Employee lawsuits tend to increase during recessions and this one is no exception.
Job discrimination claims filed by U.S. employees and applicants are running at record-high levels in the past two years. Managers and supervisors are at the front lines of making decisions that often trigger those lawsuits—promotions, pay raises, and job assignments.
But the most legally dangerous of all those situations is interviewing job candidates.
One misguided question could cause an applicant to think he or she was rejected due to one of the federally protected categories (race, gender, disability, age (40 or older), national origin, religion or pregnancy status). Even your most well-intentioned questions (“So how did you get that broken arm?”) could be interpreted in a discriminatory way.
Managers usually land in trouble when they ask for information that’s irrelevant to a candidate’s ability to perform the j...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Workplace tiff doesn't mean workplace was necessarily a hostile environment
- Adopt an anti-harassment policy and plan—before workplace malice gets out of hand
- Do interns have to be paid?
- You don't have to police workplace banter, but don't let it escalate