Sentences with phrase «discriminatory hiring practices»

If employers follow these three simple steps to determine, based on the answers to these questions, if a conviction is worth reporting, they will reduce any negligent hiring claims, as well as discriminatory hiring practices.

These guidelines were designed to protect applicants from discriminatory hiring practices based on the use of criminal checks and other potentially discriminating background information.

«Employers will have to make sure that if they use big data while performing background checks for employment that they do not knowingly, or unknowingly, enable and automate potentially discriminatory hiring practices,» Rosen said.

Some of the comments indicating that clients expect lawyers «to look the part» should not translate into discriminatory hiring practices by law firms or exclusionary behaviour while within a law firm.

Employment Equity, on the other hand, refers to policies that forbid discriminatory hiring practices and workplace policies that subordinate the interests of certain individuals on the basis of personal characteristics (i.e., gender, ethnicity, disability, religion, etc.).

Having articled, the latter will then be at a distinct advantage securing jobs with firms, thus perpetuating the racist, gendered, and discriminatory hiring practices that have plagued us for so long.

The article alleges that she was responsible for discriminatory hiring practices, using age and race as determining factors in hiring.

As another example, in the past twelve months, Coca - Cola has experienced both widespread panic in Europe over a supposedly tainted product and protest marches in the United States over purported discriminatory hiring practices.

Not exact matches

It doesn't matter if they are a one - store shop or big enough to eat Wal - Mart, as long as they are not violating any laws or being blatantly discriminatory in their hiring practices, then it is really nobody's business.

§ 378 - 2 provides that it is unlawful discriminatory practice for any employer or labor organization to refuse to hire or employ, bar or discharge from employment, withhold pay from, demote or penalize a lactating employee because an employee breastfeeds or expresses milk at the workplace.

Today we will be discussing the use of credit checks in the hiring process and this meeting will be the first in a series of meetings examining practices that may create discriminatory barriers for job seekers and unfairly screen out qualified workers.

It shall be an unlawful discriminatory practice for any employer to refuse to hire or employ or to bar or discharge from employment, or otherwise to discriminate against any individual in compensation, terms, conditions, or privileges of employment because of the individual's credit history or credit report

This protects the job seeker from first - impression discrimination, and it protects the hiring company from charges of discriminatory or preferential hiring practices.

The EEOC SEP will focus on discriminatory recruitment and hiring practices that may include background screening tools «that disproportionately impact workers based on their protected status (e.g., pre-employment tests, background checks impacting African Americans and Latinos, date - of - birth inquiries impacting older workers, and medical questionnaires impacting individuals with disabilities).»

The EEOC SEP focused on discriminatory recruitment and hiring practices that may include Big Data background screening tools «that disproportionately impact workers based on their protected status (e.g., pre-employment tests, background checks impacting African Americans and Latinos, date - of - birth inquiries impacting older workers, and medical questionnaires impacting individuals with disabilities).»

The question of whether criminal background checks for job applicants are a smart move or a discriminatory practice is answered by Attorney and safe hiring expert Lester Rosen, founder and CEO of background check firm Employment Screening Resources (ESR), in an exclusive interview with Tom Field, Editorial Director of Information Security Media Group.