4 Workplace Discrimination Practices To Avoid Under Employment Law
Could there be something that you are doing right now that could spell trouble for your company? You might not even know it yet but you could probably be discriminating between your candidates and employees. You might have to face repercussions for it at a later stage. There is a lot that you still don't understand about employment law. The tiny details of it can get very complicated and the best way to avoid any legal penalties and fines is to connect with your attorneys at Shegerian Conniff on time and understand what is legal and what isn't when it comes to preventing discrimination at the workplace.
1. Let's Begin With Job Advertisements
Your job advertisements should never contain any terms or mentions of preferences with regards to the skin color, race, religion, gender, sexual orientation, national origin, or disability of the candidate. It is never advised to include in your job advertisements, terms such as "recent college graduates" or "females" or any other word that distinguishes or discriminates between probable job applicants. You are not supposed to include terminology that discourages any person from applying to your job. This is a clear violation of employment law.
2. How About Revisiting Your Recruitment Process?
What does your recruitment process look like? Engage with the leading employment law firms and understand what they should comprise and should not. It is also completely illegal for you as an employer to discriminate among your candidates on the basis of the factors mentioned in the section above when recruiting them. This also includes their pregnancy and genetic information.
3. Application And Hiring
It is seen that the application and hiring procedure of several organizations is also under fire due to the same discrimination being practiced. You may not base your hiring decisions on stereotypes and assumptions. Do not let them overshadow the capabilities and skillsets of a candidate. This also includes gender identity, sexual orientation, and preferences of the individual. You cannot, on the basis of their race or religion, include or exclude any applicants from the hiring procedure.
4. Prohibited Policies And Practices
This could be a little complicated. It is advised to connect with your employment lawyer at Shegerian Conniff right away to understand what prohibited policies and practices you should always steer clear of. Under the laws enforced by the EEOC, you can even face charges of discrimination and a lawsuit that can cost you heavily. You should always employ neutral employment policies and practices.
The same is going to apply when it comes to job assignments and promotions. No form of discrimination is allowed based on the factors mentioned above.
