By Donald H. Weiss
Donald H. Weiss lays out the entire do's and don'ts for facing either daily and awesome events, together with recruiting, defamation, review and correction, and extra. This re-creation additionally positive aspects insurance of the relations and clinical depart Act, the Civil Rights Act of 1991, and others.
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Additional resources for Fair, Square & Legal: Safe Hiring, Managing & Firing Practices to Keep You and Your Company Out of Court
Sample text
Supreme Court, the controversy will continue to affect your decisions for a long time to come. The pressures of the legal burden of proof may turn off and on, but the management burden of responsibility always remains. I will also discuss the importance of the legal concept of intent, now that claims against unintentional bias have been weakened. Page 12 Keep in mind that new decisions and new laws, such as the Civil Rights Act of 1991 and the Americans with Disabilities Act, change the rules and that it is important to keep abreast of the latest developments.
The laws prevent hiring people merely on the basis of a qualification that is not job-related. Advertising copy need not blatantly discriminate to suggest that you or your organization will not hire specific kinds of people. You leave yourself vulnerable if the ads imply the possibility of discrimination. The main issue is not whether or not the organization illegally discriminates. Rather, the appearance of discrimination can bedevil you more than the act; people go to court on that basis more frequently than on the basis of actual fact.
Avoid pre-employment physicals if you can. And if you must make an offer subject to the outcome of a physical, make sure that: a. The successful performance of the job absolutely depends on the specific health or physical requirements. b. Everyone applying for that job or similar jobs undergoes the same examination requirements. Drug screening is a special case with regard to pre-employment physical examinations. Drug screening for all new hires at all levels, on which the ADA has a negligible effect, can still be used.