Question

What legal issues must you keep in mind when selecting candidates? Research and discuss a company that violated one of these issues. What were the consequences?

Answer 1

There are legal constraints and regulations present throughout the recruitment and selection process and that violating these laws and regulations could have detrimental consequences such as lawsuits and or fines. Therefore, everyone involved in the recruiting or hiring process should be knowledgeable of these restrictions and laws to avoid legal problems.

The examples of some of the laws that must be taken into consideration such as the civil rights act of 1964 which prohibits discrimination in employment. This means that an employer cannot refuse employment to an individual based solely on race, gender, or religious preference. There are also laws in place such as the Americans with Disabilities Act, which prevents discrimination against anyone who is considered disabled physically or mentally. . There are also laws that protect against age discrimination, such as the Age Discrimination in Employment Act. There are also laws in place to ensure that women receive equal wages as their male counterparts when conducting equal work. .

An example of a company that allegedly violated discrimination laws is Home Depot as a class-wide lawsuit was filed against them claiming discrimination and retaliation.

Home Depot locations in Colorado were effectively sued by the Equal Employment Opportunity Commission alleging that Home Depot created a hostile work environment based on gender, race, and national origin and that they retaliated against those who complained. This resulted in Home Depot paying $5.5 million dollars to resolve the class discrimination lawsuit. Home Depot also had to commit to providing training on the anti-discrimination laws with appropriate personnel within their organization such as employees, managers, and human resource employees. In addition to the training, Home Depot had to appoint an equal employment opportunity coordinator to ensure compliance and oversee investigations into employee complaints of discrimination, as well as submit quarterly reports to the EEOC and agree to be monitored for a period of 30 months.

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