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Hiring

Can we pay opportunity wages to a rehired employee?

04/18/2014
Q: Last March, we hired a staff member’s college freshman daughter for several weeks and we paid her the $4.25 an hour opportunity wage. We’d like to hire her again for the summer. Can we continue to pay her $4.25 an hour?

Know the law: Background checks continue to trip up employers

04/14/2014
If you don’t follow the rules, background checks can cause more trouble than they prevent. Your background process can also become the basis for a class-action lawsuit.

Handling new hires or promotions from within, document every step of interview process

04/14/2014
Document every step of the interview process for new applicants and internal candidates. Make sure the process is uniform and that every interviewee gets the same treatment.

Here’s an easy way to prevent age bias claims

04/14/2014
One of the best ways to prevent age discrimination is also one of the simplest: Make your hiring process age-blind by removing age tipoffs from your application.

Hiring summer employees? Well, chill out!

04/10/2014
Being summer savvy means planning how to handle summer hires, their paperwork and their questions. Instead of seeing red, use this checklist to bring order to the summer hiring process.

Who says equal opportunity statements can’t be fun?

04/09/2014
The Motley Fool offers its readers serious financial advice, but the Alexandria, Va., publisher doesn’t take itself seriously at all. To wit, the following, which recently began appearing in the company’s job ads, just under the usual EEO policy statement …

What are the basic rules for conducting background checks that pass legal muster?

04/07/2014
Q. We have several positions in our company that require financial discretion. May we perform background checks on applicants for these jobs?

Use consistent interview questions to ensure fairness in hiring and promotions

04/07/2014
Here’s another reason to create a fair, impartial and consistent interview process: Your ultimate decision on who is hired or promoted is more likely to withstand legal scrutiny if you can show that each candidate interviewed faced the same questions and that each candidate’s performance was assessed by more than one interviewer.

Didn’t hire? Don’t quickly toss application

04/04/2014
Ruby Tuesday, Inc. will pay $575,000 to settle a class-action age discrimination lawsuit filed by the EEOC. It alleged that Ruby Tuesday engaged in a pattern or practice of age discrimination against job applicants who were 40 years of age or older at six of the chain’s restaurants.

Unprofessional employees? Re-evaluate your hiring process

04/01/2014
Expect associates to put business first while at work? Hire people who convey they’ll do just that during the interview.