Sentences with phrase «employers use tests»

Some employers use tests related to specific types of work, particularly computing.

The pre-employment assessment process varies from company to company, and most employers use tests from assessment companies.

With so many tests available, it's not a surprise that employers use tests meant for other purposes, like Myers - Briggs (which is fine, by the way, for employee development), or even design their own tests.

Not exact matches

One important change to the salary basis test: employers (for the first time) may use non-discretionary bonuses and incentive payments (including commissions) to satisfy up to 10 percent of the substantially - higher minimum salary.

The Americans with Disabilities Act (ADA) limits the use of medical tests by prospective employers before a job offer is made.

While evidence is anecdotal, some employers seem set to continue drug testing all applicants and taking a hard line on use of opioids, methamphetamine, and cocaine.

He encourages employers to use personality assessment tests with employees to identify differences.

It's no wonder that 42 percent of employer firms use contract workers — a simple way to test whether or not they're ready to hire full - time employees.

Many employers in these states, as well as in others where this sort of open sale and use is still against the law, simply decided to turn a blind eye to marijuana testing, opting instead for clear clauses in contracts that stipulate that employees may not show up for work under the influence.

Using its own economic simulation model, CEBR tested the knock - on effects of adding 1p to employers» NICs, paid by small and medium sized enterprises.

The authors conclude by offering eight recommendations for employers, ranging from suggestions for effective drug - testing and employee - education programs to policies regarding off - work use of marijuana.

Genetic tests could be performed only for research or medical reasons, ruling out their use by employers or insurance companies to screen applicants.

They are not as accurate as the tests your employer may use but can still be useful

He offers lively, personalized examples of states and school districts (and employers) using test scores to decide whom to promote, whom to graduate, and whom to hire, while often ignoring other evidence of an individual's competence.

Mobilizing employers and business leaders to insist that states align high school standards, assessments and graduation requirements with the demands of postsecondary education and work and show graduates that achievement matters by using high school transcripts and exit test results in making hiring decisions.

The programs use multiple methods, including surveys of students, graduates, and employers, external reviews, focus groups and the examination of data, such as pass rates on tests, college GPA, and evaluation on various performance rubrics.

We are campaigning on high stakes testing, so that pupils learn less by rote, and more by considering problems and challenges in real life situations — where they are required, also, to develop the skills that employers are crying out for — speaking and listening well; collaborating with each other well; using IT.

(2) As an employer, you must not use a cancelled test in a situation where an employee needs a test result that is below 0.02 (e.g., in the case of a return - to - duty or follow - up test to authorize the employee to perform safety - sensitive functions).

(b) If the STT or BAT, either by mistake, or as the only means to conduct a test under difficult circumstances (e.g., post-accident test with insufficient time to obtain the ATF), uses a non-DOT form for a DOT test, the use of a non-DOT form does not, in and of itself, require the employer or service agent to cancel the test.

(f) As an employer, you must not use the CCF or the ATF in your non-DOT drug and alcohol testing programs.

§ 40.25 Must an employer check on the drug and alcohol testing record of employees it is intending to use to perform safety - sensitive duties?

(2) As an employer, you must not use a cancelled test for the purposes of a negative test to authorize the employee to perform safety - sensitive functions (i.e., in the case of a pre-employment, return - to - duty, or follow - up test).

(a) No, as an employer, BAT, or STT, you are prohibited from using the ATF for non-DOT alcohol tests.

(f) An employer who uses an electronic CCF must ensure that the collection site, the primary and split laboratories, and MRO have compatible systems, and that the employee and any other program participants in the testing process will receive a legible copy of the CCF.

The Department of Transportation is making technical amendments to its drug and alcohol testing procedures to authorize employers to begin using the updated U.S. DOT Alcohol Testing Form (ATF) and the Management Information System (MIS) Data Collectiotesting procedures to authorize employers to begin using the updated U.S. DOT Alcohol Testing Form (ATF) and the Management Information System (MIS) Data CollectioTesting Form (ATF) and the Management Information System (MIS) Data Collection Form.

(2) As an employer, you must not use a cancelled test for the purposes of a negative test to authorize the employee to perform safety - sensitive functions (i.e.

(c) If the medical evaluation reveals clinical evidence of drug use, as the MRO, you must report the result to the employer as a cancelled test with written notations regarding results of both the evaluation conducted under § 40.193 (d) and any further medical examination.

(a) When you receive or maintain confidential information about employees (e.g., individual test results), you must follow the same confidentiality regulations as the employer with respect to the use and release of this information.

(h) Notwithstanding any other provision of this title, it shall not be an unlawful employment practice for an employer to apply different standards of compensation, or different terms, conditions, or privileges of employment pursuant to a bona fide seniority or merit system, or a system which measures earnings by quantity or quality of production or to employees who work in different locations, provided that such differences are not the result of an intention to discriminate because of race, color, religion, sex, or national origin, nor shall it be an unlawful employment practice for an employer to give and to act upon the results of any professionally developed ability test provided that such test, its administration or action upon the results is not designed, intended or used to discriminate because of race, color, religion, sex or national origin.

The Office of Drug and Alcohol Policy and Compliance issued a final rule on April 13, 2015 that allows employers, collectors, laboratories, and Medical Review Officers to use the electronic version of the Federal Drug Testing Custody and Control Form (eCCF) in the DOT - regulated drug testing pTesting Custody and Control Form (eCCF) in the DOT - regulated drug testing ptesting program.

(e) This section's prohibition on using the services of a service agent concerning which the Director has issued a PIE applies to employers in all industries subject to DOT drug and alcohol testing regulations.

• When an employer chooses to use the C / TPA as the intermediary in the transmission of the MRO's verified drug test results, this decision should be communicated from the employer to the MRO and the C / TPA.

(e) If the medical evaluation reveals clinical evidence of drug use, as the MRO, you must report the result to the employer as a cancelled test with written notations regarding the results of the medical examination.

This document discusses «best practices» used by employers to establish and maintain a compliant drug testing program.

The Secretary shall determine if an employer is authorized to use the clearinghouse to meet the alcohol and controlled substances testing requirements under title 49, Code of Federal Regulations.

As an employer, you are ultimately responsible for compliance with the DOT drug and alcohol testing regulations; therefore, you must ensure that the service agent you use meets all the DOT required qualifications before using the service agent.

The employer must conduct all pre-employment alcohol tests using the alcohol testing procedures set forth in 49 CFR Part 40.

May a blood alcohol test conducted by Federal, state, or local authorities be used by an employer for Post-Accident testing?

First, in my experience, overwhelmingly employers do not use credit checks as a litmus test, but rather they use them at the end of a hiring decision.

more stringent 20ppb cutoff used by few employers and law enforcement agencies, yet the routinely conducted confirmation testing, which employs more specific analytical methods, always found the THC metabolite levels much below the respective 10ppb cutoff.

Different as they may seem, these developments have something surprising in common: Artificial intelligence is being used by employers and employment lawyers to navigate the challenging question of what constitutes legally justified testing for employee cannabis use.

Specifically, the new subsections 247.98 (5) and (6) of the Code prohibit collection or use by, or disclosure to, employers of the results of genetic tests without the written consent of the employee.

He has reviewed and revised drug testing policies for dozens of corporate clients and counseled employers around the country on discipline and discharge of employees for suspected alcohol or drug use, including disability leave and treatment options.

As well, the arbitrator's decision is silent with respect to the many arbitration decisions over the last decade or so which stand for the proposition that in safety - sensitive workplaces, the employer need not advance proof of an actual drug problem before adopting drug testing policies (which are of course far more intrusive than the use of drug sniffing dogs).

The employer's policy encouraged employees who were concerned about their use of alcohol or drugs to seek assistance voluntarily but provided for the possibility of discipline where an employee tested positive for drug use after an accident or other significant incident.

Lyndsay Wasser, Partner at McMillan LLP, told DataGuidance, «Pursuant to the Act's amendments to the Canada Labour Code 1985 («the Code»), even if employees agree to undergo a genetic test, or to disclose the results to their employer, the Act imposes limits on an employer's ability to use or disclose such information.

Employers typically use alcohol testing under specific circumstances:

Examples of the firm's innovative approach include its use of litigation funding to fund an entire case in a financial mis - selling matter, conducting proceedings in the UK from the DIFC, and testing what amounts to a «reasonable employer» under DIFC Employment Law.

In a ground - breaking decision published on August 27, 2015 (BFI Newby Island Recyclery) the National Labour Relations Board revisited the test to be used in determining whether two employers should be considered as a «joint employer» for the purposes of applying the provisions of the National Labor Relations Act.

Thus, in cases concerning a conflict between an employee's right to privacy and the employer's right to ensure the smooth running of the company (by monitoring employees communications and / or internet use), a balance must be struck using the test of proportionality.