How To Hire/Fire W/O Fear!


In order to protect your company from employee lawsuits and significant liability, you should take these simple steps when hiring or firing:

Hiring: An employer’s decision to hire or reject an applicant must be based entirely upon lawful criteria. This requirement applies to all aspects of employee selection, including advertising, recruiting, applications, interviews, and hiring. Avoid obtaining information that identifies the protected class of an applicant, such as the applicant’s gender, race, color, national origin, ancestry, citizenship, age, religion, sexual orientation, gender identity, marital status, pregnancy, disability, U.S. military status, political affiliation or genetic characteristics. Also do not inquire about arrest records or workers’ compensation claims.

Ads: The law prohibits advertisements that specify a preference based upon any protected class. Use neutral language in advertisements. For example, avoid the term “salesman” and instead, use “salesperson” since it is gender neutral. Avoid the use of code words, such as “all-American type,” “unattached,” “energetic,” etc.

Please see full article below for more information.

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DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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