Hiring

Congress gives OK to maintain I-9 records electronically

11/01/2004

Current law requires you to obtain a handwritten signature from each new hire on an I-9 Form to verify the person’s work eligibility. And you must retain each I-9 in paper …

Include indemnity statement in temp agency contracts

11/01/2004

Q. We’re a surveying company and often use temporary workers on big projects. We recently rejected a candidate sent by the temp agency. Now, the candidate is threatening to sue, saying we discriminated against her because of her accent. Can she sue us even though she was employed by the temp agency, not by us? —M.L., Maryland

Warn managers not to exaggerate pay and perks

11/01/2004

Issue: In their zeal to lure top-shelf applicants, hiring managers may embellish on the pay, perks and promotion opportunities. Risk: Failing …

5 ways to avoid legal risks of converting temps to regular staff

11/01/2004

Issue: More employers are testing job candidates by hiring them as temps first.
Risk: Temps converted to regular staff often fly under the radar of pre-employment checks, plus create other …

Consider switching to electronic I-9s; Congress gives the OK

11/01/2004

Issue: You’ll soon be allowed to process and store I-9 forms electronically. Benefit: Save time and money on I-9 processing, especially if your organization …

Don’t probe applicants about their HIV status

11/01/2004

Q. Is it legal to ask applicants medical questions, specifically, if they have HIV? Does the law allow any legal exceptions to ask this question of people applying for food-handling positions?” —S.S., California

Will election result affect hiring? It depends on your industry

10/01/2004

While the presidential election outcome won’t likely change your competitors’ hiring plans, it could produce a small economic boost in certain industries, according to a new poll by outplacement consulting firm …

Set tight time limits for keeping job applications

10/01/2004

Q. Our employment application states, “This application will remain active for six months.” Is this time frame advisable? How long should applications remain active? And how long should I keep completed applications? —K.S., Minnesota

Warn managers: Never disclose ex-employees’ medical data

10/01/2004

Issue: Former employees can sue if your managers blab about employees’ medical conditions to prospective employers. Risk: Ex-employees can file Americans …

Starting to hire again? Heed new-hire reporting rules

10/01/2004

Issue: Federal and state laws require you to file certain data about new employees. Risk: Many employers overlook those requirements, risking per-employee …