Don't let your recruiting practices get you into legal trouble.
As the job market continues to tighten, employers are finding it more difficult to recruit qualified applicants for available positions. Make sure your recruiting methods are legally sound and reduce issues for you and the potential employee.
This topic will help you streamline the hiring process to reduce employee turnover, employee complaints, and employee litigation. We will address applicable laws and regulations, provide guidance on solutions that other employers have utilized to improve their hiring processes, and will help you identify problem areas in your company's current hiring process.
This information is critical to any employer seeking to find the most qualified, best suited applicants for job openings while reducing the risk of employment litigation.
Learning Objectives
- You will be able to explain the reasons why the recruiting process has been developed to management.
- You will be able to identify potential legal issues with your current recruiting process.
- You will be able to review and correct problem areas in hiring procedures.
- You will be able to recognize the top applicants for available positions.
This live webinar covers these hot issues
Goals of the Hiring Process
- Find the Most Qualified Person for the Available Job
- Complete All Necessary Employment Paperwork
- Avoid Litigation Arising out of the Hiring Process
Relevant Laws
- Federal Anti-Discrimination Laws
- State and Local Anti-Discrimination Laws
- The Fair Credit Reporting Act
- National Labor Relations Act
- Americans With Disabilities Act/Workers' Compensation Laws
- State and Local Drug and Drug Testing Laws
- The Immigration Reform and Control Act of 1986
- State and Federal Wage and Hour Laws
- EEOC – Uniform Guidelines on Employee Selection Procedures
Finding the Most Qualified Applicant
- Job Posting
- Employment Application
- Interviews
- Selecting the Candidate
Necessary Hiring Paperwork
- Confidentiality Agreements
- Noncompete/Nonsolicitation Agreements
- Acknowledgement of Policies
Avoiding Litigation
- Modifications to Employment Applications
- Conditional Offers of Employment
- Probationary Periods
- Transparency of Expectations, Job Duties and Job Responsibilities
Credit Information (Sponsored by Lorman Education Services)
- CLE
- SHRM
- HR Certification Institute
For Detailed Credit Information page
click
here
Only registered attendee will receive continuing education credit.
Faculty
David A. Campbell, Esq., Vorys, Sater, Seymour and Pease LLP
- Partner in the law firm of Vorys, Sater, Seymour and Pease LLP
- Practices in all areas of employment law including day-to-day employment counseling, responding to administrative charges, training, union-related issues, and all types of litigation
- Practice involves employees in all states
- Conducts seminars and workshops all of types of employment-related issues on a regular basis
- J.D. degree, summa cum laude, The Ohio State University Michael E. Moritz College of Law; B.S.B.A. degree, cum laude, in Human Resources, The Ohio State University
- Can be contacted at 216-479-6168 or dacampbell@vorys.com