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Hiring

Exception to the rule: You can ask different questions to internal and external applicants

10/19/2009

One of the cardinal rules of hiring is that you should ask all applicants the same questions. But even good rules can sometimes be broken … when it makes good sense. For example, if you are interviewing both internal and external applicants for an open position, it’s perfectly logical to ask internal applicants some different questions …

Crackdown looms for misclassifying employees as contractors

10/19/2009

The GAO recently released a detailed report with a set of recommendations to address the persistent, widespread problem of employer misclassification of employees as independent contractors. The report urges the DOL and the IRS to step up enforcement efforts, so now’s a particularly opportune time for employers that have classified any workers as independent contractors to carefully review those decisions.

DHS is cracking down — follow these I-9 best practices

10/19/2009

Times are changing in the world of workplace immigration law. Employers now have to complete a new version of the I-9 Form. The feds just launched “a bold new audit initiative” to punish employers who hire illegals. And starting Sept. 8, thousands of federal contractors are required to use the electronic E-Verify system. Result: a greater risk for immigration-related trouble than ever before …

Outsourcing hiring doesn’t save you from liability

10/19/2009

As you try to cut costs in a tough economy, it may be tempting to outsource some HR functions to an independent contractor instead of continuing to do them in-house. Before you make that move, consider this: Employers may be liable for discrimination practiced by the outsourced independent contractor.

EEOC says it’s legal to ‘encourage’ minorities to apply; but don’t say you’re ‘seeking’ them

10/16/2009

If you tack the phrase “women and minorities are encouraged to apply” onto the end of a help-wanted ad, could that be construed as race or sex discrimination? In a carefully worded opinion letter, the EEOC has said “no.”

Banning Twitter/Facebook now the majority HR policy

10/15/2009

More than half (54%) of chief information officers nationwide say their companies don’t allow employees to access social networking sites for any reason while at work, according to a new Robert Half Technology survey. A separate CareerBuilder survey found that 45% of employers report using social networking sites to screen candidates—more than double the number from a year ago.

Don’t overreach when seeking balanced hiring

10/15/2009

If you’re looking to remedy past discrimination by adopting employment policies that encourage minority hiring, watch out! You may be vulnerable to a reverse discrimination lawsuit. That may be true even if your policies resulted from a court order to address discrimination.

Signed drug testing form good enough to satisfy DATWA

10/15/2009

The Drug and Alcohol Testing in the Workplace Act says, “Before requesting an employee to undergo drug or alcohol testing, an employer shall provide the employee with a form, developed by the employer, on which to acknowledge that the employee has seen the employer’s drug and alcohol testing policy.” Does that mean the employee has to sign the form immediately before the test is administered?

Vikings defensive tackles now on offense over drug tests

10/15/2009

The 8th Circuit Court of Appeals in late September upheld a lower court ruling that the National Football League cannot suspend Minnesota Vikings defensive tackles Kevin Williams and Pat Williams for violating the sport’s drug policy.

Indefinitely retain records of veteran hiring

10/13/2009

A new law, the Veterans’ Benefit Improvement Act, makes it absolutely critical for you to retain records of how you handled any hiring process involving military veterans. Those covered by USERRA now can sue at any time, no matter how long ago an employer allegedly violated their rights. Fortunately, the 7th Circuit has ruled that the law isn’t retroactive.