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.
HR pros spend a lot of their time ensuring that their companies comply with the law so they don’t wind up in court and lose big bucks to a jury verdict. But more and more, they find themselves defending not their employers’ bottom lines, but their own bank accounts. How big is the risk? Try six figures—or more.
“Recent college graduates” in their “early 20s and 30s” is how Cavalier Telephone described—both orally and in writing—their preference for sales candidates. This overt age bias brought the wrath of the EEOC.
Q. We use an electronic I-9 software system that was developed in-house. How can we ensure it complies with federal law?
Q. Our company needs guidance on keeping up with our obligations with regard to employment eligibility. What resources are available?
Talk about a clear violation of the Pregnancy Discrimination Act: When a female applied for a job at a fast-food restaurant in Phoenix, the general manager told her, “You’re pregnant. We can’t hire you.”
In an unusual twist, a federal trial court considering an Ohio case has permitted an employer being sued by the EEOC to ask pointed questions about the EEOC’s own hiring practices.
The 7th Circuit Court of Appeals has barred a woman from filing any new civil lawsuits or renewing old ones anywhere in the circuit until she pays fines various courts have already levied.
On June 23, Gov. Bev Perdue signed legislation that requires private employers with at least 25 employees and all county and city governments to use the federal government’s online E-Verify system to verify that new hires are eligible to work in the United States.
Q. What restrictions exist on advertising for job vacancies? We are flooded with applications and have considered limiting applications to the currently employed. We worry the unemployed have rusty skills. Can we say we won’t consider hiring unemployed people?
Q. We have received résumés from many college students looking for unpaid positions this fall. Would we need to pay these interns?