Illinois: Saint Xavier University.

4. Career Tec. (2000). K-12 Career Awareness & Development Sequence [with Appendices, Executive and Implementation Guide]. (ED450219) .Springfield, Il: Author.

5. Carey, John. (2003, January). What are the Expected Benefits Associated with Implementing a Comprehensive Guidance Program. School counseling Research Brief 1.1. Amherst, MA: Fredrickson Center for School Counseling Outcome Research.

6. Dare, Donna E.; Maddy-Bernstein, Carolyn. (1999, September). Career Guidance Resource Guide for Elementary and Middle/Junior High School Educators. (ED434216). Berkeley, CA: National Center for Research in Vocational Education.

7. DuVall, Patricia. (1995).Let’s Get Serious about Career Education for Elementary Students. AACE Bonus Briefs. (ED386603). Hermosa Beach, CA: AACE Bonus Briefs.

8. Ediger, Marlow. (2000, July). Vocational Education in the Elementary School. (ED442979) Opinion Papers

9. Gerver, Miriam, Shanley, Judy, O Cummings, Mindee. (2/14/02). Answering the Question EMSTAC Extra Elementary and Middle Schools. Washington, DC: Technical Assistance Center, (EMSTAC).

10. Hurley, Dan, Ed.; Thorp, Jim, Ed. (2002, May). Decisions without Direction: Career Guidance and Decision-Making among American Youth. (ED465895). Grand Rapids, Michigan: Ferris State University Career Institute for Education and Workforce Development.

11. Maddy-Bernstein, Carolyn; Dare, Donna E. (1997,December).Career Guidance for Elementary and Middle School Students. Office of Student Services Brief, v9 n1. (ED415353). Berkeley, CA: National Center for Research in Vocational Education.

12. Ohio Department of Education, Division of Vocational and Career Education, Ohio Career Development Blueprint, Individual Career Plan, K to 5 (ED449322). Columbus, Ohio, 2000

13. Splete, Howard; Stewart, Amy. (1990). Competency-Based Career Development Strategies and the National Career Development Guidelines. Information Series No. 345. (ED327739). Columbus, Ohio: ERIC Clearinghouse on Education and Training for Employment & Ohio State University

14. U.S. Department of Education Office of Vocational and Adult Education. (1994, 2004). National Career Development Guidelines (NCDG). Washington, DC: Author.

15. Williams, Jean A., Ed. (1999, January). Elementary Career Awareness Guide: A Resource for Elementary School Counselors and Teachers. (ED445293). Raleigh, NC: NC Department of Public Instruction, NC Job Ready.

16. Woal, S. Theodore. (1995). Career Education–The Early Years. AACE Bonus Briefs. (ED386603). Hermosa Beach, CA: AACE Bonus Briefs.

Related posts:

1. Vocational Education Training and Career Technical Training Provides Great Career Options Learn how Advanced career training and Career counseling education can...
2. How to shape a career in IT sector? The standard of education has improved a lot over the...
3. Career Clusters, a Bridge Between Education and Career Planning Since 1960s, career cluster resources have been used as career...

Related posts brought to you by Yet Another Related Posts Plugin.

So much material here, where to start . . . Lets get the HR lesson out of the way: According to her complaint, the Library of Congress conducted an investigation, found him responsible for inappropriate behavior in 2007, but did nothing about it after which he escalated his behavior. NEVER EVER conduct an internal investigation, conclude that sexual harassment occurred, and do nothing about it. Its worse than not investigating at all.

Now, for other interesting pieces of this story. If true, his actions would be inappropriate in any workplace. Context does matter, though, and some industries and workplaces have different environments than others. The alleged harasser has to know, or have reason to know, his behavior was unwelcome. Take Hooters, for example. It may be harder for a waitress at Hooters to show that harassing conduct was unwelcome. Although the on Undercover Boss, we learned that Hooters’ CEO was shocked to find that his waitresses were treated in a degrading fashion, I, for one, was not.

If I were to pick any workplace, in which I would assume such comments were NOT welcome, it would be a library. The LIBRARY OF CONGRESS more than any other library, in THE LAW LIBRARY. Ive spent time in that library and can tell you that you get looked at sideways for turning the newspaper pages too loudly. The very thought of the Library Chief making sexually inappropriate comments in that environment is wrong on so many levels.

And as far as tasting human breast milk? I read in People Magazine (in between reading law review articles and scholarly blogs) about this guy who makes cheese and other tasty recipes with his wifes breast milk. Somehow, I imagine when Mr. Library Chief said hed tasted breast milk, it wasnt in Chef Dans cheese.

Related posts:

1. EMPLOYMENT LAW BASICS FOR HAWAII EMPLOYERS: ILLINOIS RULING HIGHLIGHTS THE IMPORTANCE OF POLICIES AND TRAINING TO HAWAII EMPLOYERS EMPLOYMENT LAW BASICS FOR HAWAII EMPLOYERS: ILLINOIS RULING HIGHLIGHTS THE...
2. A Slice of Heaven? More Followup from the Pizzaria Child Labor Case Are the owners of a pizza of the pizza restaurant...
3. Attorney for Former DOT Commissioner: Looking Into Possibilities Yesterday, I commented on the ongoing drama between the state...

Related posts brought to you by Yet Another Related Posts Plugin.

Related posts:

1. Workplace Discrimination & Related Rights in Employment DICSCRIMINATON AND RELATED RIGHTS IN THE WORKPLACE Equal opportunities workplace...
2. Trifecta of Employment Law Cases Jon Hyman of the Ohio Employment Law Blog writes a...
3. Job Search : Employment for Ex-Cons Ex-convicts need to prepare for a job search and...

Related posts brought to you by Yet Another Related Posts Plugin.

Before now, many big name companies had conferences that centered on the topic of career development for their employees. It was good for 2 reasons; it helped its employees gain the needed skills important to enhancing their future goals in their career.

Many companies will still educate their employees, however nowadays it is important for the individual to assume this responsibility by taking control of their own education and progress through career development. The more the person prepares himself the more chances he will have at advancement.

One of the most important things that a person can do is to examine the career development goals and the skills they possess. They should know what they are going to be, if they are good at organizing others, and can they work in one to one situations with their clients. Companies are interested in the skills their new employees will bring to the table.

The next aspect of career development is the decisions you will make about what career is best for you presently. An example would be, Joe wants to be a graphic artist, he knows he will need schooling and talent in the graphic arts, and maybe even some mathematics in his bag of tricks.

Once he knows what skills he can market in his career choice, then he can fully realize what areas will need tweaking if he is to move up in his career. In career development education is a key factor.

While deciding on classes to take to enhance your career it is a good idea to choose a few career development classes as well. You can do this at anytime during your career development process. These classes teach important skills such as writing the perfect resume, and may also recommend seminars or conferences that will further your career objectives.

Continuing Education is an important part of change; it makes you more prepared for the new avenues your company may want to explore.

There are many career development studies and surveys which watch for the stress levels of the employee. Companies want to have an idea of how well you will cope with stressful situations, whether or not you can get others to do their job effectively, are you a social or solitary person, Is he the type of person to explain problems to his employer, or hold it bottled inside, or to take it out on others.

There are many other things to consider, but here is a few to get you on the right track to your perfect career.

Related posts:

1. The Career Makeover: 7 Steps to Achieving Your Goals Makeovers on television shows and in magazines are enticing for...
2. Career Development Centre: Guiding you towards a right career track Career Development has become a primary responsibility and an essential...
3. Vocational Education Training and Career Technical Training Provides Great Career Options Learn how Advanced career training and Career counseling education can...

Related posts brought to you by Yet Another Related Posts Plugin.

Related posts:

1. Legit Online Jobs Tips Exposed For You Many individuals nowadays prefer to have a home-based job rather...
2. How To Look For Jobs – Tips To Find Jobs Successfully find a job, you will want to be divided...
3. State Laws and Employer I-9 Employment Verification Responsibilities Many states have enacted mini-I-9 laws. Employers, especially companies...

Related posts brought to you by Yet Another Related Posts Plugin.

You want to modify your loved Dodge? Take your time to visit carid.com. They are completed dodge accessories provider. When you come to this place for installing these accessories, you can find how they are so professional in serving you. Quality and best service are their priority. These services include installing quickly, experts of installing, good result and filling customer satisfaction. You can not be worried with what they provide. In here, quality of Dodge accessories is maintained.

When you install and add some Dodge accessories, trust it that you will see more fantastic Dodge performance. Whatever your Dodge models, you have opportunity to install these accessories. So, find them now and take the good result.

No related posts.

Related posts brought to you by Yet Another Related Posts Plugin.

Job Search Strategy #1: Go where the jobs are

It’s a wise move to read the executive job trend reports put out by my colleague, Mark Hovind, President of JobBait. I am a big fan of these monthly statistics that show you clearly what markets and states are still growing and hiring. In an uncertain economy, go where jobs are being created.

Another effective tip is to scan your local business journal, or set up a google news alert, to find industries that are growing. A few stable industries include education, healthcare and natural resources.

Job Search Strategy #2: Turn off the television

Seriously, turn it off! It’s completely negative and “all consuming.” It’s my personal opinion that mainstream media is anything but “fair and balanced.”

And don’t worry, you won’t lose touch. In fact, you will gain precious time in your day and you will be more at peace. You can focus on those things important in your immediate world.

Every day, through my sources, I am literally flooded with HUNDREDS of great job openings just from recruiters trying to find great talent (like you!) for their client companies. You won’t hear THAT on the evening news!

Job Search Strategy #3: Commit to at least 2 non traditional job search methods

Please allow me to just be blunt. Are you between 40 and 60 years old? Then you probably are most familiar and comfortable with traditional job search methods. You simply must take a little time to invest in learning about how you can find jobs that aren’t advertised.

It’s important because the techniques people use to find jobs that are not advertised decrease their competition by a MILE, improve their response rate TREMENDOUSLY (which does wonders for their confidence), and often results in more job interviews, bigger offers and a shorter job search. Y

You have much to gain and nothing to lose by learning these techniques. I promise you. Optimism and creativity in times like these is absolutely necessary to finding a job or making a career transition. Focus the same energy that you use to drive your career success into creative ways to land your next position and you will undoubtedly find the silver lining in the clouds of turbulent economic times.

Related posts:

1. You’re About to Graduate; Now What? Tips on Preparing for Your Job Search If youre one of the many seniors coming to the...
2. Use Linkedin Groups To Kick-Start Your Networking And Job Search In Singapore As many of you will already know, LinkedIn can be...
3. Job Search : Employment for Ex-Cons Ex-convicts need to prepare for a job search and...

Related posts brought to you by Yet Another Related Posts Plugin.

INTRODUCTION:

Along with other types of claims, there has been a significant increase in pregnancy discrimination complaints nationwide. The increase in the number of complaints has outpaced the increase in percentage of women in the workforce during the same period.

Accordingly, it is clear that employers need to become more aware of their obligations towards pregnant employees, especially under Hawaii state law, which covers all employers, and permits not only individual liability for violations of the law, but also unlimited punitive and compensatory damages to be awarded a plaintiff.

FEDERAL LAW AND HAWAII LAW ARE SIGNIFICANTLY DIFFERENT WITH RESPECT TO PREGNANCY DISCRIMINATION:

Title VII of the Civil Rights Act of 1964 (Title VII) makes it unlawful for an employer to limit, segregate or classify employees or applicants for employment in any manner which deprives or tends to deprive an individual of employment opportunities because of the individuals race, color religion, sex or national origin. Generally, the law covers all employers engaged in an industry affecting commerce with 15 or more employees.

Title VII was amended by the Pregnancy Discrimination Act (PDA) to prohibit all forms of discrimination in employment based on pregnancy, childbirth, or related medical conditions. Under PDA, pregnant employees must not be treated less favorably than a non-pregnant employee under similar circumstances.

Under the PDA, pregnant employees must not be treated less favorably than a non-pregnant employee under similar circumstances. Thus, an employer that refuses to hire or promote a female because of pregnancy has violated PDA. Also, an employer that forces a pregnant employee to take a leave of absence despite being able to perform her job has violated PDA. Conversely, it is unlawful to force a pregnant employee to continue performing work she is incapable of doing due to her pregnant condition from which other similarly situated disabled employees are excused.

If the employee litigates her federal PDA claim the available remedies include the Court: Issuing an injunction prohibiting the employer from committing future violations of the law; granting equitable relief such as reinstatement or promotion; awarding back pay limited for a period beginning two years before the date the charge of discrimination was filed, less any interim earnings; awarding front pay, and; reasonable attorneys fees.

In addition, the total amount of compensatory and punitive damages are limited depending on the size of the employer. Specifically, the caps are set by statute as follows:

Number of Employees Cap

015-100 employees $ 050,000

101-200 employees $ 100,000

201-500 employees $ 200,000

500 plus employees $ 300,000

Under the Hawaii Employment Practices Act, HRS Chapter 378, covered employers are prohibited from discriminating in public and private employment on the basis of sex. Like PDA, Hawaii law prohibits discriminating against women in employment because of pregnancy.

There are significant differences between PDA and Hawaii law. First, the Hawaii statute covers any employer with one or more employees, thus affecting many small business owners that perhaps lack resources to fully educate themselves on the law or implement risk reduction policies and procedures.

Second, while it is clear under federal law that individual employees cannot be held individually liable for adverse decisions deemed unlawful under the law, there is virtually uniform authority amongst state court judges that no such protection is afforded under state law. Thus, supervisors along with the employer are commonly named as individuals in lawsuits filed by plaintiffs in Hawaii state court pursuant to HRS Chapter 378.

Third, while federal law simply requires the employer to treat a pregnant employee as it would similarly situated non-pregnant employees under Hawaii law employers are required to do much more. Specifically, Hawaii law requires by regulatory mandate that employers make every reasonable accommodation to the needs of the female affected by disability due to and resulting from pregnancy, childbirth, or related medical conditions.

Regardless of the policies applicable to non-pregnant disabled employees, female employees who are disabled due to pregnancy, childbirth, or related medical conditions must be permitted to take a leave of absence, paid or unpaid, for a reasonable period of time. A reasonable period of time is that time determined by the employees health care provider.

Hawaii law requires the reinstatement of an employee returning from pregnancy leave to her original job or to a position of comparable pay, without loss of accumulated service credits and privileges. Prior to the employees return to work the employer may request a physicians certificate approving her return to work.

Finally, and in many cases most significantly, under Hawaii law a court may award unlimited punitive and compensatory damages in cases brought under HRS Chapter 378.

CONCLUSION:

PDA and the Hawaii Employment Practices Act are significantly different in scope and breadth. Under federal law employers must remember to treat pregnant employees the same as similarly situated employees. However, under Hawaii law employers are required to afford pregnant special protections regardless of how similarly situated employees are treated. Employers should seek counsel if they have questions regarding the law.

Roman Amaguin, Esq.; romanamaguin@yahoo.com; www.amaguinlaw.com

Roman Amaguin, Esq. is a Hawaii lawyer specializing in employment law, labor law, and civil litigation.

Related posts:

1. EMPLOYMENT LAW BASICS FOR HAWAII EMPLOYERS: ILLINOIS RULING HIGHLIGHTS THE IMPORTANCE OF POLICIES AND TRAINING TO HAWAII EMPLOYERS EMPLOYMENT LAW BASICS FOR HAWAII EMPLOYERS: ILLINOIS RULING HIGHLIGHTS THE...
2. Del Mar Employment Lawyer Arsenal for Damages, Severance Pay and Employment in Del Mar for Job Discrimination or Retaliation Never have there been so many tools for Del Mar...
3. Chino Employment Lawyer Arsenal for Damages, Severance Pay and Employment in Chino for Job Discrimination or Retaliation Never have there been so many tools for Chino employment...

Related posts brought to you by Yet Another Related Posts Plugin.

Related posts:

1. Chicken Soup for the Soul: Tips in Recruitment Decades ago, employees would just stick on their shops...
2. 7 Tricky Tips to Become SEO Professional Search Engine Optimization professionals are not simple workers but they...

Related posts brought to you by Yet Another Related Posts Plugin.