Here’s why HR professionals who handle complaints and those who screen job applications shouldn’t share information with one another: It prevents needless lawsuits over failure to hire past employees or those who complained about hiring practices in the past.
Recent case: Nina, a woman of Ukrainian national origins, sued a state agency when she wasn’t hired as a CPA. She alleged that the agency screened her out in retaliation for an earlier complaint she had filed.
But the agency showed that the HR personnel responsible for screening applicants had no access to prior complaints and knew nothing about Nina and her past protected activities. Since there was an effective firewall, the court said refusing to hire her could not be retaliation. (Shahin v. State of Delaware, No. 13-2119, 3rd Cir., 2013)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/36525/put-hr-firewall-between-those-who-hire-handle-complaints "
- Furloughs and unpaid time off create wage-and-hour problems
- How to turn your top employees into your top recruiters
- Beware of disability-rights law during job interviews
- Firing harasser is necessary, even if long-ago age comment could spark lawsuit
- Head-Office decision won't insulate company from liability