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Knowing how to hire "....” is essential for any employer.
Every employer needs to examine its hiring process to make sure it is....,...., and....!
efficient, effective, legal
Assuring non-discrimination in hiring begins at the.... process.
To determine whether discrimination has occurred,the firm’s applicant pool will be compared to the....
relevant labor market.
The protected class composition of people who are qualified for the type of work in question and reside within a reasonable recruitment area.
relevant labor market
3 recruitment mechanisms.
1. .... (wording must be neutral)
2. .... (may not discriminate on behalf of employer clients)
3. .... (unless workforce is already diverse, tends to recruit similar employees)
- 1. Want ads/job announcements
- 2. Employment agencies
- 3. Nepotism/word of mouth hiring
4 facts about H1-B visas.
1. Granted to persons in.... occupations (capped at 65,000)
2. Require a.... degree or higher
3. Limits the employee’s stay to.... years
4. Typically, such applicants are systems analysts, engineers, accountants, etc.
- 1. specialty
- 2. bachelor’s
- 3. 6
Employers must pay foreign nationals the same.... and.... as U.S. workers.
3 facts about H-2 visas.
1. For foreign nationals who come to the U.S. for.... or.... work
2. H-2A visas are for..... or logging (over 65,000 visas were granted in 2012)
3. H-2B visas are for.... workers in other industries (but not nurses)
- 1. temporary, seasonal
- 2. agricultural
- 3. temporary
Employers using H-2 visas must show that there are not enough.... workers, and these will not adversely affect the.... of U.S. workers
In the application process, employers decide:
1. What must be done to....
2. Whether applications will be....
3. The..... for which applications will be accepted
4. How long submitted applications will remain....
- 1. apply
- 2. accepted
- 3. period of time
- 4. valid
Employers must retain:
1. Applications and related records for at least.... after a hiring decision is made
2. Records regarding people who were hired until a year after they....
3. Data regarding the protected class characteristics of applicants for purposes of.... and....
- 1. 1 year
- 2. leave employment
- 3. affirmative action, adverse impact
Before hiring, employers should not directly or indirectly inquire about.... characteristics.
Employers who want to track protected class characteristics for affirmative action purposes may do so by a.... process.
Before employment, avoid questions about requirements or criteria not equally applied to all job candidates, especially those related to....
Asking questions that should be avoided before employment can lead to a claim of.... or....
disparate treatment, adverse impact
In some states, .... status is a protected class characteristic.
Employers are required to maintain records of applications, including.... applications.
the application process must accommodate the....
Employers should not seek medical information,directly or indirectly, prior to a.... offer of employment.
Following a.... offer , the employer can make any medical inquiry or perform any type of medical exam if all are subjected to same inquiries and medical exams.
5 elements of a fraud claim.
- 1. Falsely representation
- 2. Party knew it was false
- 3. Party intended others to rely and act on it
- 4. Others were induced to act
- 5. Others were harmed
Courts regard refusal to hire due to falsification or omission as a.... reason for not hiring.
If employer discovers falsification or omission by an employee after hire, the employer has grounds to....
3 big things to avoid asking questions or commenting about during an interview.
- 1. Disabilities
- 2. Past injuries
- 3. Protected class characteristics