In his two decades as an accountant, business consultant, and executive in the Miami, Florida, area, Manuel Rivero Jr. dealt with numerous domestic and foreign clients and acquired a deep understanding of the many tax, user fee, and various other compliance issues they face. As a vice president and managing director of the Coral Gables financial consulting and employee leasing company Airstream Services Corp., Manuel Rivero Jr. has also become proficient in human resources compliance issues.

1. Human Resources Compliance
Issues In the Hiring Process
Manuel Rivero Jr.

2. Introduction

In his two decades as an accountant, business
consultant, and executive in the
Miami, Florida, area, Manuel Rivero Jr. dealt with
numerous domestic and foreign clients and acquired
a deep understanding of the many tax, user fee, and
various other compliance issues they face. As a vice
president and managing director of the Coral Gables
financial consulting and employee leasing company
Airstream Services Corp., Manuel Rivero Jr. has also
become proficient in human resources compliance
issues.

3. About Hiring Laws

Employers of all sizes must diligently ensure that
they are observing federal and state law with respect
to the hiring, employment, and discharge of their
employees. The majority of complaints filed alleging
non-compliance with these laws is not the result of
misbehavior or negligence, but of simple ignorance
of the array of laws and regulations that govern
every aspect of the relationship between an
employer and employee.

4. Conclusion

All employers must be careful not to discriminate in their
hiring practices. Employers should restrict their
interviewing to questions about the applicant’s
education, training, and ability to perform the job applied
for. Even though it is a violation of the law to hire an
undocumented immigrant, for instance, it is also a
violation to ask job applicants about their citizenship or
where they were born. It is permissible, however, to ask if
they can provide documentation of their legal eligibility to
work in the United States. Also, privacy considerations
prevent employers from asking applicants to provide their
Social Security numbers even though the law does not
specifically prohibit the practice. The only time
documentation is required is after the applicant accepts a
job offer.