When promotions are handed out, managers are already familiar with employees’ work, so there’s no need to set up a formal evaluation process, right? Wrong.
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Tags: Airgas Carbonic, discrimination, EEOC, promotion
Hiring decisions are rarely easy — they often come down to trying to pick the best out of two or more similarly qualified candidates. Having that choice is great, but it can make it tough to prove some decisions were made objectively without bias.
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Tags: court, discrimination, lawsuit, rejected applicant
Hiring managers have a lot to think about when deciding if candidates are the right fit, such as how they’ll get along with customers, clients or co-workers. But taking those considerations too far can lead to trouble.
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With more candidates applying for fewer jobs, it’s increasingly common for unsuccessful applicants to sue employers. How are courts responding?
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Tags: discrimination, interview
One common hiring practice is quickly creating legal trouble for a lot of companies:
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Tags: discrimination, EEOC, English-only rules, national origin
As HR pros know, using pre-employment tests that have an adverse impact on a protected class can get companies dragged into court. But here’s some news: Trying to avoid a disparate impact can get you in trouble, too.
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Many employers use some form of testing to help pick the best applicants to hire. But if the results aren’t watched closely enough, those tests can inadvertently lead to discrimination suits.
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Referrals from current employees are the most common way companies find new hires, according to several surveys. But that doesn’t mean they always provide the most qualified candidates.
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Tags: discrimination, diversity, pitfalls of referral programs
Everyone makes mistakes — even good managers. The key is correcting those mistakes quickly enough to avoid a lawsuit.
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Tags: disability, discrimination, promotions
Managers often aren’t too careful about the notes they take while interviewing job candidates — after all, no one else needs to read them, right? Wrong — they might be seen by a rejected applicant’s attorney.
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