Lexology.com
Sheppard Mullin
Michelle Sherman
October 3, 2011
Agatha Christie had a novel take on invention being the mother of necessity.
She disagreed and said, “[I]nvention, in my opinion, arises directly from
idleness, possibly also from laziness. To save oneself trouble.” She
may have been onto something when you think about businesses that are turning to
outside vendors to research employees and job candidates for them. Whether or
not these outside vendors are the best solution, however, remains to be
seen.
1. Companies Should Have An Internal Procedure For Researching Job
Candidates And Employees On The Internet
We recommended earlier this year that
businesses establish an internal procedure for making employment decisions based
on Internet research, so they would not run afoul of state and federal laws that
prohibit job discrimination based on protected factors. The protected factors
include, for example: (1) Race, color, national origin, religion and gender
under Title VII of the Civil Rights Act of 1964; and (2) Sexual orientation,
marital status, pregnancy, cancer, political affiliation, genetic
characteristics, and gender identity under California law. Most states have
their own list of protected factors, which should be considered depending on
where your company has employees
Full Story: http://www.lexology.com/library/detail.aspx?g=fb2eeb9c-f317-4d93-811e-f0b38c60f915
No comments:
Post a Comment