Hiring great employees is difficult—and legally dangerous. Just a few ill-timed words in a want ad or interview can trigger a legal complaint. Here are the key liability hot spots to watch out for in the hiring process.
An ad that directly or indirectly states a preference for applicants based on gender, age or other protected characteristic is generally unlawful. When drafting ads, list only the necessary job-related skills and qualifications—for example, “must be able to lift 50 lbs.”—rather than assumptions about who can perform the functions of the position—such as “male furniture-mover wanted.”
Exceptions to this general rule: When a “protected” characteristic is a bona fide occupational qualification, such as seeking a female to staff a women’s locker room.
No law requires maintaining job descriptions, but it’s a good practice. Job descriptions can help applicants understand j...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Can we ask applicants about their immigration sponsorship and legal status?
- It's legit to use differences in location and duties to justify varying pay scales
- How to keep your Twitter account safe
- Judge Stops Implementation of 'No-Match' rules