HRM102- Chapter 5 - Interviewing and legal considerations

• Interviewing - The activity of asking someone question to see whether they are suitable for a job or course. We have a fairly vigorous interviewing process interviewing skills/techniques.
• Legal Considerations - consideration is discrimination. Those factors such as race, religion, gender, sexual orientation, and age should not be taken into selection criteria. Instead employers need to focus on potential employee’s ability to complete the job and give a chance to all possible applicants to apply.
• Employee legislation - It’s a series of federal law and amendments designed to eliminate employment discrimination.
• • Employment at will the employer decides to let you go, that’s the end of your job and you have very limited legal rights to fight your termination.
• Termination at will - According to the National Conference of State Legislatures, at-will employment means “an employer can terminate an employee at any time for any reason that isn't discriminatory, except an illegal one.” In other words, an employer can fire someone without being held legally liable.
• Negligent Hiring and Retention - may occur when employers fail to exercise reasonable care in hiring or retaining employees. Increasingly, employers are being held liable for harmful acts committed by their employees both in the workplace and away from it.
• Negligent Hiring and Retention - occur when employers fail to exercise reasonable care in hiring or retaining employees. Increasingly, employers are being held liable for harmful acts committed by their employees both in the workplace and away from it
• Record-keeping required - Covered employers must keep payroll or any other records containing the name, address, birth date, occupation, rate of pay, and weekly compensation of each employee for three years
• Americans with Disabilities Act - Employers governed by the ADA must retain all HR records involving a person with a disability, whether it has hired him or not.
• relevant law - Record-Keeping Requirement Applications. All records must be kept for one year from the date the record was made or an employment action is taken, whichever is later.
• Executive Order 11246 - Covered employers must keep affirmative action programs, utilization analyses, and information on all applicants, including data on race, gender, disability, veteran status, and requested position. While the retention 􏰀
• Equal Pay Act - Employers must retain FLSA-required records, as well as wage rates and descriptions of wage differentials for individuals of both genders for an unspecified period of time.
• Immigration Reform and Control Act - 9 forms must be kept for three years or one year after termination, whichever is later. 4Rehabilitation Act of 1973.
• DISCRIMINATION CHARGES - Any individual who believe that have been violated may file a charge.
• QUESTIONS TO AVOID ASKING - Stated in the simplest of term, if it’s not job-related, don’t ask.
• APPLICATION TRACKING - The EEOC requires employer to break down their workforce by job category as well as race ,ethnicity ,and gender private employers of 100 or more employer and some.