On October 20, 2010, the Equal Employment Opportunity Commission held a hearing on employer use of credit history as tool to screen candidates for employment. The purpose of the hearing, according to an EEOC press release, was to gather information on the practice of using credit histories as employment screening devices, a practice that “could unfairly exclude” some people from job opportunities.
A couple years ago I was involved in an interesting discussion regarding legal and illegal questions.. One of the H.R managers was stating that there was no such thing as an illegal question, that Yes, one could ask a candidate how old they were in an interview; or how many months pregnant they were, or what religion that they belonged to.
Since May 2006, the Office of Federal Contract Compliance Programs (OFCCP) has been enforcing a landmark ruling that sets explicit regulations on the collection, storage and reporting of Equal Employment Opportunity (EEO) data for internet applicants. It also defines internet applicants, identifies electronic data collection methods, creates basic qualification standards and establishes recordkeeping requirements for compliance.
Regardless of industry, almost all businesses with employees have some form of a dress code policy. When creating a dress code policy for your business, apply your policy equally to all employees. Unfair dress code policies are considered discriminatory and can be grounds for a lawsuit.
A Report on Temporary Help, On-Call, Direct-Hire Temporary, Leased, Contract Company, and Independent Contractor Employment in the United States
Besides not defining the term "employee", most statutes fail to spell out who the employer is. There is potential ambiguity on this issue when businesses use temporary agency, leased, or contract workers. Although the primary employer is generally the temporary help, leasing, or contract company, the client may be regarded as a “joint employer” under some laws.