By Dana M. Muir
Managers in any respect degrees are continually challenged to do extra with fewer staff, to inspire assorted teams of individuals, and to resist difficult humans difficulties of their workforces. a huge key to managers' luck is reaching those pursuits whereas retaining themselves and their businesses from criminal legal responsibility. but a few in administration are likely to blame felony requisites for hindering growth towards fixing difficulties. U.S. legislation, notwithstanding, offers managers with huge discretion in lots of employment events and ordinarily is helping make sure that managers practice their crucial capabilities in a manner that's essentially reasonable whereas nonetheless assisting corporation goals.A Manager's advisor to Employment legislation can help managers make daily judgements on how top to control their staff and deal with problems with felony legal responsibility. specialist writer Dana Muir identifies the sophisticated and pointless errors managers make that reason criminal complications and indicates how changing into accustomed to simple ideas of employment legislations will permit them to strengthen an inner compass to assist make the correct judgements. every one bankruptcy specializes in felony recommendations of wide software in cutting-edge office, supplying actual examples of difficulties managers face and delivering techniques for addressing these difficulties
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Additional info for A manager's guide to employment law: how to protect your company and yourself
Item 2) because you run a serious risk of ending up with a one-dimensional workforce lacking in diversity. Not only can that result in legal issues, it may mean that the company forfeits a richness of diversity in viewpoints, experience, and education. 34 A Manager’s Guide to Employment Law ■ Interviewing Candidates Once a manager has identiﬁed promising job candidates, the next step typically is to conduct personal interviews. In addition to obtaining the information necessary to make a good hiring decision, job interviewers need to be aware of a variety of potential legal pitfalls.
44 A Manager’s Guide to Employment Law Nondiscrimination Preemployment tests can also run afoul of nondiscrimination laws. Any of the four types of preemployment testing I have described may raise legal issues if the test in question has the effect of excluding disproportionately large numbers of a protected group. Not only is it illegal under federal law to intentionally discriminate against individuals based on a prohibited criterion, it can be illegal to use any screening device that has the effect of disqualifying members of a protected group at a signiﬁcantly higher rate than members of a majority group.
First, none of your questions should be designed to obtain information about criteria such as national origin on which it would be illegal for you to base an employment decision. Second, you 36 A Manager’s Guide to Employment Law should be sure to stay up to date with your company’s policies regarding interviewing. Third, to the extent reasonably possible, you should treat all job candidates consistently. Risk Points During Interviews In addition to keeping in mind the speciﬁc concerns with inappropriate questions, Kevin will want to pay particular attention to his conversation with candidates during the beginning and the end of each interview.
A manager's guide to employment law: how to protect your company and yourself by Dana M. Muir