When it comes to job applications and pre-employment interviews, there are certain topics that are off limits. Here are seven topics to stay away from.
Tag: human resources
Employers generally can’t use an applicant’s age as a hiring criterion without violating California’s Fair Employment and Housing Act (see Govt C §12940(a)) and the federal Age Discrimination in Employment Act of 1967 (29 USC §§621–634). Most employers know this and make sure not to ask about the applicant’s age. But they often ask other questions or include language in a job posting that run afoul of the law.
In 2017, California enacted a law precluding employers from asking about prior salary history and requiring employers to give applicants, on reasonable request, the pay scale for a position. This law raised many questions for employers, including who’s “an applicant,” what’s a “pay scale,” and what constitutes a “reasonable request?” Now we have the clarifications.
An internal grievance procedure can be an effective tool for preventing wrongful termination lawsuits. Most employers have some form of grievance procedure in place, but few are used by employees and, when used, they’re often ineffective. Try including some or all of the following elements for an internal grievance policy that will actually work.
Every employer should have a program in place to ensure compliance with the Americans with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA). The following checklist of steps for employers to take could, at a minimum, constitute such a program.
When an employee’s leave is over, is there always a right to be reinstated? Short answer: Usually. But there are notable limits on reinstatement.
Employers can substantially minimize the risk of wrongful termination litigation by ensuring that employees are treated fairly in the termination process. Here are the mistakes most often made by employers in the termination process and what to do instead.
When it comes to protecting an employer’s confidential and trade secret information, the importance of a comprehensive exit interview can’t be overstated.
California employers have considerable control over when and how employees use their accrued vacation time, but there’s a major caveat.
Under California law, the answer is “no,” and under federal law it’s “probably not.” But some employers still want to give employees a polygraph, lie detector, or similar test.
