Hiring

When hiring employees, negligent hiring practices can doom the process. Learn from your colleagues’ successes – and avoid their pitfalls.

Smart interview questions, well-written job descriptions, and sharp interviewing result in hiring employees that work out well, AND make you look good in the process.

Two companies headquartered in New Jersey have made Fortune magazine’s 2009 “100 Best Companies to Work For” list: Atlantic Health, headquartered in Morristown; and Novo Nordisk, based in Princeton.

Employers that design online job applications to minimize the possibility that decision-makers will know about an applicant’s protected status can substantially cut their litigation risk.

When Newark police department representatives went to an unidentified officer’s home while he was on sick leave to collect a urine sample for drug testing, it upset the police union.

Two Ohio companies have made the 2009 Fortune magazine “100 Best Companies to Work For” list: Southern Ohio Medical Center, headquartered in Portsmouth, and OhioHealth, based in Columbus.

The Chicago-based 7th Circuit Court of Appeals has ruled that the EEOC can enforce a subpoena in a case where the complainant has withdrawn the complaint as part of a settlement.

When two workers complained to two co-workers that their employer wasn’t providing protective gear while they installed insulation, it started a chain of events that led to their firings.

It can happen at the best of companies: You discover that a careless supervisor or manager made some comments that might be interpreted as prejudiced. When that happens, you know to discipline that employee. But what do you do when the employee who was the target of the comments is up for promotion?

According to a forecast by the U.S. Conference of Mayors, the Miami area will suffer some of the largest job losses in the nation in 2009. Miami is expected to lose about 85,000 jobs this year. The city’s unemployment rate may exceed 10%.

Employers that ignore their employees’ sexual harassment pleas—beware. Not only may you be liable under Title VII, but you may be liable under state law, too. And that can mean huge damage awards far beyond federal caps.

You can never know beforehand which applicant might sue you. That’s one good reason to track every hiring decision and document why you hired some candidates and not others.