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 new law takes effect March 1, 2015, and will apply to employers with 15 or more employees, as well as employment agencies.
In-depth review of the spectrum of New Jersey employment law requirements HR must follow with respect to preemployment screening and testing.
In-depth review of the spectrum of New Jersey employment law requirements HR must follow with respect to employment offers.
In-depth review of the spectrum of New Jersey employment law requirements HR must follow with respect to minimizing risks of negligent hiring.
An in-depth review of the spectrum of New Hampshire employment law requirements HR must follow in respect to immigration.
In-depth review of the spectrum of New Hampshire employment law requirements HR must follow with respect to interviewing and selecting job candidates.
New Jersey has become the sixth state to ban criminal history questions on job applications for most private employers. On August 11, Governor Chris Christie signed the Opportunity to Compete Act, which will apply to business with 15 or more employees.
A new San Francisco "ban the box" law has taken effect that goes beyond California law and affects private employers with 20 or more employees. The ordinance prohibits employers from asking about or seeking the conviction history of job applicants until after their first live interview.
As mandated by San Francisco's Office of Labor Standards Enforcement, San Francisco private employers and city contractors must post the San Francisco Fair Chance Ordinance Notice Poster.
HR and legal considerations for employers regarding recruiting and hiring.