Hiring Someone Soon? Learn These Three Legal Tips

By | December 14, 2011

Hiring an employee is not as simple as it once was. Payroll taxes, social security, long lines for job interviews – they all make the entire process seem convoluted and bloated. But if you really need to add labor to your company, it’s important that you’re able to navigate the legal minefield of new hires without ever feeling the pressure.

In order to help you do that, we’re going to share three crucial legal tips for when you’re hiring someone soon. Not only should some of these tips function as practical advice, but you’ll also be able to bolster your legal clarity throughout the process.

Tip #1: Know all of the anti-discrimination regulations and policies

Hiring a new worker based on merit is ideal; there are laws in place to make sure that this is exactly what happens. But just because you’re good-intentioned doesn’t mean you’re above the policies and laws themselves. That’s why it pays to know all of the anti-discrimination regulations that will apply to your next hire. Even subtle vocabulary changes like “salesman” to “salesperson” might escape your basic common sense. Pay attention and avoid discrimination at every turn so that you can hire someone as honorably as you can.

Writing want ads with the proper, non-discriminatory language is just one step of this process, however. To really comply with anti-discrimination laws, you’ll have to fulfill them at every stage of the game, so remain vigilant.

Tip #2: Know the requirements of the position you’re filling

If you’re filling a new position, you’ve got to make sure that anyone you’re interviewing doesn’t just meet your requirements for a good hire, but actually meets all of the legal requirements to work at your place of business. If they are required to acquire some sort of licensing, you have to make sure that’s part of the process. If someone makes a claim that they have a license, you’ll have to verify that by having them bring the license in.

Hiring someone who’s unqualified to work for you legally is, of course, a bonehead mistake. Don’t let it be a mistake that defines you as a manager. Instead, make a list of all the legal requirements your job candidates must have and then make sure that you can verify they are met throughout the hiring process.

Tip #3: Make the job clear from the outset.

There are a lot of details here – it’s not just all about salary and the job description, though those are details you won’t want to miss either! But also remember that when you hire someone, you should outline their vacation policy, their benefits, their time requirements, etc. Include as much information in your initial job offer as you can and then make a copy of it for your own records. The clearer the job is from the outset, the better a chance you’ll have at nabbing someone who’s satisfied that they came to work for you and your company.

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