Smart employers establish clear hiring and promotion processes and then use them consistently. It’s the best way to prevent needless lawsuits.
One reason: Job-seekers who know how to apply for open positions can’t claim discrimination unless they can also show they followed the process.
At the same time, a standard process lets employers track applications and easily show a judge why someone didn’t get the job she sought.
Recent case: Brenda, who is black, worked for the CooperVision contact lens company. She worked in the packaging department as one of 13 associates working on the third shift.
In 2009, CooperVision rolled out a training and advancement program called the Job Level Progression, which replaced a previous, less formal method of promotion in the department. All packaging associates, including Brenda, attended a presentation outlining the steps that needed to be taken to move from a Level I Packaging Associa...(register to read more)
- Make sure managers understand: They may be personally liable for racial slurs
- Make sure job skills tests measure what prospective employees actually will do
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- Thwart retaliation claims by documenting your rationale for handling of original complaint
- State sets 2007 benefit levels for UI, disability and workers' comp