Author: IC

Employment training is a fundamental process which allows employees to develop and master the skills necessary to fulfill their job’s requirements. This fact remains true in several professional fields, from accounting to environmental sciences oriented tasks. Labor Compliance Programs and contracts which are outsourced to certified third party LCPs are also required to follow employee training procedures.

The following guide describes all the steps required for contractors to perform during the employment training program.

The employment training process follows a flowchart which begins with the orientation which discloses all the procedures and requirements the job entitles. The next steps involves the application, the review of such document. This document is then reviewed by application review units which according to the data provided will determine contracting eligibility.

After determining eligibility these preliminary applications are assigned to an Employment Training Regional Office, then an analyst schedules a visit to the contractor’s site. The same analyst then visits the site and provides the contractor the application for funding and technical assistance if required.

After these procedures are completed the applicant must submit the application for funding to the appropriate office. If the program analyst determines that the application is good enough to be financed or funded then the ‘agreement paperwork’ is developed and approved at a meeting allowing the funded training to begin.

Under a labor compliance program these steps need to be done prior to construction. As described above, a pre-construction conference must be held before contractors and subcontractors start working on the project and accepting bids. A district representative must address and in most cases answer questions about procedures, wage determinations, general requirements, apprenticeship requirements, record keeping, form discussion and filling, etc.

In such pre-construction meeting, information about paying training fees and giving proper notice to use registered apprentices should also be addressed. Currently there are labor codes which provide instructions about employing apprentices, etc. These conferences are required to keep a record about the federal and state labor laws discussed in form of a checklist.

As you can see the steps outlined above describe how contractors can acquire funding to provide employment training programs. There are several other factors which must be accounted for but the most important ones have been mentioned. It is important for contractors and subcontractors to comply with all the regulations necessary according to each state where the project is being planned, after all these programs will provide employees the skills and knowledge required to execute and finalize such tasks on time and on budget.

Author: Smruti Ranjan Sarangi

Employers have to do many types of tests of their employees to get right employees for right positions. There are many types of tests are done by the employers, among those Employment Testing and Performance Testing are very important. All these tests are done to know employees better. Employment Testing helps to know about physical, mental and historical background of employees. Many kinds of other tests are done in Employment Testing according to the requirement of the jobs. Getting Employees through Employment Testing satisfies Employers need. And by Performance Testing the Employers knows about a employee performance, dedication to job, interest for job and the ability of the employee.

Employment Testing strategies are that allow employers to use pre and post-hiring testing to place the right employees in the right positions. Although employment testing creates some risks, it can often provide employers with information that could otherwise only be gained the hard way - after failure of the employment relationship.

The following issues that pertain to testing in the employment context: general federal standards applicable to employment testing under the Civil Rights Act, medical tests under the Americans with Disabilities Act, psychological, personality, or character tests, drug and alcohol testing, and polygraph testing. Employment testing includes many other testing according to the job.