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This chapter contains of employment legislation, employment at will and termination at will, negligent hiring and retention, federal record-keeping requirement, affirmative action, diversity, discrimination charges, question to avoid asking and applicant tracking. It is concern to other forms of employment discrimination, including race, religion, age, nationality and sex. Employers are urged to familiarize themselves with relevant employment laws and categories of discrimination. Negligent hiring means extremely careless or habitually guilty of neglect hiring and retention means the act of retaining or condition of being retained. It occurs occur when employers fail to exercise reasonable care in hiring or retaining employees. In federal record keeping requirements the employers has their duty to keep documents according to certain federal and state stipulation. This requirement appears in the record retention provisions of most federal and state EEO laws. In some states, employers are required to retain employee files for longer than the federal mandate. Affirmative action is a series of executive orders were issued by the federal government. . The best known, Executive Order 11246, contained an EEO clause that required companies doing business with the federal government to make a series of commitments. Three of the most significant commitments are as follows: Practice nondiscrimination in employment, Attain affirmative action goals and obey the rules and regulations of the Department of Labor. Diversity reflects all the factors that identify us. The term goes far beyond race, religion, sex, or national origin. It includes the multitude of ways in which we are unique and, at the same time, similar, such as customs, language, lifestyle, mental abilities, personality, physical characteristics, sexual orientation; socioeconomic status, talents, values, and work styles. Organization or agency may file a charge of discrimination on behalf of another person to protect that persons identity. The following information is required in order to file a charge of discrimination: The name, address, and telephone number of the person or party bringing charges The name, address, and telephone number of the organization alleged to have committed the act of discrimination A description of the alleged violation
Always make certain, that your application forms contain only job-related questions. Stated in the simplest of terms, if its not job-related, dont ask. Naturally, this statement begs the question: Whats job-related? The answer is equally simple: education and experience, as they relate to the requirements, duties, and responsibilities of the job. Applicant tracking requires employers to break down their workforce by job category as well as race, ethnicity, and gender.
Among the most effective competency-based questions are those that are generated by job descriptions and resumes/applications, because they provide a direct correlation between the position and the applicant. Sometimes, though, interviewers need to explore other aspects of an applicants eligibility to get a complete picture of how well an applicant will fit within an organizational culture, work on a given team, or function under a certain management style. Jobspecific competency-based questions may not be sufficient to determine whether this fit exists.