Our editors boast more than 60 years of experience in employment law and HR related topics. Find advice to those tricky issues such as when to terminate, as well as stay up to date with the latest regulations as they occur.
When it comes to selecting the best candidates, going deeper than just face value should be a routine practice. A nationwide survey conducted by Harris Poll for CareerBuilder found that employers wrongly buy in to several myths about background checks.
Read MoreThe coming Immigration and Enforcement crackdown on immigrants lacking legal status won’t affect you or your employees if you know—because of their I-9 documentation—that they are legally allowed to work in the U.S. However, you may not be so confident if you use subcontractors or temporary workers.
Read MoreIn 2022, New Jersey voters approved an amendment to the state constitution that decriminalized the use and possession of marijuana. Recently, Walmart argued that employers can refuse to hire someone who tests positive for marijuana.
Read MoreThe new administration has declared a national emergency related to immigration and has made it abundantly clear it will ramp up workplace raids. Obviously, this encompasses, but goes way beyond, ensuring your I-9 forms are in order. You must be vigilant.
Read MoreSometimes, even the best vendors accidentally investigate the wrong person, uncovering erroneous information that leads employers to rescind a job offer. What should employers do when they discover such a mistake?
Read MoreAre there legal problems with an HR associate interviewing his or her sibling for a job opening?
Read MoreHaving a list of references won’t do you any good if you can’t get them to open up to you about a job applicant. But if you are able to get an applicant’s former supervisor on the line, you’re halfway there.
Read MoreWith each change in administration, there’s a change in how federal agencies operate. When President-elect Trump takes office Jan. 20, expect rapid change at the U.S. Department of Labor.
Read MoreAt the very least, avoid using the term in front of applicants or in any written materials describing them, such as interview notes. Rejected applicants could view the term as an age-related code word, thus sparking an age-discrimination lawsuit.
Read MoreWhen interviewing more than one candidate to fill a job, the easiest way to prevent failure-to-hire lawsuits is to ask the same questions of every candidate. That’s especially important when there are several rounds of interviews or when a committee conducts the interviews.
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