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Hiring Legally A Guide For Employees And Employers

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MessagePosté le: Ven 7 Juil - 07:43 (2017)    Sujet du message: Hiring Legally A Guide For Employees And Employers Répondre en citant

Hiring Legally: A Guide for Employees and Employers
by Kurt H. Decker
rating: ( reviews)

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The principles, procedures, and policies applicable to hiring are reviewed by this book to assist in minimizing litigation risks for employers and acquainting employees with these employer procedures to protect their disclosures of non-job-related information. Areas covered include the hiring process, pre-employment screening fundamentals, data verification, and federal and state statutes affecting the hiring process.

publisher: Routledge; 1 edition (March 31, 2017)
lang: English
isbn: 041578591X, 978-0415785914,
weight: 1.7 pounds

Hiring Legally: A Guide for Employees and Employers Kurt H. Decker
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That can include burning, pulverizing, or shredding paper documents and disposing of electronic information so that it can't be read or reconstructed.An employee is not considered “disabled” if they have a medical condition that can be controlled with medication (i.e., epilepsy.) If an employee asks for time off to “take care of some family issues” but does not request leave under the Family and Medical Leave Act, you are not required to provide FMLA leaveHe quit his New York job, bought a home in California, moved there with his wife and two children, and began working for the L.AIt is also illegal to retaliate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuitNational origin can sometimes, but rarely, be a BFOQWhat is your outside selling experience? What is your accident record?” All are permissible questions

Federal Contracts: Equal Opportunity in Employment Employment Nondiscrimination and Equal Opportunity in Supply & Service Contracts - Executive Order 11246 - Supply and Service Employment Nondiscrimination and Equal Opportunity in Construction Contracts - Executive Order 11246 - Construction Contracts Employment Nondiscrimination and Equal Opportunity for Qualified Individuals with Disabilities - The Rehabilitation Act of 1973 Employment Nondiscrimination and Equal Opportunity for Covered Veterans - The Vietnam Era Veterans' Readjustment Assistance Act INDEX OF LAWS OF PARTICULAR APPLICABILITY TO AN INDUSTRY Agriculture Worker Protections in Agriculture - Migrant and Seasonal Agricultural Worker Protection Act Child Labor Protections (Agricultural Work) - Fair Labor Standards Act - Child Labor Provisions Temporary Agricultural Workers (H-2A Visas) - Immigration and Nationality Act - H-2A Note: Under the authority of the Occupational Safety and Health Act, OSHA has issued a number of safety standards that address such matters as field sanitation, overhead protection for operators of agricultural tractors, grain handling facilities, and guarding of farm field equipment and cotton ginsSupreme Court has ruled that the First Amendment gives religious entities the right to decide who will “preach their beliefs, teach their faith, and carry out their mission.” This is sometimes referred to as the “ministerial exception” to the usual antidiscrimination rulesFor the latest information on all laws check this site periodicallyFollow the chart to comply with federal lawsDepartment of Health and Human Services (HHS) U.SSee Chapter 9 for more on the ADAHarassmentTo help you understand and comply with these laws, refer to the following small business guides and resourcesRespecting Applicants’ Privacy Rights As an employer, you likely believe that the more information you have about job applicants, the better your hiring decisions will beIs there a legitimate business reason for restricting the future activities of the particular employee? There probably is if you expect to spend significant time and money training a high-level employee and plan to entrust the employee with sensitive contacts on lucrative accounts

In addition, laws and court rulings restrict your right to screen applicants through aptitude tests and drug testsDepartment of Energy U.STaxes Employer Identification Numbers Federal Employment Taxes Federal Self-Employment Taxes Federal Tax Deductions for Salaries and Other Expenses Independent Contractors Statutory Employees 6Under federal law, you can’t discriminate against applicants on the basis of their race, skin color, gender, religious beliefs, national origin, disability, age (if the applicant is at least 40 years old), pregnancy, or genetic informationIf so, they may use information or contacts they gained at your workplace to draw away business that otherwise would be yoursThe Department of Labor also extends this requirement to two years for federal contractors that have at least 150 employees and a government contract of at least $150,000.) If the applicant or employee files a charge of discrimination, you must maintain the records until the case is concludedElton enters an apartment and sexually molests a young girl while the child’s parents are running an errandThis means that your employees must be up to speed from day oneLegal Restrictions on Questions The rules of etiquette once dictated that you avoid discussing sex, religion, or politics in a social setting

The law makes it illegal for an employer to make any employment decision because of a person's race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information CAUTION The rules are different in MontanaIf an employer requires employees to take a test before making decisions about assignments or promotions, the test may not exclude people of a particular race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), or national origin, or individuals with disabilities, unless the employer can show that the test is necessary and related to the jobThese antidiscrimination laws—covered in depth in Chapters 8 and 9—apply to all stages of the employment process: preparing job descriptions, writing ads, conducting interviews, deciding whom to hire, setting salaries and job benefits, promoting employees, and disciplining and firing themYou can also ask select employees to sign covenants not to compete with your businessAds often express this with the phrase “An Equal Opportunity Employer” or “EOE.” Some employers who are not federal contractors also use this phrase in their ads; it’s a good shorthand way to let potential employees know that you’ll give them a fair shake, which can help you attract a more diverse group of applicantsThe U.SBecause of dyslexia, Joe has a very difficult time readingA limit spanning several states might not be deemed reasonable 07f867cfac

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