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.

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While some politicians continue to call for the repeal of the Affordable Care Act health care reform law, employers (and HR pros) must proceed as if that won't happen, says a noted health policy expert. Will companies take advantage of a relative lull in reform implementation to plan ahead? Or will they decide to scrap health benefits, banking on reform to insure their employees?
Most employers understand the importance of doing a fair and thorough in-house investigation when they receive complaints of on-the-job harassment. But many investigators falsely believe they can’t conclude that harassment occurred unless they have independent witnesses to the allegations. So what should you do when confronted with conflicting stories?
You may have seen it in the classifieds: "Must be currently working." Is that legal? Some state legislatures want to prohibit "unemployment discrimination." And given the nature of post-recession America's out-of-work population, there may be an even more compelling reason not to exclude the unemployed.
When an employee announces she’s pregnant, her employer better be able to deliver more than just congratulations. You need legally sound, consistent policies and practices to ward off potential pregnancy complications of your own. Here’s how best to comply with the FMLA, plus a sample policy you can adapt to your own organization:
In late 2010, the EEOC published GINA regulations that provide employers with specific guidance concerning what information they may gather about their employees, how GINA interacts with the FMLA medical certification process and how any genetic information the employer obtains is to be treated.
Every summer, enterprising teens turn up in droves seeking employment at businesses all across the country.  As much as teens might want to be treated like adults, employers would be remiss to do so. Reason: Treating teen employees in the same manner as you treat adult employees could result in a violation of federal law.

College presidents don’t like to admit it, but as cheerleaders in chief, they need charm to chat up everyone from teenagers to rich donors. Without charm, they’d be sunk.

After 20 years of being a secretary, writes one administrative professional, she knows how to do the necessary work. That hasn’t kept her current supervisor or her supervisor’s boss—both women—from berating and intimidating her. The admin asks, “How can I learn to stand up for myself in a professional manner?”

Do you live in fear of being sued for discrimination? Don’t let it compromise your legitimate decisions. If you’re confident that you have good reasons to fire someone, don’t worry about whom you hire to replace that employee. Even if the replacement is outside the fired employee’s protected class, she probably won’t be able to successfully sue you.

Here’s a warning you should make sure supervisors hear loud and clear: No one in management should ever mention a protected characteristic (such as age, race or gender) while discussing a promotion or hiring decision.
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