My colleague, Gary Starr, returns this morning with a post on a recent case that has implications for employers nationwide.
You wouldn’t think that fingerprinting would be brought into the world of religious accommodations.
After all, the importance of background checks cannot be denied, particularly when the prospective employee is going to work with children
An applicant for a job posting in education lists his most recent relevant experience as occurring in 1973. You don’t bring him in for an interview.
Is it gender discrimination?
Beyond that, if he says that he is the most qualified candidate — do you have to hire him?
And if you don’t hire the
Shorter is better.
Why? The slang TL;DR comes to mind.
But it turns out there’s an educational component too — at least according to the results of a new study that examined workplace contracts.
In the study, published in the Journal of Personality & Social Psychology and recapped by Insights by Stanford Business School