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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Employers are supposed to accommodate all religions and their practices when reasonable. If you don’t train managers to handle accommodation requests with dignity, you may find yourself facing a religious discrimination lawsuit.

After initially refusing to settle a sex discrimination case alleging the company would not hire female technicians, Parma-based Digital Cable and Communications seems to finally get the picture. Several women sued the cable company, claiming they lost out on jobs to less-qualified male applicants. Facing litigation, the company elected to settle.

The Farmington School Board is investigating one of its own. The board recently voted to investigate member Tim Burke to see if he poses a potential liability. Several board members have accused Burke of treating administrators disrespectfully, burdening them with unnecessary data requests and making unfounded accusations against them.

Q. Our company is hiring a new finance director and we’re planning to do credit checks on serious job candidates. Are there any legal issues that we should be aware of?
Florida has the nation’s 14th best business climate, according to Site Selection magazine. Florida finished sixth in the executive survey of overall business climate and 11th in 2010 new plant rankings. The state finished 31st in overall competitiveness, and 40th in new plants per million residents.
Unfortunately, many lawsuits come down to one person’s word against another’s. That’s powerful incentive for a company rule requiring at least two managers to participate in any discharge. Reason: They can back each other up.
The EEOC has published its final regulations implementing Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA). They take effect on Jan. 10. The new regulations clarify when employers may be liable for acquiring genetic information.
Don’t be afraid to terminate employees who have just returned from FMLA leave—as long as you have good reasons that are unrelated to the FMLA.

Supervisors may think they know all the candidates for promotion so well they can select one without actually interviewing any of the interested employees. That’s a big mistake. Chances are that if one of the disappointed applicants sues, the supervisor will have to answer very specific questions about the hiring process.

Question: "My new job has been very disappointing. I was hired to write communication materials and help support the department, but I seem to have become my boss’s personal assistant..."
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