Interview Questions And Pre-Employment Screening What Every Employer Needs To Know - Title Vii, Ada/Adaaa, Pdl, Gina, I-9S And Affirmative Action

Recorded Session
60 Minutes


    This training program will offer an overview of anti-discrimination laws and affirmative action issued for federal contractors; illegal and ill-advised interview questions; pre-employment tests (skills, strength, medical tests) use of social media, criminal background checks; and more.

Learning Objectives

    Brief Overview of Federal Anti-Discrimination Laws

    • Title VII
    • Gender (including gender identity, sexual orientation)
    • Pregnancy Discrimination Act
    • Religion
    • Race
    • Age Discrimination in Employment Act (ADEA)
    • GINA
    • Affirmative Action
    • Are you a federal contractor/sub-contractor
    • Regulations
    • EO 11246
    • Sec 503
    • VEVRAA

Why Should You Attend?

    You need to hire new employees—and you’ve heard the war stories. One company was sued because the interviewer asked the wrong questions. Another got into trouble because of the pre-employment test it used, and yet another received a charge from the EEOC relating to its use of criminal background checks. These are just a few of the traps for the unwary employer during the pre-employment screening process. The hiring process is fraught with many hidden pitfalls. What can you do?

    If you are looking to hire quality candidates and ensure that your process is on track, then this webinar is for you.

Area Covered

    • Social Media
    • I-9s
    • Interview Questions
    • Illegal Questions
    • Examples
    • Ill-Advised Questions
    • Dos, Don’ts and Examples
    • Pre-Employment Testing:
    • Medical Exams
    • Strength Tests
    • Skills Tests
    • Personality Tests

Who will benefit?

    • CEOs
    • COOs
    • Hiring Managers
    • HR Practitioners
    • In-House Counsel
Webinar Option
Downloadable Recorded Session
Training CD

Speaker Profile

ins_img Janette Levey Frisch

Janette Levey Frisch, has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law. Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems, before they result in lawsuits or steep fines caused by government audits. Janette works with employers on most …