Explanation.
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The following clauses address the issue of HIV and AIDS testing in the workplace and can be easily added to your company AIDS policy.
BACKGROUND SCREENING POLICY
The importance of applicant background checks and employment verification was made clear by a survey that revealed 8.3 percent of all job applicants have crimin
Wellness programs focus on promoting better health habits among employees.
Employers do not violate federal equal employment opportunity laws by asking different questions of candidates applying for the same job at the same time, or by
Generally speaking, you can refuse to rehire someone for any reason as long as the reason is not discriminatory.
Use of psychological tests by employers has the clear potential to implicate privacy rights.
Voice stress analyzers.— A voice stress analyzer is prohibited for use in preemployment screenings.
It is an unlawful employment practice for any employer to (Sec. 44-1009, as amended by S. 22, L. 1999, effective upon publication in the statute book):
It shall be unlawful for any person, firm, corporation, or the state of Washington, its political subdivisions, or municipal corporations to require, directly o
The federal government will assume that, if an employer asks such a question, it meant to use the data for something.