Workplace lawsuits are on the rise. Employment litigation has increased 2000% since 1995, with the average lawsuit settlement being $165,000 (not including lawyer fees) and could cost in excess of $1 MILLION if the case goes to trial. Additionally, compliance fines and penalties can be extremely expensive and damaging to the organization. Therefore, it is crucial that employers are knowledgeable regarding costly HR mistakes in order to protect their organizations from risk.
Employers do not intentionally violate regulations; however, oftentimes employers make mistakes without knowing of the missteps. These mistakes could actually set the company up for compliance violations. This book will point out the top costly mistakes to ensure avoidance of high-priced compliance fees and penalties.
For example, lets look at an actual excerpt from the book:
Mistake 9: Asking Illegal Interview Questions
It's not uncommon for employers to utilize an interview team for hiring. What's surprising is how often the interview team has not been trained regarding illegal interview questions and how to interview candidates. I have conducted trainings on how to interview applicants, and almost every time, someone in the class says, "Wow, I have been doing it wrong," or "I didn't know that was illegal."
Employers assign managers or other employees to interview potential employment candidates without considering the consequences of them asking illegal interview questions. An illegal interview question is one that seeks information the employer is not entitled to request and/or not entitled to use as a basis for job decisions. Most illegal questions cross the line by inquiring about protected cha
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