LV
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So do you compare the demographics of the resumes received during the announcment period to the applications that are handed out for those who will be interviewed to look for disparate impact issues?
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Not so fast Don and hrbanker. If you are governed by the office of OFCCP you may need more info that what a resume can supply. In short, depending on your process you may need to have all "applicants" to fill out an application, unless you have a …
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It would be harder to terminate someone for falsifying information on a resume vs an application. With an application you should have a signature that the individual attest that the information is true.
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I completely agree with you. The subsection you reference is quite clear as to when a military member maybe termed.
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In addition the words terms and conditions of employment are straight from the EEOC manual. So this applies not only to a supervisor but to non-supervisory personnel as well.
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I can appreciate your answer but show me one case where a plaintiff has won claiming that they feel "uncomfortable"? I haven't seen it. I do agree that one does not have to put a complaint in writing, but it certainly helps in order to get all the …
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Well it is definitely not quid pro quo, but termination could be viewed as retaliation. If you terminate who is the complainant? Did these people who alleged these actions file a complaint? Did they put it in writing? A one time incident for writ…
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There is no requirement for placing EEO on your letterhead. There is however a requirement to place it on other documents that you may produce such as an employment advertisment.