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Remember the garbage truck job and the credit application?
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<blockquote data-quote="Signorina" data-source="post: 519803"><p>HR was a big part of my job a while ago and I still manage some benefits-so I get a taste now and then. </p><p></p><p>When we hire, prospective employees are asked to sign a release so we may check references, etc. Any background, credit and drug testing are done after the job has been offered & accepted but the job is contingent on satisfactory results. If the person does not check out, they are let go within the probationary period. </p><p></p><p>I agree w RM-we limit the information to verifying dates and length of employment and pay rate and eligibility for rehire only because we are concerned about civil liability not because it's illegal. A well said "yes" or "no" to "eligible for rehire?" can speak a thousand words... And the sword can bite both ways, some hiring companies are suing former employers for not disclosing enough info in references-especially if the former employee was disruptive or the reason for the "good reference" was simply to get them off the former company's unemployment dole. </p><p></p><p>As for credit checks/background checks/drug tests/screening tests-we've been advised to have a universal policy for all employees - so we check everyone or no one regardless of job description. Again, to avoid civil liability and claims of discrimination. The same is true for verifying application information. Any mistruth-big or small is grounds for dismissal -again a universal policy. We hate it-but it is what it is. We can't show favoritism in a measurable/documentable way and once we've broken a policy-it is no longer enforceable. And people can be petty. Our industry has high turnover rates so we need to be especially careful.</p><p></p><p>It's been a long time (years!) since I've read a pre-employment screening test-but I believe there were questions about drinking & drug use on them and they were perfectly legal. Iirc-they measured "attitude" towards drinking and drugs ...</p><p></p><p>We would never dream of asking for a FB password or medical records. Age, ethnicity, marital status, parenthood, sexuality etc are illegal to ask and therefore off the table. But if prospective employee offers the info-then it becomes fair game afaik. (so if a person mentions they took time off to care for kids/parents/spouse, we can ask if that's been resolved.)</p><p></p><p>There are also major differences between "right to work" states vs </p><p>"employee at will" states as far as hiring & terminating policies. (i work in an at will state) And small employers get a little more leeway -many laws don't kick in until 10/25/50 employees or more, ime.</p><p></p><p>Hth</p></blockquote><p></p>
[QUOTE="Signorina, post: 519803"] HR was a big part of my job a while ago and I still manage some benefits-so I get a taste now and then. When we hire, prospective employees are asked to sign a release so we may check references, etc. Any background, credit and drug testing are done after the job has been offered & accepted but the job is contingent on satisfactory results. If the person does not check out, they are let go within the probationary period. I agree w RM-we limit the information to verifying dates and length of employment and pay rate and eligibility for rehire only because we are concerned about civil liability not because it's illegal. A well said "yes" or "no" to "eligible for rehire?" can speak a thousand words... And the sword can bite both ways, some hiring companies are suing former employers for not disclosing enough info in references-especially if the former employee was disruptive or the reason for the "good reference" was simply to get them off the former company's unemployment dole. As for credit checks/background checks/drug tests/screening tests-we've been advised to have a universal policy for all employees - so we check everyone or no one regardless of job description. Again, to avoid civil liability and claims of discrimination. The same is true for verifying application information. Any mistruth-big or small is grounds for dismissal -again a universal policy. We hate it-but it is what it is. We can't show favoritism in a measurable/documentable way and once we've broken a policy-it is no longer enforceable. And people can be petty. Our industry has high turnover rates so we need to be especially careful. It's been a long time (years!) since I've read a pre-employment screening test-but I believe there were questions about drinking & drug use on them and they were perfectly legal. Iirc-they measured "attitude" towards drinking and drugs ... We would never dream of asking for a FB password or medical records. Age, ethnicity, marital status, parenthood, sexuality etc are illegal to ask and therefore off the table. But if prospective employee offers the info-then it becomes fair game afaik. (so if a person mentions they took time off to care for kids/parents/spouse, we can ask if that's been resolved.) There are also major differences between "right to work" states vs "employee at will" states as far as hiring & terminating policies. (i work in an at will state) And small employers get a little more leeway -many laws don't kick in until 10/25/50 employees or more, ime. Hth [/QUOTE]
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Remember the garbage truck job and the credit application?
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