You're legally protected if job candidates voluntarily spill the beans about their employers' secrets, such as customer lists and manufacturing methods. But warn hiring managers to avoid asking questions aimed at extracting such secrets. For example, don't ask, "What were your biggest sales accounts?" Instead ask, "What was your role in developing your biggest accounts?" Example of the legal risk: A California court ruled a few years ago that Broadcom used job interviews to learn trade secrets from Intel employees it interviewed.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Who is the harasser? Supervisor or co-Worker status matters
- Requiring training won't constitute retaliation, court says
- Checklist: A practical guide to investigating workplace harassment
- 10 things HR can do to help their companies go 'green'