October 2015

HR Strategies goes above and beyond in managing customized HR solutions for companies that are motivated to reduce costs by using HR Outsourcing. As a Professional Employer Organization (PEO), HR Strategies becomes your Payroll Processing Company and Workers' Compensation Outsourcing, handles your Employee Benefits, provides Human Resource Consulting, works with you on Human Resources Regulatory Compliance, and provides Human Resource Training, as well as many other related HR responsibilities.

Our professionals enable small business owners to focus on their core competencies, rather than focusing on running payroll, providing employee benefits, or the many other facets of human resource administration. We allow business owners to concentrate on their passion, without being distracted by countless human resources responsibilities.
Navigating Interviews: How to Handle Disabilities
During the Interview Process

Interviews are tricky for employers these days. What questions do you ask? What information do you consider when hiring? Are you required to accommodate a candidate with a disability? Read more.

Stay Up to Date on the Latest Employment Legal Updates

Are Your Company’s I-9 Procedures Fully Compliant?
Court Holds Suspension With Pay is Not Adverse Action Under Title VII
Mandated Travel Time During Lunch Break Must Be Compensable
When Is An Intern Actually An Employee?

California:  DLSE Provides Some Clarification to California’s Paid Sick Leave Law
California: Amendment to California’s Fair Employment and Housing Act Signed Into Law
Colorado: Major Change to Colorado Vacation Pay Law
Maine: Maine Passes Employee Online Privacy Act
Michigan: Update Your Safety and Health Protection on the Job Notice
Missouri: New Missouri Law Prohibits Cities From Establishing Minimum Wage Rates
New York: Minimum Wage to Increase to $15 Per Hour for New York Fast Food Workers
Rhode Island: Deadline To Provide Notice Of Pregnancy Discrimination Protection
Wyoming: Wyoming Discrimination Charge Trends for 2014

Interviewing and Selection

You are interviewing for an all-night cashier/manager at your convenience store. You are very excited to interview your next candidate. Her qualifications are a perfect fit for the job. She has managed other convenience stores and has no problem working the graveyard shift. When this candidate comes in, you are quickly disappointed. You are not quite sure, but it appears she may be a few months pregnant. You are worried about her safety and the safety of her baby, if she is pregnant. You want to make sure she’s able to do the job. In addition, it has been really hard to find someone to fill this positon. Having her leave for a few weeks, after being newly hired would be a hardship on your business.

How should you handle this issue?
  1. You have the right to ask, especially if she’s going to take time off immediately after you hire her.
  2. You cannot ask a woman if she’s pregnant. This is discrimination.
  3. OSHA requires you to keep your employee’s safe. This job can be dangerous. You cannot put her safety at risk, or the safety of her unborn child.
  4. While asking the question is not illegal, exposure to a claim of discrimination may be established by the known information.
View the answer.

The Do's and the Don’ts of Interviewing

One of the most important tasks a manager faces is that of interviewing. An interview can go well when the proper questions are asked. It can also create a negative atmosphere when discriminatory questions are asked of the interviewee. Not always is a manager properly trained in what may be deemed a discriminatory question during an interview.

Discriminatory remarks are those based on race, color, religion, sex, national origin, age, disability, genetic information, or any other class protected under federal and state law. Discriminatory questions may result in future claims for the employer. Managers should know the Do’s & Don’ts of Interviewing. Read More.

This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.

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