Employment laws often weigh on employers and influence more than you may think. Not exactly clear on what your rights as a job seeker are? I’ve compiled the handy list below, packed with links to government sites with more information, as a reference for executives like you who are going through the job-search process.
Most hiring decisions are governed by rules and regulations. It’s the law, folks. Yet candidates are likely to underestimate how many hiring decisions are based on existing law. Here’s hoping you never need to use it with a careless employer, but it’s important to know the rules of the game you’re playing.
Unlike the sinister motives outlined in the movie “The Devil’s Advocate,” most employment laws developed years ago and amended continuously until today were meant to protect us and to encourage employers to do the right thing. Here’s a primer of what employers reference as they consider you for employment:
This includes but is not limited to discrimination and harassment:
William Joseph Austin, Jr., a pre-eminent employment law attorney with Ward & Smith P.A. in Raleigh, N.C., points out that EEO laws, both federal and state, impose a deep and abiding constraint on employer discretion in the entire process. Times being what they are, the trajectory is toward more regulation in the future, not less. Austin goes on to note recent changes in hiring: “Most recently Congress expanded the "Disabilities" in the Americans with Disabilities Act by repudiating overly restrictive Supreme Court opinions and also by augmenting the ADA definition and interpretation of "disability."
Austin also notices that job seekers are protected on the basis of such an ever-growing list of classifications, characteristics, traits, and conditions that no employer can afford to undertake seat-of-the-pants recruitment and hiring. Careless employers pay a high price.