We do not make employment decisions because of race. In these cases an employer could also run ads in other media (such as newspapers) or allow applicants to respond via telephone. The Company is committed to compliance with all applicable laws providing equal employment opportunities. If a position that doesn’t require use of computers only accepts online applications, an employer opens themselves up for claims of disparate impact or discrimination as the ad would leave out lower income applicants. A better practice is to state job responsibilities, such as: “will be responsible for office IT” or “Answer phones and help callers as necessary.” Similarly, attributes such as “a clear speaking voice” can exclude minorities or persons with disabilities. ![]() Phrases like “seeking recent college graduates” or “young and energetic” can be examples of age discrimination. Often, employers make discriminatory statements without even realizing. If these aspects are important to finding the right person for the job, make sure to explain the requirements necessary in attaining them.Īny mention of age, race, sex, national origin, disability, or religion is a major job ad no-no. Statements like “pay increase after 6 months” or “weekly bonuses” may be misleading as they don’t mention anything about performance. A position statement is a chance for employers to make a good first impression with the Equal Employment Opportunity Commission (EEOC) in response to a. Plus a thorough list will attract candidates who most closely fit your needs.įor job description templates, check out your Model Policies and Forms guide.ĭO include an “Equal Opportunity Employer” Statement.Ī simple “_ is an Equal Opportunity Employer” at the end of a job advertisement can make clear that your company means no unintended discrimination and can save you a lot of hassle down the road.ĭON’T make any promises you don’t intend to keep. A clear list of responsibilities that was set before an applicant applied will go a long way in proving there was no pretext for not choosing the candidate. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation. Here are a few steps to take to make sure your job advertisement isn’t really looking for trouble.Ī well-written job description can be a great tool in not only finding the best applicant, but also in defending any discrimination claims or disability issues. A simple paragraph or two written by an employer can open a whole can of legal worms. A thing most employers don’t realize, is that they can be making costly mistakes from the first step: the job advertisement. You have to go through resumes, interviews, offer letters, the process can go on and on. Finding the right person for a job can be tricky.
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