2013 Discrimination Hiring 
HRExecutive
NOVEMBER 24, 2014
With the economy slowly, but surely making its way back (at least for now), cases involving unemployment discrimination have taken a back seat to recruiting and talent management, as stories go. At the time of that story, New York was one of 10 states mulling a state law banning such discrimination. I guess it will be economy-driven.
Crimcheck | Pre-Employment & Background Check Information
SEPTEMBER 26, 2021
not hiring them, or firing them) may be made because of information unearthed during background checks. A case in point is the 2013 FSLA sanctions which were slapped on Sitel Operating Corp. – A case in point is the 2013 class-action lawsuit brought against Colgate – Palmolive Co. a Tennessee company. As such, it is inadvertent.
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HRExecutive
MAY 9, 2019
In 2013, a judge ruled that Pier Sixty had violated the National Labor Relations Act by discharging Perez in retaliation for protected activity. When it comes to candidate vetting, Kinsey-Sallis says, proponents of social-media monitoring suggest using a third-party vendor or someone not involved in hiring decisions to conduct these searches.
Trusaic
JULY 12, 2022
This time, however, the story is a little different, as the multinational technology giant is under fire for gender pay discrimination. The female workers span over 200 job titles and date as far back as 2013. Google further explained that it’s “absolutely committed to paying, hiring and leveling all employees fairly and equally.”.
Workplace Psychology
OCTOBER 23, 2018
Further, assume that 30 minorities are hired, for a selection ratio of SR 1 = 30/300 = 10, and that 100 nonminorities are hired, for a selection ratio of SR 2 = 100/500 = 20. then one could claim that adverse impact had been demonstrated” (Landy & Conte, 2013, p. The adverse impact ratio is SR 1 /SR 2 =.10/.20 80 ratio.”.
Embroker
JANUARY 20, 2022
Companies that embody bro culture become corporate frat houses where employees are often hired based on “culture fit,” and women rarely get promoted (if they’re even hired). Take a 2013 letter that Kalanick sent to Uber’s then 400 employees ahead of a company party in Miami. Toxic culture.
Ohio Employer's Law
OCTOBER 19, 2016
From the EEOC’s press release : Eliminating barriers in recruitment and hiring. Protecting vulnerable workers, including immigrant and migrant workers, and underserved communities from discrimination. So, what issues must employers have on their radar? Addressing selected emerging and developing issues. Number two is self-evident.
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