Answer: The process for hiring a temporary employee is like hiring regular employees. You will post the position, go through a selection process, ensure all necessary new hire paperwork is completed, and onboard the temporary employee. Just be sure you’re clear in the job posting and during the interviews that the position is temporary. If […]
Category: HR Q&A
What is the difference between a job description and a job posting? Can I just share the job description when advertising for a role?
While the job description and the job posting are similar, in that they both outline the duties of the role and the knowledge, skills, and abilities (KSAs) needed to perform those duties, each has a different purpose. The job description is an internal document outlining the purpose of the role within the organization, the essential […]
An employee came to us with a harassment complaint but said they didn’t want us to do anything about it. Do we have to do an investigation?
Yes, you should still investigate the complaint. Not investigating could expose you to legal risk if more employees come forward with complaints, if the employee later decides to take their complaint to a state or federal agency, or if the harasser continues to harass. Aside from liability, creating a culture that feels safe and inclusive, […]
We have a repeat applicant whom we offered a job to in the past. This candidate failed a drug screen back then, so we rescinded the offer. Can we reject them now based on their past drug screen result?
No, chances are that rejecting an applicant based on a previous drug screen will violate the Americans with Disabilities Act (ADA). The ADA prohibits employment discrimination on the basis of a disability, which includes being in recovery from substance use disorders. The ADA applies to employers with 15 or more employees, although state laws also […]
A candidate told us they have a disability. What do we need to do?
We recommend asking if they need an accommodation during the application process, but above all, ensure that having this information doesn’t influence your hiring decision. The Americans with Disabilities Act (ADA) requires employers to provide accommodations to applicants with disabilities if needed to be considered for a job unless the accommodation causes an undue hardship. […]
What Does At-Will Employment Mean?
At-will employment means that the employer or employee can end the employment relationship for almost any reason (with or without cause) at any time (with or without notice). It does not, however, allow you to terminate someone for an illegal reason, like their inclusion in a protected class or their exercise of a legal right. […]
What is “at-will employment”? Does that mean I can fire an employee for any reason?
At-will employment means that the employer or employee can end the employment relationship for almost any reason (with or without cause) at any time (with or without notice). It does not, however, allow you to terminate someone for an illegal reason, like their inclusion in a protected class or their exercise of a legal right. Every […]
Can I limit the number of times an employee makes changes to their W-4?
No. IRS guidance states that an employee has the right to make changes to their Form W-4 as often as they would like, and you, as the employer, need to make those changes, even if they’re frequent. The only exceptions are if the Form W-4 is invalid or if you have been previously notified by […]
Q&A: Do we have to get permission to run a background check?
The short answer is yes: the Fair Credit Reporting Act (FCRA) requires you to get permission from your applicant or employee before conducting a background check. Aside from this legal requirement, telling applicants what to expect as part of the selection process is considered a professional courtesy, especially if you’ll conduct background checks, which dig […]
Q&A: A new employee told coworkers that she received a signing bonus. Now they’re upset, saying they’ve been here longer and haven’t gotten anything extra. What should I do about this situation?
First, don’t reprimand the new employee who shared her salary information. Discussing pay is a protected concerted activity under the National Labor Relations Act. You can read about this law and what protections it provides to employees on the platform. Second, it may be worth thinking about why you offer signing bonuses but not retention […]