Interview Questions And Pre-Employment Screening What Every Employer Needs To Know - Title Vii, Ada/Adaaa, Pdl, Gina, I-9S And Affirmative Action

One company was sued over interview questions, another over a pre-employment test and a third faced an EEOC charge over criminal background checks. This 60-minute webinar on interview questions and pre-employment screening helps you avoid those traps.

You'll review federal anti-discrimination laws, including Title VII and protections for gender, gender identity and sexual orientation, religion and race, the Pregnancy Discrimination Act, ADA/ADAAA, ADEA and GINA, plus affirmative action duties for federal contractors under EO 11246, Section 503 and VEVRAA.

The session then covers illegal and ill-advised questions with examples, social media use, I-9s, criminal background checks, and medical, strength, skills and personality tests.

• Summarize the federal anti-discrimination laws that apply to hiring
• Determine whether you have federal contractor affirmative action obligations
• Recognize illegal and ill-advised interview questions
• Use social media and criminal background checks lawfully in screening
• Choose medical, strength, skills and personality tests that comply with the law
• Handle I-9s as part of the hiring process

Anti-discrimination laws

• Title VII: gender (including gender identity and sexual orientation), religion and race
• Pregnancy Discrimination Act
• ADA/ADAAA
• Age Discrimination in Employment Act (ADEA)
• GINA

Affirmative action

• Whether you are a federal contractor or subcontractor
• Regulations: EO 11246, Section 503 and VEVRAA

Screening and interviews

• Social media
• I-9s
• Criminal background checks
• Illegal and ill-advised interview questions, with dos, don'ts and examples
• Pre-employment testing: medical exams, strength tests, skills tests and personality tests

The hiring process is full of hidden pitfalls, from the wrong question in an interview to a test or background check that draws a discrimination charge. If you want to hire quality candidates and keep your process on track, this webinar shows you what to avoid.

It suits CEOs, COOs, hiring managers, HR practitioners and in-house counsel.

• CEOs
• COOs
• Hiring Managers
• HR Practitioners
• In-House Counsel

Janette Levey Frisch, has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law. Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems, before they result in lawsuits or steep fines caused by government audits. Janette works with employers on most employment law issues, acting as the Employer’s Legal Wellness Professional — to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs. Janette authors the firm’s weekly blog, where you can read each week, in plain English (not legalese) about issues impacting employers today. Janette has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review, @Law, and Chief Legal Officer. Janette has spoken and trained on topics, such as Criminal Background Checks in the Hiring Process, Joint Employment, Severance Arrangements, Pre-Employment Screening among many, many others. Janette serve on the Workplace Violence Prevention Institute, a multi-disciplinary task force, dedicated to providing, holistic, proactive and cutting-edge solutions and resources for employers committed to ensuring a safe workplace.