With the economy improving, companies are likely to hang a “Help Wanted” sign up and begin looking for new employees. While this can be exciting time for a business, it also brings with it certain pitfalls. If a company is not careful in how they post a job advertisement or how they choose whom to hire, they could find themselves facing a lawsuit. As a St. Louis Employment Law Firm, it is best to understand these prohibited practices before posting a job listing.
Types of Prohibited Practices from a St. Louis Employment Law Firm
Most of the guidelines are well-known when it comes to discrimination or exclusion. A company cannot base their hiring decision on:
- National Origin
- Genetic Information
This means, for instance, that a company should be wary about posting a job that seeks “recent college graduates” as it may discourage older workers from applying. And if a company requires a pre-employment test, that test must be related to the job itself or it could be deemed discriminatory.
Another issue that may come up is an applicant with a disability. The employer must make reasonable accommodations for this person, such as a sign language interpreter for someone who is deaf. By not making such an accommodation, a business will risk a lawsuit. A St. Louis Employment Law Firm can help a company craft a job posting and discuss what falls under “reasonable accommodations” to prevent this sort of lawsuit.
The attorneys at McMahon Berger can help a company craft a job posting or come up with hiring guidelines that adhere to all federal labor laws. By working with an experienced St. Louis Employment Law Firm, you can be sure to prevent a discrimination suit, saving your company money and preserving its good name. For a free consultation, contact us today.