Though most candidates give honest interviews, there are always a few who invent or exaggerate achievements, skills, previous jobs, etc. Here’s how you and your managers can tell when someone’s lying.
The stakes for the already daunting task of ACA reporting have just been raised, and it’s all thanks to a new law you may not have heard much about.
Hiring managers have a lot to think about when deciding if candidates are the right fit, such as how they’ll get along with customers, clients or co-workers. But taking those considerations too far can lead to trouble.
With jobs as scarce as they are, more candidates are exaggerating their skills and experience in an effort to stand out. The best way to separate what’s true from what’s not:
Firing a disabled employee while he’s out on medical leave is usually a recipe for disaster. But it can be done in limited circumstances. However, the potentially discriminatory nature of this firing was a little too obvious for the EEOC to overlook.
When hiring for some jobs, managers need to take into account how the candidates will interact with customers. But managers can’t let customer preferences sway them into making biased decisions.
In this holiday season, a case which reminds us of just how complicated all this diversity stuff can get:
The Department of Labor says it’s going to stop issuing Opinion Letters on specific questions posed by employers. Is that a signal of a new get-tough attitude under the Obama administration?
Some analysts are predicting 2015 will be a big year for hiring. That’s good news. But the bad news is some employers have glaring holes in their hiring processes.
With social media recruiting gaining steam, is it time to wave goodbye to job board postings? Not yet.
The word “psychopath” might bring to mind a horror movie killer — but an estimated 1% of all employees qualify as “workplace psychopaths.”
Remember the Equal Employment Opportunity Commission’s strong warning to companies about the problems that could arise from the use of employee criminal background checks? The agency has planted the flag on two federal lawsuits that claim the practice resulted in discrimination against workers.
The EEOC just made avoiding retaliation claims easier, helping out both you and your managers. The agency recently posted its finalized Enforcement Guidance on Retaliation and Related Issues, that were last updated in 1998. Why now? According to EEOC Chair Jenny Yang, retaliation claims make up 44.5% of all complaints filed with the EEOC, surpassing […]
The EEOC is supplanting a 14-year-old section in its compliance manual with a brand new set of enforcement guidance.
The EEOC’s recent guidance concerning employers’ use of criminal background checks on job applicants comes down to two words: Individual assessment.
Beware: What you say to your employees about a co-worker’s ADA condition/claim could lead to a retaliation charge.
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