1 Valid Questions You may legally pose questions that test a candidates motivation, maturity, willingness to accept instruction, interest in the job,

Slides:

Advertisements

Similar presentations

JAN is a service of the U.S. Department of Labors Office of Disability Employment Policy. 1 Medical Inquiry in Federal Sector Hiring and Employment Linda.

Advertisements

THE HUMAN RESOURCES DEPARTMENT

Work-based learning Click on the speaker on each slide to learn more!

1 Hiring Employees 2 Employee Handbook Method to communicate personnel policies Avoids selective enforcement of rules Be sure to keep current Involve.

New Employee Orientation: Performance Management

LESSON 12 LO4.3 Consider the legal and regulatory framework on employment cessation arrangements.

The Role of One-Stop Career Centers and People with Disabilities Elena Varney, M.S., C.R.C. National Center on Workforce & Disability/Adult

Wisconsin Library Association November 3, 2011 THE LIBRARY BOARD AS EMPLOYER.

Internship Opportunities Presented by Mary Poulton University of Arizona in partnership with the Arizona Rock Products Association.

4/00/ ©2000 Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations The Americans with Disabilities Act (ADA): Part I.

INTERVIEW DO’S AND DON’T’S ANN HOLDEN KENDELL BrownWinick 666 Grand Avenue, Suite 2000 Des Moines, IA Telephone: Facsimile:

PLEASE PRINT CLEARLY AND PROVIDE ALL REQUESTED INFORMATION APPLICATION FOR EMPLOYMENT DATE: ________________________ NAME ____________________________________________________________________________________________________________.

Application for Employment Equal access to programs, services and employment is available to all persons. Those applicants requiring reasonable accommodation.

Disability Criteria Having a record of such an impairment

The Legal Series: Employment Law I. Objectives Upon the completion of training, you will be able to: Understand the implications of Title VI Know what.

Employee Handbook / Personnel Policies Doug Scott, Industrial Steel Treating Co.

H.R. Policies Termination, Resignation, & Disciplinary Procedures Jessica M. Johnson, Director of Advocacy Programs Trish Krajniak, Legal Fellow Colorado.

Termination Decisions and Meetings Training for Supervisors

Getting a Job and Getting Ahead. What skills are needed to compete for jobs in biomanufacturing? Appropriate education and experience Mastery of basic.

Chapter 5 Staffing Supervision: Concepts and Practices of Management, Second Canadian Edition Hilgert, Leonard, Shemko, and Docherty © 2005 by Nelson,

Recruiting and Selecting the Best Employees

Interviewing – Guidance on Appropriate Questions Reviewed April 2013.

Interviewing Skills For Hiring Managers. © Business & Legal Reports, Inc Session Objectives By the end of this session, you will be able to: Recognize.

RECRUITMENT AND SELECTION OF STAFF

Tennessee Department of Education Compliance Training February 2012 Department of Exceptional Children.

TERMINATION OR RESIGNATION OF AN EMPLOYEE. When you terminate an employee, is good idea to inform him or her in writing, citing the specific reasons for.

/0503 © Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Exit Interviews.

Hiring Legally. © Business & Legal Reports, Inc Session Objectives You will be able to: Identify requirements of fair employment laws Follow the.

Problems Requiring Special Attention

Staffing Procedures. Staffing A process of hiring employees who can help run the business efficiently, attract customers, and increase sales. When hiring.

Roles in the Selection Process In small organizations, a supervisor may have great latitude in selecting employees to fill vacant positions. Some organizations.

SUPERVISING STUDENT EMPLOYEES August 13, 2002 Office of Human Resources Office of the General Counsel.

Questions for HR. Questions Describe the way in which employment patterns have changed over the last 20 years (6) Describe the following types of workers:

Writing job descriptions The Easy Way! 1. Why Job Descriptions? *Helps the HR department to determine the right pay range *Attract the right candidates.

Unit 7. Emotional Responses  How do you feel about interviewing?  How can you overcome any fears or apprehensions you have?

Sexual Harassment. What is Sexual Harassment? Quid pro harassment Hostile environment harassment Sexual favoritism.

Job Analysis. I. Nature of Job Analysis Work activities and behaviors Interactions with others Performance standards Machines and equipment used Working.

Human Resource Management

© 2009 Carolyn Wort and Fiona Petrucke Human resources.

4/00/ © 2000 Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Grounds for Termination.

Employment. Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management Support Activities.

Understanding the Americans With Disabilities OSU For Supervisors Office of Equity and Inclusion.

Employment Law Training Course Community Matters 27 September 2008 Why employment status matters Who is my employee? Contract of employment Types of employment.

ABSENTEEISM AND EMPLOYEE TURNOVER

© 2011 Pearson Education, Inc. All Rights Reserved Employment Law: New Challenges in the Business Environment, 5e Moran Chapter 5 Termination Employment.

Discrimination Employment Law. Protected Groups Can you name them? 1.Age (over 40) 2.Disability 3.Race / Color 4.Sex 5.Religion 6.National Origin 7.Pregnancy.

The Americans with Disabilities Act makes it illegal for employers to discriminate against qualified people with disabilities. Refer to

Contracts of Employment. This is a legal document which sets out the details of a person’s employment. This is a legal document which sets out the details.

1 Performance Management and Appraisal Chapter 9.

PERSONNEL MANAGEMENT In Interior Design Michelle Egan.

Supervisor Success Series “3S” Session 2: Executing and Completing the Search.

INTERNATIONAL BUSINESS OUR COMPANY IS LOOKING A WORKER Job Interview.

Chapter 10 Employee Retention and Terminations.

Employee Expectations Career Pathway Experience. Payments You can expect your employer to pay you for the work you do! –Employer should deduct income.

1 Headline 9 Illegal Hiring Questions To Avoid.

UNIT B HUMAN RESOURCE MANAGEMENT 3.03 Understand the importance of interviewing and selecting new employees.

Recruiting Training and Motivating Staff Unit 23.

Module B.12.  COMPETENCY: Complete employment tests.  OBJECTIVE: Upon completion of this module, students will be able to complete employment tests.

Legal vs. ILLegal Interview Questions. AGE? DATE OF BIRTH? State laws prohibits discrimination against a person age 40 or older. You may ask questions.

Level 1 Business Studies AS90837 Demonstrate an understanding of internal factors of a small business.

Types of Interview Questions

Task 4 – Writing a Job Description

Employability Skills.

Human resource management Prepared by: Miss Samah Ishtieh

Accepts Responsibility Personal Skills: Integrity

Contractual agreements

CAREERS AND CAREER CHOICES

Management of the Human Resources Function

Performance Management and Appraisal

Interviews and Discrimination

Presentation transcript:

1 Valid Questions You may legally pose questions that test a candidates motivation, maturity, willingness to accept instruction, interest in the job, ability to communicate and personality. See pre_employ_inquiries.asp

2 You may ask... Do you know of any reason why you would not be able to get to work on time and on a regular basis? Are you available to work overtime? If necessary, are you willing to travel for business reasons?

3 You may ask... What are some of the responsibilities you had in previous jobs? What skills and traits do you have that suit the needs of our company? What attracted you about the position? What are some of your outside interests?

4 You may ask... How would you describe your relationship with those with whom you work? What are some of your short and long- term goals? Why do you want to change jobs? What form of supervisory style do you prefer?

5 The applicants place of residence and length of residency. If the candidate has a legal right to work in the US. You may ask...

6 Military experience or training received if job related. If the candidate has ever been convicted of a crime.

7 Are you able to meet the attendance requirements of this job? You may ask about attendance at prior jobs, if the question is limited to days off or number of days late for any reason, and is not limited to days missed due to illness. You may ask...

8 How can you perform the essential functions of this position? If the individual has an obvious disability that may affect performance, you may ask the individual to explain or demonstrate how he/she can perform various essential functions of the job, with or without reasonable accommodation.

9 Avoiding Problems Train your staff Prepare standard questions Dont make oral agreements or promises Avoid casual or off-the-cuff comments

10 Terminating Employees In the absence of a contract for a fixed duration, employment in Missouri is presumed to be employment-at-will -- terminable at any time by either the company or the employee.

11 Exit Interview Interview both terminated employees and those that resign from their jobs. Use exit interview to your advantage: Learn about the individuals opinion of company policies and procedures. You may gain information that can assist in defense or to take corrective action.

12 Statement of Deductions At least once a month an employer is required to furnish employees a statement of deductions as part of a check or in a separate document.

13 Posters Display all required posters in a location where employees have easy access to the information. Missouri Posters available from DOLIR: (573) or Federal Posters on the web at: