Overview: Employers can engage in a host of measures during the recruiting and hiring process to reduce their risk of liability. These include:
Using due diligence in evaluating qualified job applicants is crucial to avoid a future negligent hiring claim. At the same time, however, employers must be conscious that their screening measures comply with the Fair Credit Reporting Act, and do not disproportionately affect minorities and women.
Other notable HR issues affecting this area include ADA compliance if an employment offer is conditioned on a medical exam; maintaining good recordkeeping practices; and having applicants sign restrictive covenants if an employer wants to protect information that gives it a competitive edge in its industry, provided that the terms are reasonable.
Employers also must be cautious not to inadvertently convert a desired at-will employment relationship into an implied employment contract either when recruiting applicants or in making a job offer.
Trends: Employers in the nation's biggest cities as well as a few states must now take so-called "Ban the Box" laws into account. This phrase refers to the "box" on job application forms asking potential employees if they have been convicted of a crime.
Another key recruiting and hiring trend is the rise of mandatory E-Verify laws to confirm that new hires may lawfully work in the US. These laws requiring employers to use the federal E-Verify system are more prevalent in the South.
Author: David B. Weisenfeld, JD, Legal Editor
The introduction of federal "Ban the Box" legislation follows that of a host of big cities and some states which already have enacted laws prohibiting employers from asking applicants if they have been convicted of a felony on initial application forms.
An employer that voluntarily elects to be exempt from the state Administrative Workers' Compensation Act and become a qualified employer under the Oklahoma Employee Injury Benefit Act must provide notification to new hires or current employees at the time of designation as a qualified employer.
In-depth review of the spectrum of Washington employment law requirements HR must follow with respect to interviewing and selecting job candidates.
In-depth review of the spectrum of Washington employment law requirements HR must follow with respect to preemployment screening and testing.
In-depth review of the spectrum of Washington employment law requirements HR must follow with respect to employee communications.
In-depth review of the spectrum of Wisconsin employment law requirements HR must follow in respect to new hire paperwork.
In-depth review of the spectrum of Texas employment law requirements HR must follow in respect to new hire paperwork.
In-depth review of the spectrum of Kentucky employment law requirements HR must follow in respect to new hire paperwork.
Updated to reflect amended new hire requirements under Seattle's Wage Theft Prevention and Harmonization Ordinance, effective April 1, 2016.
On April 1, the United States Citizenship and Immigration Services (USCIS) will begin accepting H-1B visa petitions for the 2017 fiscal year.
HR and legal considerations for employers regarding recruiting and hiring.