TABB INC. Pre-Employment Screening’s Post

Are you working with a staffing agency? A staffing agency has agreed to pay $2.2 million in resolution of a lawsuit brought forth by the U.S. Equal Employment Opportunity Commission (EEOC), which alleged discriminatory practices in collaboration with a laundry facility. The EEOC contended that a California-based laundry facility, in partnership with a staffing agency, engaged in hiring practices that systematically denied employment based on gender, disability, and ethnicity. Pending approval by the California federal court, the proposed settlement seeks to resolve allegations against Radiant Services Corp., a commercial laundry business, and BaronHR LLC, a staffing agency utilized by Radiant, for purportedly infringing upon the Civil Rights Act and the Americans with Disabilities Act. The accusations centered on the unlawful exclusion of individuals of Black ethnicity and those with disabilities from employment opportunities, as well as the restriction of gender-specific roles to men and women exclusively. Black women, represented by the agency, claimed to have been overlooked for employment opportunities at Radiant Services. Allegations further indicated that Radiant predominantly hired Latino workers at its Gardena facility. BaronHR predominantly referred Latino workers, thus reinforcing ethnic biases. Moreover, the EEOC alleged gender-based discrimination, asserting that Radiant, with the assistance of BaronHR, selectively assigned women to roles involving folding and ironing, while reserving positions requiring heavy lifting and transportation solely for men. BaronHR purportedly violated the ADA by inquiring about applicants' medical histories, resulting in the exclusion of individuals with disabilities or perceived disabilities from consideration for employment. In summary, the settlement reflects a resolution to the legal dispute between the EEOC and the staffing agency, addressing allegations of discriminatory hiring practices that infringed upon federal anti-discrimination statutes.      To follow me, please click: https://lnkd.in/e2QSgKRK #SHRM #HumanResources #HREN #HRCIRCLE #backgroundcheck #backgroundscreening #recruiting #HackingHR #DisruptHR #GetHired #HRforHR #LinkedInHR #talentsolutions #LinkedInforRecuiters #CXR #recruiter #talentmanagement  

Did you know that Employment Options, Inc has three divisions dedicated to serving job seekers and employers? Whether you're a job seeker with a disability, looking for employment resources, or an employer seeking inclusive hiring solutions or looking to foster a diverse workforce, we have you covered! Learn more about our divisions: https://lnkd.in/gBPBqTgC #Diversity #Inclusion #JobSeekers #TicketToWork #DisabilityEmployment #Staffing #Employment #DisabilityResources

Did you know that Employment Options, Inc has three divisions dedicated to serving job seekers and employers? Whether you're a job seeker with a disability, looking for employment resources, or an employer seeking inclusive hiring solutions or looking to foster a diverse workforce, we have you covered! Learn more about our divisions: https://lnkd.in/gBPBqTgC #DiversityAndInclusion #JobSeekers #TicketToWork #DisabilityEmployment #Staffing #Employment #DisabilityResources

A Wake-Up Call for Fair Hiring Practices ⚖️ In a significant ruling, BaronHR, a nationwide staffing agency, was ordered to pay $2.2 million to settle a hiring discrimination lawsuit filed by the EEOC. This case, which highlights the importance of inclusive hiring practices, revealed that the company had discriminated against candidates based on race, national origin, sex, and disability 🚨 BaronHR’s actions included steering candidates into specific roles based on their sex and excluding individuals with disabilities—a clear violation of Title VII of the Civil Rights Act and the ADA. This outcome serves as a powerful reminder for all organizations: ensuring fair and equitable recruitment practices isn't just a legal obligation, but a strategic imperative. Employers must proactively evaluate their hiring processes and policies, ensuring they align with anti-discrimination laws. It’s essential to build an inclusive culture that attracts diverse talent and promotes equal opportunities. By doing so, companies not only avoid costly legal battles, but also strengthen their brand and attract top talent. #InclusiveHiring #DiversityAndInclusion #HRCompliance #EmploymentLaw #EqualOpportunity #WorkplaceDiversity https://lnkd.in/d-_rKGrh

'Waterfall of Prejudice' The article from HR Dive discusses the challenges faced by job seekers with resume gaps and the potential benefits for employers who choose to hire them. It highlights that workers such as caregivers, older individuals, those with disabilities, and people with criminal records often encounter barriers to employment, including discrimination and rigid hiring practices. Despite these obstacles, these candidates can offer valuable skills like resilience and problem-solving. The piece advocates for more inclusive hiring practices, suggesting that employers who adapt their strategies to accommodate these diverse talent pools can gain a competitive edge in the job market. https://lnkd.in/giQ6YKRQ

Employers should avoid asking job candidates about race, gender, age, religion, sexual orientation, disability, or other sensitive topics during interviews to prevent accusations of discrimination and potential lawsuits. Questions should focus on the candidate's ability to perform the job and adhere to legal guidelines. Experts like Jana Tulloch and Charles Vethan emphasize that taboo questions can lead to illegal territory or bad PR. Acceptable questions should relate strictly to job requirements, such as attendance and physical ability. Ultimately, staying focused on job-related criteria ensures fair and legal hiring practices. #HR #InterviewTips #HiringPractices #EmploymentLaw #Discrimination #JobInterviews #LegalCompliance #WorkplaceEthics https://lnkd.in/gCgQNfAp

Title: Prioritizing Justice in the Hiring Process: The Path to a Diverse and Innovative Team Dear HR colleagues, In an increasingly conscious world regarding the importance of diversity and inclusion, it is crucial that we constantly revisit our selection processes to ensure they are rooted in principles of justice and equity.When recruiting for a position in our company, we must consider not only the candidates' technical skills but also their experience, background, and unique perspectives. Justice in the hiring process means offering all candidates a fair opportunity to demonstrate their potential, regardless of their origin, gender, race, sexual orientation, or any other characteristic. Prioritizing justice in the hiring process is not only the right thing to do but is also essential for building a diverse and innovative team. By embracing diversity, we enrich our work environment with a variety of experiences and viewpoints, driving creativity and problem-solving. Therefore, I invite all HR colleagues to reflect on their recruitment practices and ensure they are aligned with the principles of justice and equity. Together, we can create a more inclusive and inspiring workplace for all. #FairRecruitment #DiversityandInclusion #EquityatWorkBest #HumanResources #FaiSelection. Regards, Joaquim Dias

“Make Your Hiring Process More Inclusive of Disabled Employees” article from Harvard Business Review. Despite recent employment gains for disabled employees in the U.S., hiring remains a challenge; disabled candidates risk facing bias and are thus understandably wary of sharing their experiences and needs with prospective employers. How can you build trust and a more welcoming environment for disabled job candidates? https://bit.ly/4giy0mG #WorkforceWednesday

Employees with the #stateofCalifornia Join in Making a Difference! Hey everyone, CalHR has rolled out a "Change in Disability" Status Survey and they need OUR help! If you've experienced any changes in your disability status, consider voluntarily self-identify. But why should you participate? 🤔 Your input is absolutely crucial in shaping an inclusive and equitable workplace here at the California Department of Human Resources (CalHR). By sharing your status, you're helping monitor and improve equal employment opportunities and diverse workforce initiatives. Your privacy matters! 🛡️ Rest assured, all information collected is strictly confidential and solely used for statistical purposes. Your data won't influence any job decisions, and your personal info won't be shared outside CalHR. Let's work together to make a real impact! 💪 #recruiters, #hiringmanagers, #EEO, and #stateofCalifornia decision makers you can model the action that will make a difference for us all. For more details, check out our website: https://lnkd.in/gzzx4iXk #InclusionMatters #JoinTheConversation #CalHR #DiversityandInclusion #EmployeeEngagement #togetherwegotthis #statejob California Department of Human Resources (CalHR) Career Development Program (CDP) by APSEA & ACSED California Department of Rehabilitation California Health & Human Services Agency

Welcome to the 57th episode of The One Minute HR newsletter. Today, we will discuss: 🔊 Chapter 1: Age and Disability Discrimination. Two Cases and Their Outcomes. 🔊 Chapter 2: Are older workers less productive? 🔊 Chapter 3: Let's Practice: Overcoming Ageism in the Workplace Read the full episode and listen to the audio version: #TheOneMinuteHR #Ageism #AgeDiscrimination