Page 59 - GS140301
P. 59
Education
Hiring employees cans with Disabilities Act of Conduct interviews
1990, (ADA) as amended, pro-
– Part 2 hibit employment discrimi- Following is advice on the
interviewing process:
nation against qualified indi-
By Vicki M. Daughdrill viduals with disabilities in the • If you have a large number of
private sector, and in state and
candidates, conducting initial
Small Business Resources LLC local governments. telephone interviews provides
• Sections 501 and 505 of the additional screening, helps de-
f you have determined that Rehabilitation Act of 1973 termine salary requirements
you need a new employee, prohibit discrimination and further refines the can-
evaluated the position's needs against qualified individuals didates for face-to-face inter-
I and recruited potential candi- with disabilities who work in views.
dates, you are now faced with a the federal government. • Do initial searches of public
stack of resumes and ready to begin information such as Facebook
the interview process. If you haven't • Title II of the Genetic Informa- pages, Twitter accounts, public
reached this stage yet, see "Hiring tion Nondiscrimination Act of records and a general Internet
Employees – Part 1," The Green Sheet, 2008 (GINA) prohibits employ- search of the candidate's name
Feb. 10, 2014, issue 14:02:01. ment discrimination based on to see what information is
genetic information about an
Having the right tools will speed the applicant, employee or former available. Remember, the Inter-
net is imperfect. Mistakes hap-
process. The gNeil Co. (http://gneil.hr- employee. pen; "facts" get exaggerated.
direct.com) provides a legally tested, • The Civil Rights Act of 1991
generic set of employment forms for provides monetary damages,
use by small businesses. It includes among other things, in cases
application, attendance tracker, ter- of intentional employment What can't you ask?
mination report, interview evalua- discrimination.
tion, disciplinary action and most The EEOC prevents interviewers
from asking prospective employees
other forms your business needs for Screen applicants
human resources activities. With the proper legal guidelines questions pertaining to the
following areas. For full details
Prepare at hand, focus on conducting visit www.eeoc.gov.
the interviews, selecting the best
You must thoroughly understand the candidate and submitting a hiring • Age
legalities of interviewing and hiring offer. Here are tips for applicant
employees to insure that you do not screening. • Pregnancy status
discriminate in ways prohibited by • Create an initial screening • Race
federal and state laws. Seek advice document that lists the mini-
on laws pertaining to your particular mum necessary skills, experi- • Height and weight
state. The Equal Employment ence and other qualifications
Opportunity Commission regulates you establish for your new em- • Credit rating or economic
and enforces federal employment ployee. Use columns that detail status
practices. Major federal laws that "does not meet minimum crite-
address discrimination in hiring are: ria," "meets criteria," "exceeds • Religious affiliation or be-
• Title VII of the Civil Rights criteria" and "notes." liefs
Act of 1964 (Title VII) prohibits • Have someone else conduct • Citizenship
employment discrimination the initial screening, and des-
based on race, color, religion, ignate a resume number rather • Marital status, number of
sex or national origin. than a name to further elimi- children
• The Equal Pay Act of 1963 nate potential discrimination. • Gender
(EPA) protects men and women • Review each of the submitted
who perform substantially resumes using your screen- • Arrest and convinction
equal work in the same ing tool. Check marks will al-
establishment from sex-based low you to screen efficiently so • Security/background checks
wage discrimination. you can easily determine who for certain religious or ethnic
• The Age Discrimination in meets your preliminary crite- groups
Employment Act of 1967 ria. • Disability
(ADEA) protects individuals • Match your screening tool with
who are 40 years of age or the resume and determine • Medical questions and ex-
older. which candidates to interview. aminations
• Title I and Title V of the Ameri-
59
Hiring employees cans with Disabilities Act of Conduct interviews
1990, (ADA) as amended, pro-
– Part 2 hibit employment discrimi- Following is advice on the
interviewing process:
nation against qualified indi-
By Vicki M. Daughdrill viduals with disabilities in the • If you have a large number of
private sector, and in state and
candidates, conducting initial
Small Business Resources LLC local governments. telephone interviews provides
• Sections 501 and 505 of the additional screening, helps de-
f you have determined that Rehabilitation Act of 1973 termine salary requirements
you need a new employee, prohibit discrimination and further refines the can-
evaluated the position's needs against qualified individuals didates for face-to-face inter-
I and recruited potential candi- with disabilities who work in views.
dates, you are now faced with a the federal government. • Do initial searches of public
stack of resumes and ready to begin information such as Facebook
the interview process. If you haven't • Title II of the Genetic Informa- pages, Twitter accounts, public
reached this stage yet, see "Hiring tion Nondiscrimination Act of records and a general Internet
Employees – Part 1," The Green Sheet, 2008 (GINA) prohibits employ- search of the candidate's name
Feb. 10, 2014, issue 14:02:01. ment discrimination based on to see what information is
genetic information about an
Having the right tools will speed the applicant, employee or former available. Remember, the Inter-
net is imperfect. Mistakes hap-
process. The gNeil Co. (http://gneil.hr- employee. pen; "facts" get exaggerated.
direct.com) provides a legally tested, • The Civil Rights Act of 1991
generic set of employment forms for provides monetary damages,
use by small businesses. It includes among other things, in cases
application, attendance tracker, ter- of intentional employment What can't you ask?
mination report, interview evalua- discrimination.
tion, disciplinary action and most The EEOC prevents interviewers
from asking prospective employees
other forms your business needs for Screen applicants
human resources activities. With the proper legal guidelines questions pertaining to the
following areas. For full details
Prepare at hand, focus on conducting visit www.eeoc.gov.
the interviews, selecting the best
You must thoroughly understand the candidate and submitting a hiring • Age
legalities of interviewing and hiring offer. Here are tips for applicant
employees to insure that you do not screening. • Pregnancy status
discriminate in ways prohibited by • Create an initial screening • Race
federal and state laws. Seek advice document that lists the mini-
on laws pertaining to your particular mum necessary skills, experi- • Height and weight
state. The Equal Employment ence and other qualifications
Opportunity Commission regulates you establish for your new em- • Credit rating or economic
and enforces federal employment ployee. Use columns that detail status
practices. Major federal laws that "does not meet minimum crite-
address discrimination in hiring are: ria," "meets criteria," "exceeds • Religious affiliation or be-
• Title VII of the Civil Rights criteria" and "notes." liefs
Act of 1964 (Title VII) prohibits • Have someone else conduct • Citizenship
employment discrimination the initial screening, and des-
based on race, color, religion, ignate a resume number rather • Marital status, number of
sex or national origin. than a name to further elimi- children
• The Equal Pay Act of 1963 nate potential discrimination. • Gender
(EPA) protects men and women • Review each of the submitted
who perform substantially resumes using your screen- • Arrest and convinction
equal work in the same ing tool. Check marks will al-
establishment from sex-based low you to screen efficiently so • Security/background checks
wage discrimination. you can easily determine who for certain religious or ethnic
• The Age Discrimination in meets your preliminary crite- groups
Employment Act of 1967 ria. • Disability
(ADEA) protects individuals • Match your screening tool with
who are 40 years of age or the resume and determine • Medical questions and ex-
older. which candidates to interview. aminations
• Title I and Title V of the Ameri-
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