Do you regularly audit your HR records for signs of hidden bias? Would you know if members of a particular protected class were getting fewer promotions than others? The start of the new year is the perfect time to identify and correct any problems.
Q. We are thinking about using personality tests to evaluate whether applicants would be friendly and communicate well with our customers. Does using such a test expose us to potential lawsuits?
Q. Can we change employees’ work hours on short notice by altering their schedules? Also, we have a part-time employee who’s been employed for a few months working 32 hours a week. She’s preparing to return to work after recovering from a car accident. Can we reduce her work hours?
Q. If we have several qualified applicants for a job, are we required to select a qualified applicant with a disability over other applicants without a disability?
With the end of the year approaching, you’re probably assessing 2012 performance and planning for 2013. As you take stock of the past and set future directions, take the time to review employment agreements and policies designed to protect your intellectual property assets.
The Camp Hill-based Rite-Aid drug store chain will pay $250,000 to settle a disability discrimination and retaliation complaint filed by an epileptic former worker at one of its Maryland facilities.
The EEOC is suing Amerisource-Bergen Corp., claiming the pharmaceutical distributor violated the Age Discrimination in Employment Act when it failed to hire a 60-year-old man for a telecom manager position.
Here’s a good reason to make sure pregnant employees don’t experience bias: The Pennsylvania Human Relations Act protects against pregnancy discrimination and holds personally liable anyone who aids or abets discriminatory practices.
