We hear a lot about "protected groups," but what does this mean? While an exhaustive list of all protected groups is beyond the scope of this article, the most common are discussed, and they generally apply to job applicants and existing employees alike.
Most hiring managers would love to ask revealing (although, unfortunately, illegal) questions when interviewing job candidates. But as we all know, asking improper interview questions can lead to discrimination or wrongful-discharge lawsuits. So how do you get the information you need without putting your company at risk?
Statistics show that 35 percent of adult Internet users have profiles on at least one social networking site, 75 percent of job recruiters use the Internet as part of the screening process and 25 percent have eliminated candidates based on information found. In addition, the information obtained may not be accurate. However, these sites may contain mistakes or exaggerations or may be maliciously planted.
While the Americans with Disabilities Act (ADA) applies to all businesses with 15 or more employees, this handbook is intended primarily for businesses with 15 to 100 employees and smaller businesses expecting to expand to have at least 15 employees in the near future. It will provide you with an easy-to-read, overview of the basic employment provisions of the ADA as they relate to employees and job applicants.
The FairPay Web site is designed to help you understand the DOL's new FairPay rules that strengthen overtime protections. The effective date of the regulations is August 23, 2004.
Employment Discrimination laws seek to prevent discrimination based on race, sex, religion, national origin, physical disability, and age by employers. This article contains a partial list of the federal and state statutes that compose the main body of employment discrimination laws.
This Guide describes the statutes and regulations administered by the Department of Labor (DOL) that affect businesses and workers. The Guide is designed mainly for those needing "hands-on" information to develop wage, benefit, safety and health, and nondiscrimination policies for businesses in general industry.
Last year the Department of Justice hit one employer with $174,000 in penalties for discriminatory documentation practices. The cause of the problem: discrimination against U.S. citizens who looked or sounded foreign. This article will show you how to set up a process to prevent discrimination charges, and what to do if your current process needs improvement.
DISCLAIMER: The information contained in these articles is intended to provide useful information. It is published with the understanding that the publisher is not engaged in rendering legal services. For specific legal advice, please consult your attorney.