Compliance and Legal

Introduction

Generally, an employer has the right to expect that certain guidelines involving dress and grooming be met in the workplace, and can set forth policies regarding these issues.  

Plaintiff's lawyer Donna Ballman and The Evil HR Lady have had good posts recently on common employee misconceptions about employment law, including the "right" to see what is in one's personnel file and the "right" to take a break.*

*Depending on where the employee lives, he may have these rights, but in many states he does not. And the federal Fair Labor Standards Act does not require breaks.

What's good for the goose is good for the gander.

Like it, don’t like it, the I-9 Form has become a basic part of the new hire paperwork at every company in the U.S.

This deceptively simple addition to the stack of first day human resource forms is an employer’s proof that he or she did everything required to make sure every employee is eligible to work in the United States.

Officially, the Form I-9 is called the Employment Eligibility Verification Form.  A mouthful to be sure, which is why people started using the moniker “I-9.”

How many pages is your employee handbook? Count them…go on…then come back in an hour when you’re done.  The one I’m looking at is 106 pages*…God Almighty!  First of all, I understand the importance of covering our bases to the Nth degree in this crazy messed up litigious world (or country) that we live in.  It’s a pain, but it is what it is.

Reference Checking

Since past performance is often the best predictor of future performance, the best way to verify an applicant’s background and job suitability is to conduct a thorough reference check.

Today, employers are hesitant to give information about previous employees for fear of being sued. Therefore, many employers only confirm dates of employment and positions held. However,  

Purpose of the Interview

The interview is the most critical component of the entire selection process. It serves as the primary means to collect additional information on an applicant. It serves as the basis in assessing an applicant's job-related knowledge, skills, and abilities. It is designed to decide if an individual should be interviewed further, hired, or eliminated from consideration.