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In this area you will find articles unique the legal and compliance challenges companies face today. Learn methods of prevention, risk management and safety for your business.
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As reviewed in detail in earlier blogs by Employment Screening Resources (ESR), the use of the Internet to screen and source candidates can get employers and recruiters into hot water. Surveys show that employers have increasingly turned to sites such as Facebook, MySpace, blogs, and other sources to take a peek at candidates “under the hood” before making a hiring decision.
Read more: Use of the Internet for Recruiting and Screening Can Lead to Lawsuits for Failure to Hire
The Immigration and Nationality Act prohibits citizenship status and national origin discrimination with respect to hiring, termination, and recruiting or referring for a fee.8 U.S.C. § 1324b(a)(1)(B).
Employers may not treat individuals differently because they are, or are not, U.S. citizens or work authorized individuals. U.S. citizens, asylees, refugees, recent permanent residents and temporary residents are protected from citizenship status discrimination.
Read more: Best Practices for Online Job Postings courtesy of DOJ Civil Rights
Quick! Between your human resource and legal advisers, which group is more likely to say, “It looks like we’re in pretty good shape. Nothing’s ever perfect, but claims are way down. We don’t have many lawsuits, and the ones we have we think we can settle reasonably— or, if need be, win.
Test Is Abuse of DiscretionA trial court granted judgment to Connecticut General after concluding that it had not abused its discretion in terminating the disability benefits owed to Dennis Siegel. In Dennis Siegel v. Connecticut General Life Insurance Company; Group Long Term Disability For Salaried Employees of Lockheed Martin Corporation, No. 12-1897 (8th Cir. 01/02/2013) the Eighth Circuit Court of Appeal was asked to reverse the finding and continue Siegel’s benefits.
If you’re a hiring manager or human resources professional, chances are you review applications and resumes from people who want to work for your organization or who want to be promoted. Some applicants may list credentials — like a bachelor’s, master’s, or doctoral degree, or a professional certification — that sound credible, but in fact, were not earned through a legitimate course of study at an accredited institution.
Read more: Avoid Fake-Degree Burns By Researching Academic Credentials
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