If you have not heard about the “Ban the Box” movement, it is time to take notice. Ban the box refers to a check box present on many standard job applications, whereby an applicant is asked whether they have any prior criminal history. Plainly speaking, proponents of Ban the Box initiatives are seeking to eliminate this part of the application process to enable people with criminal convictions a fair chance at finding gainful employment. In less than a decade, 24 states – including California – have adopted some form of the ban, often for public employees. Nine states have banned the box for private employers, as well. In 2014, San Francisco enacted a ban for private employers, and just this past January, a similar initiative has gone into effect in Los Angeles. The Basics Article 9 was added to the Los Angeles Municipal Code on December 9, 2016, to take effect January 22, 2017. Its provisions apply to employers with ten or more employees. … [Read more...] about Prior Criminal History on Job Applications: Ban the Box – It’s Not Too Late!
Second job interview questions
As most employers know, it is unlawful to ask an employment or promotion candidate questions which reflect bias based on race, color, age, gender, religion, or any other protected status. For example, a candidate cannot be asked about their race, age/date of birth, religion, marital status, pregnancy, children, or plans for a family. Hiring decisions cannot be based on stereotypes or assumptions about a person’s protected status. Employers and all hiring managers should be aware of these restrictions before any interview takes place. The Equal Employment Opportunity Commission’s (EEOC) Prohibited Employment Policies/Practices guidelines provide that “[a]s a general rule, the information obtained and requested through the pre-employment process should be limited to those essential for determining if a person is qualified for the job; whereas, information regarding race, sex, national origin, age, and religion are irrelevant in such determinations.”A … [Read more...] about Limit Your Pre-Employment Inquiries to Job-Related Questions
Questions posed by a job candidate can be just as important as the interviewer’s questions.Don’t ask questions that can be answered by an Internet search, but do ask questions that demonstrate how you can fit into a law firm’s practice, according to a career advice column in Law.com.Save questions about quality of life and diversity for the second or third interview, according to the article by legal search consultants Valerie Fontaine and Roberta Kass. And save questions about compensation until a job offer is on the table.Fontaine and Kass list 30 possible questions. They include:• What kind of person does well here?• How is work assigned, and how are associates supervised and evaluated?• How soon will I get trial experience?• What does the firm expect in terms of business development?• How would you describe the culture of this firm?• Why did you choose this firm?• Do you have any reservations about hiring me? … [Read more...] about Job Seeker’s Questions Can Include Queries on Firm Culture, Expectations
The 25 lawyers at Saul Ewing who interview would-be associates are being trained to delve deeper into job candidates’ life decisions and how they handled obstacles.The aim is to learn how the job candidates would function at the law firm, the Philadelphia Inquirer reports. “The focus now is on critical junctures in a job candidate’s life—tough obstacles that had to be overcome or particularly satisfying accomplishments—and how they handled those situations,” the story says.Saul Ewing has created interview manuals that explain the approach and include sample interview questions. The firm is interviewing fewer associates, but spending more time on each interview as part of its behavioral approach.The interviewing technique has led to a diverse summer associate class for next year that includes students starting second careers and a mother with young children, the story says.Hiring partner Jason St. John explained the new approach to associate … [Read more...] about Saul Ewing Interviews Emphasize Critical Life Decisions
Last week, the Supreme Court decided a case that will affect how employers must handle potential religious accommodations. In the case of Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores, the Supreme Court determined that Title VII of the Civil Rights Act of 1964 prevents employers from taking action against an employee or applicant based upon their suspicion or belief that an employee or applicant may need a religious accommodation, regardless if the employer has actual knowledge of the need or not, so long as the employer's action was motivated by its belief.Samantha Elauf applied for a job at an Abercrombie store and wore a headscarf throughout her job interview. The store's assistant manager, Heather Cooke, interviewed Elauf and decided that although she was qualified for the position, her headscarf might violate the company's "Look Policy," which prohibited Abercrombie employees from wearing "caps" at work. The term "caps" was not defined by … [Read more...] about New Religious Accommodation Guidance: Supreme Court Takes Second Look at Abercrombie’s Look Policy