Avoiding Hiring Landmines: Navigating Pre-Employment Inquiries, Background Checks, Drug Testing, I-9s, and Other Legal Tripwires

Hiring touches many types of employment practices and policies—from pre-employment line of questioning on applications and during interviews to background checks and post-offer drug testing to employment verification procedures for meeting I-9 requirements. If any of these policies and practices are out of whack, your company could face substantial risks of liability for claims of discrimination under a number of federal laws, including Title VII, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), the Immigration Reform and Control Act (IRCA), and the Fair Credit Reporting Act (FCRA), among others.

This intensive workshop is broken into distinct sections, addressing:

  • Why supervisor training is key to avoiding hiring claims
  • Best practices for conducting applicant interviews
  • Questions you are legally permitted to ask on applications and during interviews, and which ones to steer clear of so you don’t spark discrimination claims under Title VII of the Civil Rights Act of 1964, the ADEA, the ADA, and other federal laws
  • The latest guidance from the EEOC and the courts on how to conduct legal background checks
  • When a background check or associated waiver may violate the FCRA
  • Steps for legally mastering pre-employment drug screenings
  • Conditional job offers, the offer letter, and other documentation concerns
  • The pros and cons of drug testing for marijuana or other drug usage in your applicant pool
  • How equal pay legislation can affect your ability to hire the best person for the job
  • I-9 employment verification do’s and don’ts for minimizing legal risks of national origin- and citizenship-based discrimination