On Wednesday, the bipartisan so-called “Gang of Eight” of U.S. Senators unveiled their immigration overhaul package, a product of months of closed-door negotiations with business groups and big labor. The bill is intended to address the status of millions of illegal immigrants currently living in the country, provide new enforcement measures, and restructure our nation’s guest worker program. The proposal has received a lukewarm reception at best, with some business groups concerned about the bill’s ability to meet their workforce needs.
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Over the course of my career, I have been asked several code-related questions by both apprentices and other experienced contractors. Here I answer some of the most popular questions.
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Yesterday, President Barack Obama nominated two Republicans and renominated an existing Democrat member to the National Labor Relations Board (NLRB). The nominations come as the U.S. House of Representatives prepares to vote on legislation this week that would prohibit the Board from taking major actions or issuing decisions until it has a legally operating, Senate-confirmed quorum of members.
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Zero Defects is a common business practice which aims to reduce and minimize the number of defects and errors in a process and to do things right the first time. The ultimate aim will be to reduce the level of defects to zero. However, this may not be possible in practice and what it means is that everything possible will be done to eliminate the likelihood of errors or defects occurring, and to fix any issues that are discovered.
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Growth during a recession isn't usually a top priority for contractors - it is survival. When the recession abated in 2009, contractors were eager to invest in their business through organic growth or by expansion into new geographies, but they were cautious about adding employees to their payroll. Enterprising contractors used specialty staffing firms to allow for low-risk expansion as a way to deal with the peaks and valleys in construction cycles.
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Business owners frequently ask, "What can I do to avoid a wrongful termination charge by an employee?" The easy answer: "Don't hire the wrong person for the job." The reality is, every business owner will face the unpleasant task of having to terminate an employee for one reason or another.
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An employee's personnel file should give an accurate and complete history of his/her employment with your organization. In case of a lawsuit, a judge and jury will expect documentation to back up your actions. Some documentation is required by law and could have very costly consequences in both time and money if they are not followed. For other records, you have a lot of leeway on exactly what you should file and how long you should keep it. This article will provide a basic guideline for personnel files. Always check that your state follows these basic federal guidelines.
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The construction business used to be easier. All you had do was design, bid, build and bill. Submitting bids that were clear complete, and competitive would get you more jobs. Doing high quality work, according to the plans and on-time, kept customers happy. And when you submitted bills in a timely manner, you always got paid. But what happened?
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Home automation, once the realm of gadget geeks and well-heeled customers, is gaining ground as costs come down and the technology becomes easier to use.
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On January 25, the U.S. Court of Appeals for the D.C. Circuit held that two appointments to the National Labor Relations Board (NLRB) made by President Obama without Senate confirmation in January of 2012 were unconstitutional. The Court’s ruling raises questions to the validity of decisions or rules made by the NLRB over the past year that would require a quorum, creating great uncertainty for employers and employees struggling to stay in compliance with labor law. On March 13, Congressman David Roe (R-TN) introduced H.R.1120, the Preventing Greater Uncertainty in Labor-Management Relations Act, to prohibit the NLRB from taking actions which require a quorum on the Board until this controversy is resolved by Senate confirmation of the appointees, a Supreme Court ruling, or the expiration of the terms of the three recess appointees with the adjournment of the 113th Congress.
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