6. Accepting Applications
6.1 Introduction Ask each candidate to complete an application. When it is complete, on a separate piece of paper, make notes of the first impression you have of the applicant. Is he/she neat and well groomed? Is the application complete and accurate? Are reference s listed? Is the applicant well prepared for an interview? Applications are legal documents and can be used as evidence in a lawsuit. Do not write on it. 6.2 Use a Legally Compliant Application We recommend you use the employment application located on the team site. Check with your State Labor Board to learn what is required on an employment application. Employment law changes frequently and can affect your application. We recommend you have your application reviewed by an employment law attorney periodically. 6.3 The EEOC Title VII of the Civil Rights Act of 1964, as amended in 1972, established the Equal Employment Opportunity Commission (EEOC) to ensure that the provisions of Title VII are enforced. Title VII: Prohibits discrimination on the basis of race, color, religion, sex or national origin in all employment practices including hiring, firing, layoffs, promotions, wages, training, disciplinary action and other terms, privileges, conditions or benefits of employment. Covers private employers of 15 or more people (employment agencies, labor unions, educational institutions, state and local governments). Requires every employer to make, keep and preserve records relevant to the determinations of whether unlawful employment practices have been or are being committed. 6.3.1 Your Role in Complying with the EEO/AA Law Since the 1960s, Equal Employment Opportunity/Affirmative Action legislation has had a growing impact on the ways American companies conduct human resource activities, affecting recruitment, employee selection, job assignments, transfers, and promotions. You are responsible for discrimination-free dealings with all job applicants, candidates and employees. If you violate EEO/AA law, you and/or your business can be held personally accountable for any violation you commit, whether or not it is intentional. Follow these guidelines to avoid discriminatory practices.
MOLLY MAID Personnel Manual Copyright 2015, Molly Maid, Inc.
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