These days, you probably receive more applications than you could ever thoroughly review. But with more people seeking jobs, more will be disappointed.
And disappointed applicants mean one thing: more lawsuits alleging discrimination.
Protect your company by tracking when you received each completed application. You can easily justify a cut-off point, based on the order in which you received complete applications.
Recent case: Manuel applied for a job as a driver for Wilsonart. He sued, alleging his Hispanic race and national origin was the reason two white applicants had been hired and he wasn’t.
But Wilsonart explained that the two drivers it hired turned in complete applications, including all required licenses. Manuel’s application wasn’t complete and he provided the documents only after the two drivers had been hired. The case was dismissed. (Hernandez v. Wilsonart, No. 11-13726, 11th Cir., 2012)
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- Can we require employees to waive their rights to file an EEOC charge?
- Beware national-origin bias charges following criticism of accent
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