1. Interviewing, Hiring, and Onboarding: Best Practices for Landing Cream-of-the-Crop Employees (and Weeding Out the Duds) Friday, September 16, 2011 Presented by the Employer Resource Institute © 2011 Employer Resource Institute. All rights reserved. These materials may not be reproduced in part or in whole by any process without written permission.

2. © 2010 Employer Resource Institute. All Rights Reserved Disclaimers This webinar is designed to provide accurate and authoritative information about the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional services. This webinar provides general information only and does not constitute legal advice. No attorney-client relationship has been created. If legal advice or other expert assistance is required, the services of a competent professional should be sought. We recommend that you consult with qualified local counsel familiar with your specific situation before taking any action.

3. © 2010 Employer Resource Institute. All Rights Reserved About Today’s Presentation This entire webinar is being recorded and all of the accompanying materials are protected by copyright. If at any time during today’s event you experience technical issues, please call (877) 297-2901 to reach an operator. Questions or comments about this webinar? Employer Resource Institute (800) 695-7178 custserv@employeradvice.com

4. © 2010 Employer Resource Institute. All Rights Reserved This program has been approved for 1.5 recertification credit hours toward PHR® and SPHR® recertification through the Human Resource Certification Institute (HRCI). Please be sure to note the program ID number on your recertification application form. The moderator will issue this number during the live webinar session. For more information about certification or recertification, please visit the HRCI home page at www.hrci.org. Recertification Credit The use of the above seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI’s criteria to be pre-approved for recertification.

5. © 2010 Employer Resource Institute. All Rights Reserved About Our Speaker Laura E. Innes, Esq., is a partner in the California-based law firm Simpson, Garrity, Innes & Jacuzzi. She is engaged exclusively in the practice of labor and employment law, combining preventive counseling for employers with civil and administrative litigation defense. Also, she is an experienced mediator and alternative dispute resolution practitioner, and she regularly conducts in-house training programs for her employer clients. Since 2004, Laura has been named annually as a "Super Lawyer" - within the top 5 percent of lawyers in northern California - in the employment law arena, and she speaks and writes very frequently on labor and employment law matters (including numerous sessions for ERI each year). Laura earned her law degree from the University of California at Berkeley, Boalt Hall School of Law. linnes@sgijlaw.com www.sgijlaw.com

6. Interviewing, Hiring, and Onboarding

7. © Business & Legal Reports, Inc. 0908 Major Fair Employment Laws Civil Rights Act (Title VII) Age Discrimination in Employment Act Equal Pay Act Americans with Disabilities Act Genetic Information Nondiscrimination Act (GINA) Copyright 2011 BLR Inc.

8. © Business & Legal Reports, Inc. 0908 Major Fair Employment Laws Executive Order 11246 Pregnancy Discrimination Act Immigration Reform and Control Act Uniformed Services Employment and Reemployment Rights Act California’s specific employment laws Copyright 2011 BLR Inc.

9. © Business & Legal Reports, Inc. 0908 Company Policy Equal employment opportunity Our goal: To hire the best candidates for each job solely on the basis of qualifications Copyright 2011 BLR Inc.

10. © Business & Legal Reports, Inc. 0908 Job Descriptions Write a job description for each position Focus on qualifications Specify essential job functions Copyright 2011 BLR Inc.

11. © Business & Legal Reports, Inc. 0908 Job Descriptions Set reasonable educational and experience requirements Be careful of physical requirements Copyright 2011 BLR Inc.

12. © Business & Legal Reports, Inc. 0908 Writing and Placing Job Advertisements Pay attention to your wording Focus on job skills and responsibilities Be careful with educational requirements Think about where you place the ad Copyright 2011 BLR Inc.

13. © Business & Legal Reports, Inc. 0908 Applications Apply application procedures equally to all applicants Ask only what’s relevant to the job Be careful with pre- employment testing and criminal records questions Copyright 2011 BLR Inc.

14. © Business & Legal Reports, Inc. 0908 Nondiscriminatory Interviews Write down your questions Describe the job objectively Ask similar questions of all applicants Copyright 2011 BLR Inc.

15. © Business & Legal Reports, Inc. 0908 Nondiscriminatory Interviews Focus on job requirements and company policies Avoid stereotyping applicants Take notes of the conversation Copyright 2011 BLR Inc.

16. © Business & Legal Reports, Inc. 0908 Interview Notes Factual No opinions or personal biases Job-related information only Keep notes on file for at least 1 year Copyright 2011 BLR Inc.

17. © Business & Legal Reports, Inc. 0908 Questions You Can’t Ask Age Marital status Family Sexual orientation Health Copyright 2011 BLR Inc.

18. © Business & Legal Reports, Inc. 0908 Questions You Can’t Ask National origin Citizenship Disabilities Religion Criminal record Copyright 2011 BLR Inc.

19. © Business & Legal Reports, Inc. 0908 Questions You Can Ask Citizenship Language Family Disabilities Copyright 2011 BLR Inc.

20. © Business & Legal Reports, Inc. 0908 Questions You Can Ask Attendance obligations due to religion Military service Criminal record Copyright 2011 BLR Inc.

21. © Business & Legal Reports, Inc. 0908 Preemployment Testing Make sure tests are job- related Validate all tests Test all applicants for the position Give all applicants for the same position the same test Copyright 2011 BLR Inc.

22. © Business & Legal Reports, Inc. 0908 Release Forms Releases allow legal access to information Releases must be in writing and signed by the applicant Include a release statement for each type of information Copyright 2011 BLR Inc.

23. © Business & Legal Reports, Inc. 0908 Release Forms Information must be job-related Be specific about the information you need Copyright 2011 BLR Inc.

24. © Business & Legal Reports, Inc. 0908 Reference Checks No job offer is made until references are checked Check references for all applicants Contact each reference given Document all information received Copyright 2011 BLR Inc.

25. © Business & Legal Reports, Inc. 0908 Reference Checks Insufficient information Misrepresentations of material omissions Copyright 2011 BLR Inc.

26. © Business & Legal Reports, Inc. 0908 Documenting References List all references you’ve checked Include the name of the person who made the contact Note how the reference was contacted List the name and title of everyone you contacted Copyright 2011 BLR Inc.

27. © Business & Legal Reports, Inc. 0908 Documenting References File return letters and any records received Keep all notes of your telephone conversations Document unsuccessful efforts to contact references Retain documentation for at least 1 year Copyright 2011 BLR Inc.

28. © Business & Legal Reports, Inc. 0908 Educational Information Have interviewees sign a Family Educational Rights and Privacy Act (FERPA) waiver allowing you to confirm proof of degrees or request transcripts Always follow up with the signed waiver in hand and check applicants’ educational information Copyright 2011 BLR Inc.

29. © Business & Legal Reports, Inc. 0908 Restrictive Covenants Always ask interviewees if they are subject to any noncompete agreements, nondisclosure agreements, or similar restrictive covenants with current or former employers Consult with legal counsel about how to proceed if the answer is “Yes” Copyright 2011 BLR Inc.

30. © Business & Legal Reports, Inc. 0908 Retaining Applications Don’t discard paperwork you’ve collected during the application process Have a policy about retaining or discarding unsolicited job applications and resumes Copyright 2011 BLR Inc.

31. © Business & Legal Reports, Inc. 0908 Offer Letters Include “at will” language Attach the final job description with essential job functions and any contingencies Copyright 2011 BLR Inc.

32. © Business & Legal Reports, Inc. 0907 Benefits of Orientation Explain your goals and philosophies as a company. Make new hires feel like a part of something larger than themselves. Teach new employees to take pride in their work. Explain your workplace policies and procedures. Copyright 2011 BLR Inc.

33. © Business & Legal Reports, Inc. 0907 Benefits of Orientation Obtain employee handbook acknowledgments. Review your organizational structure. Solicit questions from new hires and identify persons they can to go with questions in the future. © Business & Legal Reports, Inc. 0907 Copyright 2011 BLR Inc.

34. © Business & Legal Reports, Inc. 0907 Think about the who. Build a foundation. Introduce yourself and what you do. Introduce their co-workers and teams. Who Should Run Orientation? © Business & Legal Reports, Inc. 0907 Copyright 2011 BLR Inc.

35. © Business & Legal Reports, Inc. 0907 The first day on the job Follow-up sessions When Should You Do Orientations? © Business & Legal Reports, Inc. 0907 Copyright 2011 BLR Inc.

36. © Business & Legal Reports, Inc. 0907 What Should You Cover? Benefits Expectations Performance evaluations Company history and background Supervisors and co-workers Policies and procedures Copyright 2011 BLR Inc.

37. © Business & Legal Reports, Inc. 0907 Where Should You Conduct Orientations? Where are the new hires going to be working? What is the best location for them to concentrate and learn? What presentation equipment will you need? Copyright 2011 BLR Inc.

38. © Business & Legal Reports, Inc. 0907 Orientation info letter: when to arrive, where to park, where to enter, what to wear, and what to bring Verify employment eligibility Little Things Really Matter Copyright 2011 BLR Inc.

39. © Business & Legal Reports, Inc. 0907 Little Things Really Matter Prepare workstations and the first week's assignments Set up a welcome lunch if possible Copyright 2011 BLR Inc.

40. © Business & Legal Reports, Inc. 0907 Special Case Orientations Temporary employees Part-time employees Employees with disabilities Copyright 2011 BLR Inc.

41. © Business & Legal Reports, Inc. 0907 PAY TIME EMERGENCY INFORMATION BENEFITS IDENTIFICATION EMPLOYEE HANDBOOK Administrative Items Copyright 2011 BLR Inc.

42. © Business & Legal Reports, Inc. 0907 Work Schedules © Business & Legal Reports, Inc. 0907 Work hours Breaks Overtime Absences Vacations and holidays Copyright 2011 BLR Inc.

43. © Business & Legal Reports, Inc. 0907 Job-Specific Information Organizational chart Accountabilities Manuals Job description Performance appraisals Work tasks © Business & Legal Reports, Inc. 0907 Copyright 2011 BLR Inc.

44. © Business & Legal Reports, Inc. 0907 General Items Safety Security Facility layout Phone system Supplies and materials Equipment Copyright 2011 BLR Inc.

45. © Business & Legal Reports, Inc. 0907 Keys, access cards or codes Attire Food and beverages Smoking Visitors Parking General Items © Business & Legal Reports, Inc. 0907 Copyright 2011 BLR Inc.

46. Laura E. Innes, Esq. Simpson, Garrity, Innes & Jacuzzi, P.C. 601 Gateway Blvd., Suite 950 South San Francisco, CA 94080 650.615.4860 (phone) 650.615.4861 (fax) linnes@sgijlaw.com www.sgijlaw.com Copyright 2011 BLR Inc. Questions?

47. © 2010 Employer Resource Institute. All Rights Reserved Thank You Recordings of this webinar and past presentations can be ordered by calling (800) 695-7178. Or visit www.employeradvice.com for information. We hope you’ll join us again soon. Please be sure to complete and return your program evaluation. You’ll receive a link to the evaluation in an email from ERI after the live webinar session ends.