Safe Hire: Risk free hiring


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Hiring new staff can be exciting and frightening at the same time. Finding your next great hire is hard enough without all the legal risks. That is why Safe Hire is an essential training for anyone with responsibility for hiring or screening applicants. You will learn to minimize the risks due to negligent hiring and implement an effective, legal safe hiring program. We’ll begin with a detailed look at the legally protected classes and common ways they face discrimination in interviews.

Next, we’ll take a practical look at a model hiring process and discuss ways to prevent discrimination at every step. We’ll end with a proven model for structuring your selection process. Our goal is to prepare you to interview and hire with confidence.

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  • This story also appeared in the Durrango Herald on 4/10/2013 as well as other media. Why would the superintendent do this? What will his decision cost?
  • Who could be liable?Your company, G&A, You!
  • What SHOULD hiring be based on?
  • These are the four most frequently cited types of discrimination, but which one is the most common? Here they are in alphabetical order…Answer: Race 35.3%Sex 29.5%Disability 27.7%Age 22.8%
  • 4% of EEOC charges
  • I enjoy asking people this question. These are the most common responses I hear. Which one is correct?
  • I developed this model based on research and experience with thousands of interviews. Now when I structure my hiring process, I use this model to make sure that I am giving proper weight to each of the critical areas.
  • Safe Hire: Risk free hiring

    1. 1. Safe  Hire:  Risk  Free  Hiring   Sean  O’Donnell  -­‐  MBA,  SPHR   Senior  HR  Advisor   G&A  Partners  
    2. 2. Agenda   •  Intro  to  Employment  Law   •  The  Hiring  Process   •  SelecJon  Criteria    
    3. 3. WESODI  Agrees  to  Pay  $90,000  to  SePle   EEOC  Age  DiscriminaJon  Lawsuit     EEOC  PRESS  RELEASE    4-­‐8-­‐13    Two  Electricians  Denied  Jobs  Because  They  Were  Deemed  to  Be  'Too  Old,'  Federal  Agency  Charged    ALBUQUERQUE,  N.M.  -­‐  Western  Energy  Services  of  Durango,  Inc.  (WESODI)  has  agreed  to  pay  $90,000   and  furnish  other  relief  to  sePle  an  age  discriminaJon  lawsuit  filed  by  the  U.S.  Equal  Employment   Opportunity  Commission  (EEOC),  the  agency  announced  today.    According  to  the  EEOC's  lawsuit  filed  in  Albuquerque,  N.M.,  two  journeymen  linemen  electricians,   Dennis  Thomas  (then  age  61)  and  Eric  Camron  (then  age  72),  were  referred  for  WESODI  job  openings  in   northern  New  Mexico  by  the  IBEW  local  union  in  Albuquerque,  but  the  company  rejected  the  referrals   because  of  the  men's  ages.    In  each  instance,  aeer  the  referrals  were  refused,  two  men  in  their  mid-­‐ twenJes  were  awarded  the  jobs.    Camron  and  Thomas,  as  well  as  the  local  union's  dispatcher,  alleged   that  WESODI's  line  superintendent  stated  that  he  was  rejecJng  the  referrals  because  of  their  ages.    In  addiJon  to  the  monetary  sePlement,  WESODI,  based  in  Durango,  Colo.,  has  agreed  to  post  its  anJ-­‐ discriminaJon  policy,  provide  training  about  anJ-­‐discriminaJon  laws  to  its  employees  and  managers,   and  to  make  periodic  reports  to  the  EEOC.  
    4. 4. What  are  the  Costs?   •  Fines  and  PenalJes   •  Back  Wages  +  Interest   •  LiJgaJon  Expense   •  APorney  fees   •  InvesJgaJve  expenses   •  Lost  producJvity   •  ReputaJon   •  Lost  revenue   •  Ability  to  recruit/retain  
    5. 5. Poll  QuesJon   What  is  your  greatest  fear  when  it  comes  to  the   consequences  of  not  conducJng  safe  hire?    
    7. 7. Equal  Opportunity     •  Equal  access  to  apply  for  jobs     •  Equal  treatment  in  the  hiring  process     •  The  law  protects  against  certain  kinds  of   discriminaJon   •  AffirmaJve  AcJon  is  different    
    8. 8. Legally  Protected  Classes   •  Race   •  Color   •  NaJonal  Origin   •  Sex   •  Pregnancy   •  Disability   •  Religion   •  Age   •  GeneJc  InformaJon   •  Veterans/Military  
    9. 9. Poll  QuesJon  –  Charge  StaJsJcs    In  2013,  the  EEOC  received  the  most  charges   for  this  type  of  discriminaJon:   A.  Age   B.  Disability   C.  Race   D.  Sex  
    10. 10. Race,  Color,  NaJonal  Origin   •  Appearance     •  Culture     •  Accents     •  Visas/immigraJon   •  Micro-­‐Aggression:   intenJonal  or   unintenJonal  racial   slights  or  insults    
    11. 11. Sex,  Pregnancy,  OrientaJon     •  Avoid  quesJons  about:     •  TradiJonal  family/gender   roles     •  Childcare     •  Equal  Pay  Act   •  Pregnancy,  childbirth,  and   related  condiJons     •  Sexual  orientaJon,  gender   idenJty  and  expression    
    12. 12. Disability     •  Do  not  discuss  the  details  of  a   disability     •  Ask  candidates  if  they  will  need   accommodaJons  for  the  interview     •  Ask  disabled  applicants  (or  all   applicants):     •  “Can  you  perform  the  essenJal   duJes  of  this  job  with  or  without   accommodaJon?”     •  (EssenJal  funcJons  must  be   ESSENTIAL)     •  If  accommodaJons  are  needed,   contact  HR  
    13. 13. Religion     •  Religious  discriminaJon  in  employment  is  a   growing  issue  across  the  country     •  Contact  HR  if  religious  accommodaJons  are   requested     •  Applicants  may  use  paid  or  volunteer   religious  service  as  work  experience     •  Avoid  quesJons  or  discussions  about  religion     •  Be  sensiJve  to  local  religions    
    14. 14. Poll  QuesJon  –  Age  DiscriminaJon    At  what  ages  are  applicants  and  employees   protected  from  discriminaJon  in   employment  based  on  age?   A.  All  ages   B.  18  and  older   C.  40  and  older   D.  50  and  older  
    15. 15. Age  (40+)     •  Avoid  quesJons  about     •  When  they  graduated     •  When  they  plan  to  reJre     •  Be  aware  of  common   unfair  biases     •  “can’t  teach  an  old  dog  new   tricks”     •  Can’t  use  the  technology     •  Degree  irrelevant   •  Too  close  to  reJrement  
    16. 16. GeneJc  InformaJon  (GINA)     •  Tests  can  detect  geneJc   disorders     •  It  is  illegal  for  employers  (and   insurance  companies)  to   discriminate  on  this  informaJon     •  Also  avoid  quesJons  or   discussions  about  family  history   of  diseases/disorders  (Fabricut   $50K  in  2013)  
    17. 17. Veterans,  Military  Status     •  Discharge  status   •  PotenJal  to  be  called  up  to   acJve  duty   •  May  discuss  military  as   employment  history  if   applicable  
    18. 18. Compliance  Tips   •  Base  interview  quesJons  on  the  job   descripJon   •  Consistent  treatment  of  applicants   •  Interview  as  a  panel  when  possible   •  Avoid  retaliaJon  
    19. 19. Poll  QuesJon   Do  you  currently  use  safe  hire  best  pracJces?  
    20. 20. SelecJon  Criteria   Ability   Train   Willingness   Manageability  
    21. 21. QUESTIONS?   Sean  O’Donnell  MBA,  SPHR   G&A  Partners   (800)  253-­‐8562   *This  webinar  has  been  recorded  and  will  be  posted  on  the  G&A  website  by  Friday  
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