Dangerous Interview Questions: What Will Keep You Out Of (Or Open You Up to) Litigation
|Date / Time:
Many interviewers often end up covering information with applicants which is improper and may result in failure to hire litigation.
This occurs, not because interviewers are acting maliciously or with the intent to discriminate against applicants, but because they are not able to recognize how seemingly innocent questions can elicit improper information. Inconsistent questioning and documentation also contributes to the problem.
Understand and identify the types of questions that you should and should not ask.
This topic is critical for employers that want to ensure their decisions to hire or not hire an applicant can be explained and supported by a process and documentation that a lawful interview took place.
Before the Interview
- Job Description
- Preparation for Interview
After the InterviewMock InterviewAbout The Presenters
- Questions Not to Ask During Interview
- Questions You May Ask
- Beware Social Media
- Legitimate Reasons to Reject Applicant
John D. Bryan
Richard D. Landau, Esq.
- Associate in the White Plains office of Jackson Lewis P.C.
- J.D. degree, Pace University School of Law; B.A. degree, Pennsylvania State University
- Shareholder in the White Plains office of Jackson Lewis P.C.
- Represented employers in all aspects of labor and employment law and has extensive experience providing employers with strategic advice relating to union organizing and in proceedings before the National Labor Relations Board; negotiated hundreds of collective bargaining agreements in dozens of industries including complex contracts covering over 1,500 employees and handled over 100 arbitrations running the full gamut of labor contract issues
- Conducts regular seminars in the areas of client specific seminars covering the intricacies of hiring, evaluating, disciplining and terminating staff while minimizing litigation risk; labor union activity including anticipating corporate campaigns; disability, leave, direct threat and reasonable accommodation concerns; sexual and other forms of workplace harassment; identifying vulnerability to workplace violence; ensuring wage and hour compliance including exemption issues; client specific seminars covering the intricacies of hiring, evaluating, disciplining and terminating staff while minimizing litigation risk
- J.D. degree, Boston University School of Law; B.S. degree, Cornell University School of Industrial and Labor Relations
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|About The Provider:
||Lorman Education Services has provided educational seminars and online training for professionals since 1987.
Since then, we've kept thousands of professionals in the United States and internationally current on the most pressing topics in a rapidly changing marketplace of ideas. Like you, we understand the need for concise, accurate information.
That understanding underlies each Lorman course, presenting the latest information on the laws and regulations critical to your organization's successful daily operations.
Moreover, each course receives our painstaking attention to be certain both the faculty and participants receive the individual attention necessary to achieve maximum benefit from the materials.
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