MOST COMMON HIRING DISCRIMINATION COMPLAINTS In a work world where the average tenure with any given employer is declining, many companies must routinely advertise and fill both new and established jobs. Yet as common as this process has become, every employer must periodically stop and re-evaluate how all job applications are being reviewed, skills tests are being administered and interviews are being granted and conducted.
After all, implicit bias (discriminatory hiring) remains a constant threat to maintaining an even playing field for all job applicants. And though most Texas employees are hired on an “at-will” basis, (allowing them to leave when they choose – and be fired without notice or cause), certain federal, state and local laws forbidding hiring discrimination must still be obeyed.
The most critical laws protecting employees against discrimination are set forth below, followed by examples of the types of hiring questions employers should avoid. Finally, the roles played by the TWC (Texas Workforce Commission) and the EEOC (Equal Employment Opportunity Commission) regarding employee complaints are also briefly noted.
Federal, state and local laws provide many anti-discrimination protections to Texas workers
Both federal laws and Texas statutes have been passed providing job applicants and employees with protections against discrimination on the following grounds.
Federal laws and related regulations designed to protect workers against discrimination
Here’s some additional, pragmatic information for handling the job application process.
Company interviewers must carefully avoid asking job applicants these types of questions
While the following list is not intended to be comprehensive, it should heighten your awareness of how careful you must be when trying to learn more about applicants who may have certain special needs or limitations that are not directly related to legitimate job requirements.
The TWC and EEOC help current (and prospective) employees with discrimination concerns
When individuals believe that they’ve endured discrimination while applying for work with your company – or while employed by you, they usually contact the Texas Workforce Commission and the EEOC while deciding whether to file a formal complaint.
Should you learn that such a complaint has been filed, be sure to immediately contact our law firm so we can help you prepare a thorough response, detailing all that your company did to fully respect all employee (or job applicant) rights. We can also discuss with you various proactive steps your company can take to try and decrease the chances of having any further complaints filed against you.
CATEGORIESBUSINESS LAW, CORPORATE LAW, DISCRIMINATION, LAW, LAW SUIT, MURRAY LOBB, TEXAS, TEXAS BUSINESS, TEXAS LAWTAGS#CIVILRIGHTS, #DISCRIMINATION, #FEDERALLAWS, #HOUSTONATTORNEYS, #KNOWLEDGEISPOWER, #LOCALLAWS, #MURRAYLOBBATTORNEYS, #PROTECTION, #REEVALUATE, #REGULATIONS, #STATELAW, #TEXASLAW, #TXAS, HOUSTONLAW, MURRAY-LOBB
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