Checklist of Important Pre-Hiring Concerns
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					                         Checklist of Important Pre-Hiring Concerns

Avoid litigation through proper planning and execution. The time to defend against the
termination lawsuit begins before you hire.
Before Hiring:
     Be sure that advertisements and help-wanted ads are not discriminatory.
      Avoid using descriptions in advertisements and brochures implying that the job being
       offered is secure (i.e., listing words such as "long-term growth," "permanent," "secure,"
       or "career path."
      Minimize the inference that long-term tenure is being given in advertisements and
       brochures by using preferred words such as only "full-time" or "regular."
      Save copies of all ads and record the number of responses and the number of hires.
      Avoid asking discriminatory questions during job recruiting and selection.
      Instruct all personnel in charge of hiring never to tell or admit to an older applicant that
       they are "overqualified" or lack "formal education credits."
      Scrutinize all job requirements to insure that your company is not inadvertently screening
       out qualified disabled applicants.
      Review your hiring policies regarding disabled applicants to comply with the ADA.
      Avoid making guaranteed earning claims you don't intend to keep.
      Properly investigate an applicant's references and statements on the employment
       application but be careful not to violate defamation or privacy rights when investigating
      When preparing job criteria, do not set a higher requirement than is needed for the job
       simply to attract a better caliber of applicant to avoid discriminating against a particular
       class of applicant.
      Review employment applications, personnel manuals and work rules likely to be
       involved in a termination lawsuit.
      Regulate statements that recruiters, interviewers and other intake personnel make to
       new or prospective employees.
      Do not institute affirmative action policies without conducting a thorough statistical
       analysis of your workf
Shared By:
PARTNER William Glover
I received my B.B.A. from the University of Mississippi in 1973 and my J.D. from the University of Mississippi School of Law in 1976. I joined the firm of Wells Marble & Hurst in May 1976 as an Associate and became a Partner in 1979. While at Wells, I supervised all major real estate commercial loan transactions as well as major employment law cases. My practice also involved estate administration and general commercial law. I joined the faculty of Belhaven College, in Jackson, MS, in 1996 as Assistant Professor of Business Administration and College Attorney. While at Belhaven I taught Business Law and Business Ethics in the BBA and MBA programs; Judicial Process and Constitutional Law History for Political Science Department); and Sports Law for the Department of Sports Administration. I am now on the staff of US Legal Forms, Inc., and drafts forms, legal digests, and legal summaries. I am a LTC and was Staff Judge Advocate for the Mississippi State Guard from 2004-2008. I now serve as the Commanding Officer of the 220th MP BN at Camp McCain near Grenada, MS. I served on active duty during Hurricanes Dennis (July, 2005), Katrina (August, 2005) and Gustav in 2008. I played football at the University of Mississippi in 1969-1971 under Coach John Vaught. I am the author of the Sports Law Book (For Coaches and Administrators) and the Sports Law Handbook for Coaches and Administrators (with Legal Forms),