Newsletter Archive

Important guidelines for hiring, firing, interviewing, and managing your team.
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Sexual Harassment: Minimize Your Legal Risk

Sexual harassment is painfully common, but it can be hard to stop, especially if victims are afraid to report it. Know the law and learn the best ways to spot, stop and ultimately prevent this type of workplace discrimination.

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Cannabis Controversy -- Get the Facts

Does the Americans with Disabilities Act protect medical marijuana users? This fact-filled article clears the haze around this contentious issue. 

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Getting Away with it: What you can and can't do when firing

In this article, we'll look at the rules for firing at-will employees and what your company can do to protect itself from charges of firing discrimination.

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To Check or Not to Check? Straight Talk about EEOC Guidelines for Conducting Criminal Background Checks

While background checks may seem to be a valuable tool for spotting resume fraud or heading off negligent hiring claims, they can also land a company in hot water if an applicant claims the company used its criminal background check policy to discriminate unfairly. The EEOC recently released a warning that it would vigorously prosecute claims of discrimination based on background checks. With the risk of a negligent hiring suit on one side and the risk of a discrimination suit on the other, how can a company stay in compliance?

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To Ask, or Not to Ask? Legal alternatives to illegal interview questions

Most hiring managers would love to ask revealing (although, unfortunately, illegal) questions when interviewing job candidates. But as we all know, asking improper interview questions can lead to discrimination or wrongful-discharge lawsuits. So how do you get the information you need without putting your company at risk?

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DISCLAIMER: The information contained in these articles is intended to provide useful information. It is published with the understanding that the publisher is not engaged in rendering legal services. For specific legal advice, please consult your attorney.