In an ideal world, the interview process itself would be efficient and optimize (versus maximize) stakeholder involvement and alignment, and not take more than a few months. A red flag arises when the number of interviews becomes excessive, and the process drags on for an extended period of time. Either (or both) of these can be a sign that the team or organization is overly consensus driven, indecisive, or has issues driving things to completion.
RECORDING: 10 Reasons Why You Didn’t Get That Interview – Or That Job
Exploding offers are job offers that are given with a firm deadline (often on a very tight timeline), beyond which, the offer expires. While rare, these still occur on occasion. One client of mine was given an offer at one company on a Friday afternoon and was told he had until Monday to decide. He was still interviewing with his dream employer and succumbed to the pressure from the first company and the security of having an offer of employment versus tolerating the uncertainty that remained with his ideal company (which incidentally ended up backfiring for the company whose offer he accepted, as he left months later when the job at the dream employer finally came through).
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Some employers might say not to apply if you have a criminal record. That could be employment discrimination. If that happens to you, contact the EEOC. Find more information on arrest and conviction records in employment decisions at the EEOC website.
When you get your background report, review it carefully. If you think there are mistakes, contact the background reporting company to explain the mistakes and ask that they fix them, and include any supporting documentation you have with your request. If the background reporting company informs you that it has revised your report, review the report to make sure the mistakes are gone. Ask the background reporting company to send a copy of the corrected report to the employer and tell the employer about the mistake.
If an employer got your background report without your permission, or rejected you without sending you the required notices, report it to the FTC at ReportFraud.ftc.gov. Also tell the FTC if you learn that a company shared your information with others without your permission.
Note: If you are disqualified or suspended before beginning a benefit year, you can receive benefits after the suspension or disqualification ends if, at that time, you can meet all the tests for filing a new valid claim.
Not Totally Unemployed: If you work while receiving benefits and do not report that employment, even if it is part-time work, you may be committing fraud. You may be suspended from receiving benefits for any day you worked and did not report that work. You may be required to pay back the money you received and a penalty may be assessed for falsely stating you did not work.
Availability and Capability: If you are not ready, willing, and able to work, are not prepared to take a job immediately or are not physically or mentally capable of employment, you will not be paid benefits until you are satisfying the Department of Labor that you are again available for employment and are capable of working and are making diligent efforts to find a job.
Job Refusal: You will be disqualified from receiving unemployment insurance if, after applying for unemployment insurance, you refuse without good cause to take a job for which you are fitted by training and experience and which pays the prevailing wage for that kind of work in the locality. You may also be disqualified if, after receiving 10 full weeks of benefits, you refuse without good cause to take a job that you are physically and mentally capable of doing and that pays the prevailing wage for such work and pays at least 80% of your base period high quarter wages.
If it has been determined that you have been overpaid benefits or have improperly taken benefits, you will receive a written Notice of Determination explaining the reason for the overpayment and how to request a hearing if you disagree.
The judge can decide to consider questions about your case other than those in the Notice of Determination or the employer's objections, but he or she must have a good reason for doing this and must tell you what that reason is. If you are not prepared to discuss a new question, you have the right to request an adjournment.
You should bring any papers or other evidence that will support your position, such as contracts, letters, pay stubs, arbitration decisions, collective bargaining agreements, employee handbooks or manuals, doctors' notes, and photographs. Ask the judge to accept these papers for the record of your hearing. In deciding your case, the judge can consider only those papers or other pieces of evidence which have been identified at the hearing, reviewed by the other side, and accepted into the record.
If there is documentation or other evidence that will help you prove your case, but you cannot obtain it because the person who has it will not provide it to you, ask the judge to force the person who has the evidence to bring it in. To do this, the judge prepares a paper called a "subpoena" (sa-pee-na). If the judge grants your request, the judge will adjourn the hearing, so the subpoena can be delivered.
State the reason why you do not agree with the judge's decision. You must have been at the hearing to request an appeal. If you did not appear at the hearing, you may request that your case be reopened. Your employer (or the Department of Labor) may also request an appeal.
You can review the transcript of your hearing before you write your statement. (The transcript is the written record of everything said at the hearing). To review the transcript, write a letter to the Appeal Board once you receive the "Notice of Receipt of Appeal" and before your statement is due. Request that the Appeal Board notify you when the transcript is ready and to give you two weeks from the time the transcript is ready to submit your statement.
If the Administrative Law Judge does not rule in your favor, you will be informed of whether you are required to repay any unemployment benefits that were issued to you and/or whether your rights to future benefits will be reduced due to a forfeit penalty.
If you have been disqualified or suspended and file a new claim for benefits, you may be able to receive benefits after the suspension or disqualification ends, if, at that time, you can meet all of the tests for filing a new valid claim. If you are determined eligible for benefits on a new claim and have an outstanding overpayment or forfeit penalty, your rights to those benefits will be offset by the number of forfeit penalty days outstanding, up until the penalty expiration date. Once the forfeit penalty is satisfied, any benefits you are entitled to will be applied to offset an existing overpayment. When the overpayment has been repaid, you may receive weekly benefits under the same eligibility criteria as any other claimant.
Most hiring lawsuits boil down to one of these two scenarios: The employer relied on information that was legally off-limits in making its decision, or the employer misled (or outright lied to) the applicant during the hiring process. In some situations, an applicant might even have a legal claim against a former employer who is illegally hindering the job search.
An employee might also have a wrongful termination claim based on statements made during the hiring process. For example, if an employer promised that the applicant would have a six-month probation period to learn the job, during which the employee could not be fired, the employee could have a breach of contract claim if the employer ended the relationship sooner.
To assist the lawyer in assessing your chances, bring every document you have relating to the hiring decision. If you responded to an online post, print out a copy. If you have an offer letter, rejection letter, copy of your application and resume, or any other paperwork, bring that along as well. And make notes of any conversations you had, such as your initial contact with the employer, your interview, or a call to tell you that you didn't get the job.
Sometimes less is more when answering open-ended interview questions like this. If you try to name 10 different reasons you believe they should hire you, it will just make your answer scattered and make all of your arguments less convincing.
If your wages in the last 18 months are solely from Kansas, you can file online at GetKansasBenefits.gov. If you have wages from states other than Kansas in the last 18 months, I can transfer you to an intake representative to take your claim now. Please know that you will have to wait to speak to an intake representative.
If you return to work full time or have gross earnings (wages before deductions) that equal or exceed your weekly benefit amount, you should stop filing weekly claims, and your claim will become inactive.
A record of your application will not be established unless you are told your claim has been accepted. If you are unable to complete your application, the information you have entered will be saved for 7 days from the date you began filing the claim so that you can complete it later and within 7 days.
It may take a week or more to get a replacement Social Security card. You can ask your local SSA office to provide you with a printout of your information that you can provide to us while you wait for the duplicate card to be issued. Your local Social Security office can be found in the U.S. (Federal) Government section of the phone book.
During the process, you may be asked to print forms that must be filled out and returned to the Kansas Unemployment Contact Center. This is important information that will be used to determine if you are eligible for unemployment benefits. A delay in the return of those documents may cause your benefits to be denied. 2ff7e9595c
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