Don't let your application for employment be a lawsuit waiting to happen.
Job applications are among the most standard of employment-related forms. A good employment application provides employers with the first glimpse into a candidate's skills and qualifications. Yet, many employers do not regularly take the time to review and update their employment applications. Outdated applications can be ineffective selection tools and can create risk by containing impermissible inquiries into an applicant's background. This topic addresses five key areas to enable organizations to develop effective and compliant job applications. Applications that contain outdated questions or incomplete information have faced increased scrutiny, and have often led to discrimination awards and possible class action exposure. This information is critical for employers so they can ensure compliance in this often overlooked area.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
Introduction
- Reasons to Update
- When to Update
Ensure Appropriate Job-Related Inquiries
- Rationale
- Direct and Indirect Questions That Can Lead to Issues
Potential Disability Issues
- Essential Functions of the Job and Possible Accommodations
- Accommodations for the Interview Process
Teeing up Pre-Employment Inquiries and Tests
- Criminal or Credit History
- Medical Exams
Arbitration Agreements
- Considerations for Inclusion
- Special Provisions for Enforceability
Paper vs. Electronic
- Enforceability
- Record Retention
Conclusion
- Regularly Review and Revise
- Ensure Proper Use
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on March 26, 2021.
Call 1-866-352-9540 for further credit information.
- ASA 1.5
- This program may qualify for 1.5 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]. Please retain proof of attendance in the event your CE record is audited.
HR Certification Institute 1.5
- This E-Learning program has been pre-approved for 1.5 (General) recertification credit hours toward aPHR®, aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM), and SPHRi(TM) recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
SHRM 1.5
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP.
To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.
- Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Lara C. de Leon
Constangy Brooks, Smith & Prophete LLP
- Partner at Constangy Brooks, Smith & Prophete LLP
- Practice emphasizes all aspects of labor and employment law, including advice, counseling and litigation
- Conducts regular seminars on numerous topics on labor and employment law
- Wrote several publications related to the areas of labor and employment law
- Licensed to practice law in Texas and California; board certified in labor & employment law by the Texas Board of Legal Specialization; member of the State Bar of Texas and State Bar of California, Labor & Employment Law Sections; member of the American Bar Association, Labor & Employment Section
- J.D. degree, University of Houston Law Center; B.A. degree, University of Texas at Austin
- Can be contacted at 512-382-8802 or [email protected]
Derek A. McKee
Constangy Brooks, Smith & Prophete LLP
- Attorney in the Dallas office of Constangy Brooks, Smith & Prophete LLP
- Practices in all areas of employment law and has handled a wide variety of matters, including discrimination, harassment, retaliation, wrongful termination, and drug testing matters
- Partners with employers to provide advice on how to not only prevail in litigation, but also to prevent it
- Works with a diverse group of industries, including medical groups, transportation services, retailers, manufacturers, and financial institutions
- J.D. degree, magna cum laude, Texas A&M University School of Law; B.B.A degree, summa cum laude, Texas A&M University in Business Management
- Can be contacted at 214-646-8982 or [email protected]
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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