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© Business & Legal Reports, Inc. 0606 Session Objectives You will be able to: Identify requirements of fair employment laws Follow the organization’s EEO policy Evaluate job applicants based on job-related criteria Conduct all phases of the hiring process to avoid discrimination
© Business & Legal Reports, Inc. 0606 Session Outline Fair employment laws and company policy Writing and using job descriptions Composing unbiased job advertisements Conducting nondiscriminatory interviews Choosing appropriate preemployment tests Checking and documenting references
© Business & Legal Reports, Inc. 0606 Why You Need to Know Hiring decisions are extremely important Good hiring practices reduce risks and promote organizational success Ill-advised decisions increase risks and hurt the organization Poor choices could expose us to lawsuits
© Business & Legal Reports, Inc. 0606 Major Fair Employment Laws Civil Rights Act (Title VII) Age Discrimination in Employment Act Equal Pay Act Americans with Disabilities Act
© Business & Legal Reports, Inc. 0606 Fair Employment Laws (cont.) Executive Order 11246 Pregnancy Discrimination Act Immigration Reform and Control Act Uniformed Services Employment and Reemployment Rights Act
© Business & Legal Reports, Inc. 0606 Enforcement EEOC State EEO agencies State and federal courts
© Business & Legal Reports, Inc. 0606 Company Policy Equal employment opportunity Our goal: To hire the best candidates for each job solely on the basis of qualifications
© Business & Legal Reports, Inc. 0606 Job Descriptions Write a job description for each position Focus on qualifications Specify essential job functions
© Business & Legal Reports, Inc. 0606 Job Descriptions (cont.) Set reasonable educational and experience requirements Be careful of physical requirements
© Business & Legal Reports, Inc. 0606 Writing Job Advertisements Pay attention to your wording Focus on job skills and responsibilities Be careful with educational requirements
© Business & Legal Reports, Inc. 0606 Hiring Legally Questions?
© Business & Legal Reports, Inc. 0606 Nondiscriminatory Interviews Write down your questions Describe the job objectively Ask similar questions of all applicants
© Business & Legal Reports, Inc. 0606 Interviews (cont.) Focus on job requirements and company policies Avoid stereotyping applicants Take notes of the conversation
© Business & Legal Reports, Inc. 0606 Interview Notes Factual No opinions or personal biases Job-related information only Keep notes on file for at least 1 year
© Business & Legal Reports, Inc. 0606 Questions You Can’t Ask Age Marital status Family Sexual orientation Health
© Business & Legal Reports, Inc. 0606 Questions You Can’t Ask (cont.) National origin Citizenship Disabilities Religion Criminal record
© Business & Legal Reports, Inc. 0606 Questions You Can Ask Citizenship Language Family Disabilities
© Business & Legal Reports, Inc. 0606 Questions You Can Ask (cont.) Attend obligations due to religion Military service Criminal record
© Business & Legal Reports, Inc. 0606 Preemployment Testing Make sure tests are job-related Validate all tests Test all applicants for the position Give all applicants for the same position the same test
© Business & Legal Reports, Inc. 0606 Release Forms Releases allow legal access to information Releases must be in writing and signed by the applicant Include a release statement for each type of information
© Business & Legal Reports, Inc. 0606 Release Forms (cont.) Information must be job-related Be specific about the information you need
© Business & Legal Reports, Inc. 0606 Reference Checks No job offer is made until references are checked Check references for all applicants Contact each reference given Document all information received
© Business & Legal Reports, Inc. 0606 Reference Checks (cont.) Insufficient information Misrepresentations of material omissions
© Business & Legal Reports, Inc. 0606 Documenting References List all references you’ve checked Include the name of the person who made the contact Note how the reference was contacted List the name and title of everyone you contacted
© Business & Legal Reports, Inc. 0606 Documenting References (cont.) File return letters and any records received Keep all notes of your telephone conversations Document unsuccessful efforts to contact references Retain documentation for at least 1 year
© Business & Legal Reports, Inc. 0606 Key Points to Remember Fair employment laws prohibit discrimination in hiring Our policy reflects a strong commitment to equal employment opportunity Evaluate solely on job-related criteria Focus on hiring the most qualified person
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EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMAT IVE ACTION All materials provided in this training, including the contents of linked pages, are provided for general.
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1 Knowledge Objectives 1.Explain what human resource management involves. 2.Identify and briefly explain the steps in employee selection and performance.
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Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or.
LEGAL ENVIRONMENT of HRM. MAJOR EEO LAWS u Equal Pay Act (1963) u Title VII, Civil Rights Act (1964/1991) u Pregnancy discrimination Act (1978) u ADE.
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6-1 McGraw-Hill/IrwinCopyright © 2009 by The McGraw-Hill Companies, Inc. All Rights Reserved. fundamentals of Human Resource Management 4 th edition by.
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