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IMPORTANT COMPLIANCE NOTE: Don’t let your applicant persona introduce bias into your hiring process. But you can’t discriminate based on age when you hire. SwipeClock ApplicantStack Recruit is ahead of the curve in the recruiting industry. Start your Free Trial of ApplicantStack Recruit today.
In 2018, the Equal Employment Opportunity Commission received over 76,000 charges of employer discrimination. For example, here is a Kentucky Fried Chicken franchisee who was fined $30,000 for discrimination. Don’t assume the franchisor’s compliance guidelines are current. Many of these involved franchises.
Remote onboarding is easy with ApplicantStack, a fully integrated platform that allows new hires to review and sign onboarding documents and update their personal information. You can also establish expectations from the start while ensuring legal compliance with applicable labor and discrimination laws. Take a closer look now
To say that recruitment compliance is complicated is an understatement. For example, suppose a rejected candidate alleges discrimination. Try ApplicantStack for free today. The post Why 2020 Hiring is Hopeless Without an Applicant Tracking System appeared first on ApplicantStack. Don’t worry.
Compliance Screening helps ensure that hiring decisions comply with legal and regulatory requirements , such as equal employment opportunity (EEO) laws and anti-discrimination policies. With ApplicantStack, hiring managers can streamline all aspects of recruitment, from candidate sourcing to onboarding.
Compliance Requirements Employers Need to Know With a myriad of regulations that impact background screening, it can feel impossible to keep up. This means when making hiring decisions and background screening, you must comply with the federal laws that protect applicants from discrimination.
Compliance Requirements Employers Need to Know With a myriad of regulations that impact background screening, it can feel impossible to keep up. This means when making hiring decisions and background screening, you must comply with the federal laws that protect applicants from discrimination.
Maintain recruiting compliance. After you’ve gotten consent from the applicant, you must inform the background check service that you notified obtained their consent and verify that you met with the FCRA anti-discrimination provisions. Negotiate employment contracts and extend job offer. Onboard new hires. Track hiring metrics.
Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws. It is illegal to discriminate against a job candidate or employee because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information.
If you fall into either of these categories, you are on thin ice when it comes to compliance. Compliance is complicated. Your compliance burden increases as you add employees. Your compliance burden never decreases. You cannot discriminate on the basis of race, color, religion, sex, or national origin. And so on.
Important Compliance Notice For New York City Employers. It is designed to protect employees from discrimination based on their sexual and reproductive health choices. Any other documentation that describes protection from discrimination, harassment, and retaliation. Applicant Tracking Systems Simplify Compliance.
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